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MARCH 31, 2016

The focus needs to shift from process-related metrics (such as time-to-fill, % of identified successors, and other such measures) to those that are more outcome-focused (such as increasing workforce productivity and maximizing return on workforce investment). Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. What is HR Transformation?

Analytics 168

Analytics Metrics Benchmarking Data 168

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AUGUST 4, 2016

The longer boomer roles remain vacant, the greater the negative impact on productivity and economic growth. If we do not find ways to increase workforce productivity, we stand to see growth — and our personal prosperity — fall by as much as 40%. Despite all the technology innovation from the Internet to smartphones, productivity has hardly risen. Failed to Plan?

CHRO 112

CHRO Retirement Workforce Planning Talent Acquisition 112

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OCTOBER 13, 2016

Finance, supply chain, 6 sigma quality, CRM, production, and marketing have long ago shifted to this data-based decision model. productivity, problems, and goals) and other business functions can utilize HR data to improve people management within their function. The remaining critical strategic HR metrics should be: Workforce productivity (i.e. Quality of hire).

Analytics 79

Analytics Metrics Data Employer Branding 79

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SEPTEMBER 30, 2016

For a more quantitative look atyour expected savings, refer to the table below, which shows an example of savings achieved by reducing voluntary turnover — broken out by non-exempt and exempt labor, using industry standard cost factors that include recruitment, training, loss of productivity, and new hire costs. Why should HR make employee retention a priority? Senior managers?

Retention and Turnover 81

Retention and Turnover Analytics Metrics Retirement 81

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Today’s workplace is characterized by chaotic forces—low employee engagement and productivity levels, and declining employee well being. HR Leaders have a critical role in defining the vision and strategy to transform and create a more productive and happy workplace

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APRIL 21, 2016

Only then can HR make data-driven business decisions and develop a workforce plan that optimizes talent investments while effectively monitoring recruiting, development, engagement, productivity, accountability, retention and many other workplace initiatives. There will always be challenges that face HR executives and practitioners. Historically, many issues arose from lack of data. Talent.

Data 81

Data Analytics Retention and Turnover Workforce Planning 81

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JANUARY 7, 2016

Who are your customers, and why do they select your product?   Who is your competition, and why do you win or lose to them? Do you beat the competition because you provide the broadest range of financial products, or the most innovative? When will a new hire become fully productive? And something exceedingly rare has just appeared. So what is the conclusion?

Workforce Planning 91

Workforce Planning Data Trends Retention and Turnover 91

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FEBRUARY 18, 2016

At this company, the leadership team wanted to develop a new product line and asked Finance if they could afford the startup costs. This budget had gone unused and now appeared as extra profit — a surplus that would have been more than enough to fund the new product line. One such story clearly describes a core inefficiency that is common to many companies. What can HR do?

Software 77

Software Data Payroll Analysis 77

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JULY 16, 2015

In one of the most comprehensive studies that analyzed data from 48 separate studies, turnover was shown to have real impact on financial results, customer service, labor productivity, and safety outcomes. full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. This one is for you, Bill Kutik. What should you look for?

Analytics 93

Analytics Data Retention and Turnover Analysis 93

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Multi-year cycles for product. productivity and feel a lack of engagement. often correlate with productivity gains. sponsors care about such as retention, productivity, and employee engagement. aimed at increasing its focus on product. in productivity, a better co-ordination amongst. 1Making Dynamic Performance. more dynamic approach to managing. sprints.

Coaching

Visier

OCTOBER 4, 2016

Ian Cook, Visier’s Director of Product Management, does a great job explaining this process in the video below: How Much Risk is Too Much Risk? One question every recruiter faces is: “How long will it take to fill this position?” But what if you could turn to an executive and show them the result of a predictive algorithm that had analyzed all your hiring data and come up with an answer?

Analytics 46

Analytics Recruitment Data Staffing 46

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MAY 17, 2016

Product updates. “Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to workforce intelligence? What should you be aware of before committing to one path or the other? But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Building your Workforce Intelligence Solution.

