Visier

MARCH 31, 2016

Demonstrating the business value that HR provides by putting metrics in place. Redefining the metrics of success, with metrics focused on business challenges rather than favored, traditional (read “non-business relevant”) HR metrics. Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. What is HR Transformation? the outcomes).

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Visier

OCTOBER 13, 2016

have also found that the CFOs office — the long-established king of business impact metrics — is more than willing to aid HR in learning another critical analytics task. It’s important to understand that before HR can successfully make the transition to the data-driven digital model, it needs to drop its two-decade long love affair with 20 th -century historical metrics.

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Analytics Metrics Data Employer Branding 79

Visier

SEPTEMBER 30, 2016

With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. These metrics help you accomplish this task: Resignation Rate. Impact on Business Metrics. Use these metrics to drive these discussions. Senior managers?

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Retention and Turnover Analytics Metrics Retirement 81

Visier

OCTOBER 24, 2016

This SHRM article reveals the various metrics needed to create workforce simulations, forecasts, and models. At the recent HR Technology Conference , sessions on data-driven HR were standing room only. Here are some great HR analytics articles to help you on your way: Make HR Analytics a Priority, But See the Bigger Picture. Seven Deadly Sins To Avoid with HR Analytics Initiatives.

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Analytics Workforce Planning Conference Metrics 67

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metrics in the workplace? Instead, they judge value by hard metrics. metric for management to look at in. 1 kineo.com [email protected] 312-846-6656 Hard to believe that it’s been almost 20 years since the term “eLearning” entered the corpo- rate learning lexicon. And just in the last five years, the velocity at which new solutions have entered. We now. learning nuggets.

How To

Visier

APRIL 21, 2016

Specifically, this initiative is not just about understanding data-driven HR and the usual metrics, but specifically how HR can connect what it’s doing to business outcomes. There will always be challenges that face HR executives and practitioners. Historically, many issues arose from lack of data. It used to be embarrassing. But did it? Can you believe we’re still here? Churn/Retention.

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Data Analytics Retention and Turnover Workforce Planning 81

Visier

JANUARY 7, 2016

For each of these, two core metrics provide important insight: Variance – what is the difference between the plan and my current actuals? One fascinating source of information that the BLS publishes is known as JOLTS , or Job Openings and Labor Turnover Survey. And something exceedingly rare has just appeared. In fact, the BLS has never reported a higher number of job openings.

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Workforce Planning Data Trends Retention and Turnover 91

Visier

JULY 16, 2015

Consider a “crawl-walk-run” approach in your graduation from metrics to true Workforce Intelligence. When This one is for you, Bill Kutik. At Visier the security and privacy of our customer data is our highest priority. When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. As usual, he (and Holger) are right. What should you look for?

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Analytics Data Retention and Turnover Analysis 93

Visier

MAY 17, 2016

To achieve this, the company hired an HR business intelligence team, standardized their reporting metrics, and invested over $3 million in a data warehouse and business intelligence (BI) software. Analysts to determine metric definitions and create reports. Workforce metrics, analytics, and visualization (What is the scope of the content provided to you?). IT administrators.

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Analytics Software Staffing Comparison 61

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but should also reach to metrics that business. 1Making Dynamic Performance. Development a Reality eGuide 3Introduction Does your organization want to adopt. more dynamic approach to managing. performance and developing employees? We see a stampede of organizations. moving in this direction. At the same. time, we also see that, all too often, managers in such organizations are simply. Maybe.

Coaching

Visier

FEBRUARY 20, 2015

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers. This will enable you to pick the right metric as well as the right visual. You see them everywhere.

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Data Retention and Turnover Metrics Globoforce 86

Visier

JULY 7, 2016

The answer is simple—it’s because workforce metrics and programs have traditionally been difficult to connect to business results. When it comes to talent management, there’s a paradox that continues to confound HR leaders. At the same time, talent management—a bedrock component of the HR function—is by definition a strategic pursuit. How does training spend relate to our defect rate?

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Visier

SEPTEMBER 16, 2015

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. Must-have manager effectiveness metric #2: High performer resignation rate. previous 12 months).

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Metrics Talent Management Retention and Turnover Groups 47

Visier

OCTOBER 21, 2015

The Metrics Trap. This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team  —  but they discover that a limited set of descriptive analytics isn’t enough. Image: [link]. Image: [link].

