EmployeeConnect
APRIL 10, 2025
Workforce forecasting, once a reactive exercise based largely on historical data and guesswork, has become a strategic necessity for future-focused companies. Today, they serve as powerful data enginestracking everything from employee turnover and hiring trends to productivity, engagement, and skills development.
HR Brew
NOVEMBER 12, 2024
The survey found that 48% of all desk workers are uncomfortable with their manager knowing they used AI, reporting that they are concerned AI use would indicate they were cheating, lazy, or less competent. What’s HR to do? Trust is the antidote, Janzer said, adding that “trust comes up so often when we do any sort of research about AI.”
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HR Lineup
OCTOBER 2, 2024
This data enables employers to make strategic decisions around hiring, budgeting, and workforce planning. It involves collecting and categorizing data related to employee demographics, such as full-time or part-time status, contractor roles, and temporary workers.
HR Brew
FEBRUARY 26, 2025
The ability of artificial intelligence to extract valuable insights and patterns inside large datasets that would be difficult or impossible for humans to perform is the true AI unlock for businessesbut its only an unlock if its sitting atop a foundation of useful and unbiased data. Is that what we care about anymore?
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Even in our data-driven age of hard metrics and objective assessments, the answer is: It depends. But what data should an organization consider? It’s a question as old as the recruiting profession itself: How many reqs should one recruiter handle at a time? However, that doesn’t mean req loads are random.
Hppy
MARCH 25, 2025
In today’s competitive business environment, companies continually seek ways to optimize operations and focus on core competencies. Focus on Core Business Functions Delegating HR responsibilities to external experts enables business leaders to concentrate on strategic initiatives and core competencies.
Lighthouse
APRIL 18, 2025
According to nearly 10 years of gathering data in the market, we estimate that 5,000+ technology providers exist across the entire landscape of HR, talent, learning, and related categories. If your organization wants to compete in 2026, simply let our team know by emailing us. Congratulations to the winners! Our team was impressed.
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To compete in today’s market, you must know what the market pays for certain skills so you can develop fair and competitive offers. What comp data sources to use. What comp data sources to use. How to turn market data into guidelines for pay. Download this eBook and learn: How to choose a compensation strategy.
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Enable employee wellbeing and drive organizational success with a data-driven approach to total rewards. How are you positioned to compete for key talent? As work environments evolve, success depends on investments and decisions driven by workforce preferences.
Advertiser: Visier
The HR trends for 2021 focus on the fundamental shifts taking place everywhere: from jobs to in-the-moment skills; from a focus on D&I as an HR program to D&I as a core business competency; from supporting collaboration through in-person proximity to supporting collaboration through digitally-enabled teamwork.
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year. Why is this so important?
Speaker: Isaac Mallory, Director of Sales & Business Development at HR Performance Solutions, and Jennifer Dickey, HR Consultant and speaker for HR Performance Solutions
As we continue to compete for talent, recruiters are poaching and employer social information on sites like Glassdoor and Indeed are more accessible than ever making it harder and harder for us to attract and retain top talent. How to use data to seek them out. Enhance performance and accountability using SMART Goals wisely.
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