Analytics 61

Analytics Software Staffing Comparison 61

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AUGUST 20, 2015

The organizational responses will include networks replacing hierarchies, and social and external collaborations as vital elements of product and service development.  Inexpensive mobile devices, personal interfaces, virtual collaboration and new media will enable global and real-time communications that accelerate ideation and product development.  Five Forces Shaping the Future.

Data 77

Data Trends Policies Coaching 77

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JULY 7, 2016

It’s the practice of creating productive employees that actively help a business reach its goals—by hiring new staff that can hit the ground running, developing existing staff to make them even more effective, and motivating and engaging all staff to reach their full potential. When it comes to talent management, there’s a paradox that continues to confound HR leaders.

Talent Management 54

Talent Management System Data Analytics 54

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as retention, productivity, and employee. at increasing its focus on product. in productivity, a better co-ordination amongst. 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. be some very real barriers to moving forward.

Coaching

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OCTOBER 21, 2015

” Every HCM vendor worth its salt will say their product comes pre-built with analytics, but typically these are nothing more than descriptive analytics — a visual representation of what’s happening, sometimes appended with basic, simple-to-calculate attributes of the data set, like mean, median, and mode. As an HR leader, you’re often put in a tough spot. The Metrics Trap.

Analytics 72

Analytics Metrics Data How To 72

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AUGUST 7, 2015

The World Health Organization estimates that stress costs American businesses $300 billion dollars a year through absenteeism, diminished productivity, employee turnover, and direct medical, legal and insurance fees. Using an evidence-based approach, HR can drive productivity in the business, while reducing financial liability. It’s peak vacation season. The Constant Connection.

Analytics 76

Analytics Kronos Payroll Survey 76

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OCTOBER 21, 2015

” Every HCM vendor worth its salt will say their product comes pre-built with analytics, but typically these are nothing more than descriptive analytics — a visual representation of what’s happening, sometimes appended with basic, simple-to-calculate attributes of the data set, like mean, median, and mode. As an HR leader, you’re often put in a tough spot. The Metrics Trap.

Analytics 71

Analytics Metrics Data How To 71

Visier

JUNE 21, 2016

Boosting morale and worker productivity. Supporting this, a survey of 253 employers affected by California’s paid family leave initiative found that the vast majority reported that paid family leave “had either ‘no noticeable’ or a ‘positive effect’ on productivity (89%), profitability/performance (91%), turnover (96%), and employee morale (99%).”. Here’s what we found.

Report 52

Report Diversity and Equality Policies Retention and Turnover 52

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drives more productive conversations. 1Why Your Company Will Need to. Rethink Performance Management eGuide Part 1: The Argument. for Change 2 3About this Guide Organizations are increasingly. moving from traditional performance. management systems (organized as. an annual review process) to newer. performance development systems. organized around real-time dynamics). happening now. If the.

Performance Management

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AUGUST 11, 2016

Recruiting is a fine balance: over-hiring can create an unnecessary cost burden, while under-hiring can reduce productivity. 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. So what is holding recruiters back from taking a more scientific approach?

Strategy 47

Strategy Data Analytics Recruitment 47

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JUNE 19, 2015

When these decisions are made based on intuition alone, the result is wasted spending, as well as performance, productivity, and engagement issues. It seems no one in HR has escaped the story of Moneyball: The Art of Winning an Unfair Game. Supported by carefully interpreted statistical data, Beane focused on landing talent the “old school” experts had overlooked. Availability Heuristic.

Data 75

Data System Analytics Payroll 75

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APRIL 7, 2016

Retool total rewards using product design and market segmentation to optimize the “deal” and balance customization and standardization. The evolving work ecosystem requires “retooling” HR issues using the best thinking from disciplines such as engineering, finance, neuroscience, marketing, operations, and supply chain. How to Inspire Silicon Valley Interns: The LinkedIn HR Hackathon.

Trends 57

Trends High Performance Culture Coaching Policies 57

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APRIL 27, 2015

This analytical approach helps HR leaders deliver an informed point of view on where to make targeted program investments related to hiring, retention, employee engagement and productivity. 4. This goes beyond compensation and benefits to looking at everything from contingent workers and taxes to tools and productivity, IT allocations and equity. Successful CHROs are: Data-Driven.