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Analytics Metrics Data How To 72

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but should also reach to metrics. From Performance Management. to Performance Development eGuide 2Part 2: A Roadmap. for Change In Part 1 of this eGuide, we explored the confluence. of factors that’s driving change in how performance. is managed and how organizations are moving. away from the traditional annual review process to. more real-time dynamic approach. This all sounds. very logical, of course, until an organization starts to. push forward with change then finds that there may. be some very real barriers to moving forward. successfully transition from a traditional performance.

Coaching

Visier

OCTOBER 21, 2015

The Metrics Trap. This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team — but they discover that a limited set of descriptive analytics isn’t enough. Guided Analytics: The Top Rung.

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Analytics Metrics Data How To 71

Visier

AUGUST 11, 2016

Data-driven recruiters dig deep into metrics such as: Qualified applicants-per-requisition (which indicates whether your sourcing practices are delivering those effective employees). The latest JOLTS (Job Openings and Labor Turnover Survey) came out earlier this month and as the graph below shows, there continues to be more job openings than hires being made. First, the technology.

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Strategy Data Analytics Recruitment 47

Visier

APRIL 27, 2015

The old school approach to measuring recruitment success is to focus on time-to-fill metrics. More than ever before, the business world needs strong HR leaders. The workforce in the developed world and China is rapidly aging. New, first-time workers are barely replacing workers who are retiring. The results are clear: strong CHROs are crucial to business success. Business-Oriented.

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Trends CHRO HR Function Retention and Turnover 77

Visier

MARCH 27, 2015

While talent management is viewed as an urgent priority, knowledge about the workforce is typically limited to isolated metrics, such as time-to-fill for vacant positions. This can create the expectation that the focus should be on filling positions as quickly as possible, focusing solely on time-to-fill metrics. The Evolution Towards a Data Ecosystem for Talent Management.

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Talent Management Retention and Turnover Data Analysis 77

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to metrics that business sponsors care about such as. FOUR WAYS TO CLOSE THE. LEARNING-DOING GAP FOR. FRONT-LINE MANAGERS 4FOREWORD We’re in business to help organizations. achieve their goals by making sure their. employees have the knowledge and skills. they need to succeed. Our experience. and research led us to identify that one. audience organizations consistently. managers. What’s.

Retention and Turnover

Visier

MAY 8, 2015

The metric that matters most for them is uptime. The digital era has created a peer-to-peer economy , forcing organizations to re-think business operations from the ground up. Why should digital transformation be an urgent priority for almost every company in every industry? Ray Wang: A digital divide has emerged among global organizations. In essence, this is right brain meets left brain.

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Trends Industry Metrics Data 73

Visier

SEPTEMBER 16, 2015

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. Must-have manager effectiveness metric #2: High performer resignation rate. previous 12 months).

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Employee Engagement Talent Management Retention and Turnover Metrics 39

Visier

JANUARY 28, 2016

These metrics help you accomplish this task: Resignation Rate. As you dig into the data revealed by this metric, be sure to also take note of who exactly is resigning: Is it your top performers? Let the data from these metrics inform your decisions. Use these metrics to drive these discussions. Too few staff (49% of respondents). Work overload (48% of respondents).

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Visier

OCTOBER 27, 2016

Operational metrics are no longer enough. To truly understand the impact of this kind of strategic talent acquisition process, organizations are looking to a much broader set of recruiting metrics. The post Measure for Measure: The Evolution of Recruiting Metrics appeared first on Visier Inc. Recommended Read: How Do You Improve Your Candidate Experience? Look At Your Data ].

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Talent Acquisition Metrics Onboarding Human Capital Management 15

Visier

JANUARY 21, 2016

Many that have graduated from metrics to analytics use it very simplistically, often to respond to one-off data requests such as “how many employees were hired last month?” or “how many people left from my department?” Definitions for core metrics are created. Once the reports are generated, they are rarely used again and the only process in place is to react to the next request.

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Visier

SEPTEMBER 29, 2016

While newer ATS technologies tend to offer some kind of analytics module, these insights are little more than vanity metrics that look at one data point at a time, such as number of applications received or where people sit in the pipeline. New ATS tech offer some kind of #analytics but these are little more than vanity metrics Click To Tweet. Why does this keep happening?

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Recruitment Talent Acquisition Employer Branding Analytics 31

Visier

AUGUST 25, 2016

Finding the perfect quality of hire metrics has long been the holy grail of recruiting. Dr. John Sullivan does a fantastic job explaining the benefits of these metrics, but despite these reasons, current HR technologies are still not designed to focus on quality. By the time Talent Acquisition gets their hands on much-needed metrics, it may be too late to put them to good use.

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Visier

SEPTEMBER 25, 2015

How to Link Workforce Metrics With Business Outcomes, Part Three . Back in 1747 Scottish physician James Lind finally put an end to the age-old “what-treats-scurvy” debate: is it cider? seawater? vinegar? He found 12 scurvy-inflicted sailors, conducted one of the first ever clinical experiments in the history of medicine…. and confirmed that two oranges and one lemon would do the trick.

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Visier

MARCH 20, 2015

To get started, here is a collection of the best articles, papers and other resources to help with HR analysis vetted by our in-house workforce intelligence expert, Ian Cook — it includes everything from math videos to metrics definitions. It can feel like preparing for a trip up Mount Everest. And yet, research supports that it is well worth the effort. Who is the competition?

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Visier

SEPTEMBER 8, 2015

The first in a four-part series on linking workforce metrics to business outcomes, this post looks at five indispensable recruitment optimization measures that will help you move the needle on tech innovation — without breaking the bank. An overfocus on these metrics leads to hiring that is faster, cheaper…and (from a talent quality perspective) typically worse.

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Visier

NOVEMBER 30, 2015

And for a long time engagement scores have been the go-to metric that HR teams use when they need to demonstrate their impact on business results. These are tools that simply monitor isolated metrics. Engagement surveys are a mainstay in the arsenal of HR tactics. The theory is that employees who are more engaged will also be more productive. Take a hospital, for example.

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Visier

MAY 29, 2015

better approach is to display the data as a funnel infographic, like this: This visual is better: it helps with the mental model of how the various recruiting metrics relate. You can compare several metrics across lead sources such as time-to-fill and cost-per-hire. Editor’s note: Cold, hard numbers about critical workforce trends can seem theoretical. Is a signing bonus justified?

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Visier

MAY 21, 2015

This is where having access to an HR data ecosystem can be of benefit — if you have the ability to link performance, employee rewards, and turnover data, you can uncover the critical trends that are impacting your business, moving beyond simple “input” metrics. And yet, the advice of HR — the people experts — often falls on deaf ears among the P&L crowd. Factor.

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Visier

MARCH 17, 2016

Companies with stronger HR programs, outperform on financial metrics. While we focus on headcount, turnover, time to hire, etc, the business will be thinking about revenue, profit, customer satisfaction, patient readmission rates, same store sales, cost per unit, assets under management, return on capital, and many other metrics. What should they do? Making the Connection.

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Visier

OCTOBER 31, 2016

Lombardi’s research on strategic talent acquisition reveals that recruiting can no longer rely on just operational metrics, such as time-to-hire and conversion rates, to measure and deliver strategic impact. This post is part of our Data-Driven Talent Acquisition Strategies series. . Inclusive teams outperform their peers by 80% in team-based assessments ( Deloitte Australia ).

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Visier

NOVEMBER 5, 2014

The people doing the judging are the investors, shareholders, or regulators, and they have a simple set of metrics: profit and growth. While this may be difficult to determine through metrics, a survey of employees will often identify a few people who are the “go to” members of their organization. But rarely does one metric tell the whole story.

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Metrics Coaching Corporate Strategy Productivity 40

Visier

NOVEMBER 12, 2015

Here are a few demographic metrics you should be monitoring: 1. Metric to watch: Diversity of interviewed candidates. Metrics to watch : Ethnic diversity by hiring stage / Female diversity by hiring stage. Use this metric to track the movement from the application stage to screening and down through interviewing and into offers accepted. What is the Rooney Rule?

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Trends HR Trends Data Analytics 29

Visier

JUNE 4, 2015

As Ian Cook describes in this blog post, How to Avoid the Headcount Trap , it is very common to look at the net change in headcount for a given period of time, and then use the headcount metric as the basis for decisions around movement (for example, to decide how many people the organization should hire, transfer, promote, or layoff). But not everything is going as planned. What do you do?

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Visier

JULY 14, 2016

While quality of hire is considered the most valuable recruiting metric, only one-third of leaders have confidence in their ability to measure quality. Further, there are a tremendous number of metrics that simply aren’t being measured that look at recruiter effectiveness, diversity slates, cost of hiring, or the strength of the employer brand. The good news?

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