Trends 77

Trends CHRO HR Function Retention and Turnover 77

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drives more productive conversations. 1Why Your Company Will Need to. Rethink Performance Management eGuide Part 1: The Argument. for Change 2 3About this Guide Organizations are increasingly. moving from traditional performance. management systems (organized as. an annual review process) to newer. performance development systems. organized around real-time dynamics). happening now. If the.

Performance Management

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MARCH 27, 2015

It’s important that business leaders are presented with a clear picture of how these multiple factors affect productivity and growth. This may go without saying, but your employees aren’t like cars and trucks. The average automobile depreciation rate is 15% per year, with new vehicles dropping in value immediately after you drive them off the lot. This presents a challenge.

Talent Management 77

Talent Management Retention and Turnover Data Analysis 77

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APRIL 28, 2016

This is money that could be used for a much more productive purpose, such as introduce a new product or service, acquire a new business, improve customer service, deliver higher profit, etc. Do you see yourself becoming a respected and successful CHRO one day? How a Data-Driven Mindset Improves Business Outcomes. Most experience a 10-20% staff turnover. Lower unwanted attrition.

CHRO 54

CHRO Data Analytics Workforce Planning 54

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MAY 8, 2015

As Ray Wang, CEO of Constellation Research, explores in his newly released book, Disrupting Digital Business , the leaders in this new economy have moved from selling products or services to focusing on experiences and outcomes. In this digital, on demand world, we no longer sell just product or services, we deliver on brand promises. In essence, this is right brain meets left brain.

Trends 73

Trends Industry Metrics Data 73

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JUNE 22, 2015

Here are the key attributes to consider: Performance potential – According to McKinsey’s War for Talent study, top talent employees generate 40% more productivity in operational roles, 49% more profit in general management roles, and 67% more revenue in sales roles when compared to an average performer. Should the manager counter-offer to keep Marie? Step 1. Step 2. Step 3. Step 4.

Compensation 71

Compensation Retention and Turnover Comparison Bonuses and Incentives 71

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retention, productivity, and employee engagement. 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. skills.

Retention and Turnover

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MARCH 3, 2016

When done well, it zones in on what really motivates high-potential people to remain with their employer, deliver innovative products, or go above and beyond in customer service. Employee engagement can look like a random effort to keep workers happy. Should we invest in tuition reimbursement? Re-examine our core values? Order another ping-pong table? Focus on the following key areas: 1.

Employee Engagement 53

Employee Engagement Compensation High Performance Culture Coaching 53

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JUNE 12, 2015

When other companies followed suit and adopted the same approach , it reportedly led to widespread dishonesty, mistrust, and productivity loss among workers. It is important to select KPIs (such as reduced resignation rates, improved engagement scores or relevant productivity measures) that actually reveal whether the programs are acting as levers to improve business performance.

Retention and Turnover 60

Retention and Turnover Analytics Policies Data 60

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SEPTEMBER 25, 2015

These businesses have recognized that an engaged workforce leads to productivity, which leads to happy customers, which in turn leads to revenue growth and profitability. 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? The bottom line?

Employee Engagement 54

Employee Engagement Data Survey Analysis 54

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MARCH 20, 2015

once worked with a retail vendor who wanted to provide analytics to their store managers and staff so they can see how much they sold of a certain product and compare that to some internal goals. But that retailer pointed out that — while they may have very analytic savvy staff — their primary job was to be on the floor selling products and not exploring the analytics.

Data 62

Data Analytics Analysis Metrics 62

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AUGUST 25, 2016

Not only can it undermine trust in the recruitment process, but it’s also a very costly problem. A bad hire can cost as high as five times the annual salary for that role — not just from the turnover, but also lower productivity, a damaged employer brand, lower employee engagement, and higher manager time spent on mitigating underperformance. You can read the first post here.

Recruitment 34

Recruitment Analytics Metrics Data 34

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DECEMBER 10, 2015

When employees don’t physically and mentally take time off from work, it can negatively impact their health, happiness, productivity and creativity. federal deficit, 24 times the annual revenue of the NFL, and larger than the Gross State Product of half of U.S. And more hours worked does not mean organizations are gaining more productivity. The Hidden Costs of Unused PTO.

Analytics 48

Analytics Talent Management High Performance Culture Productivity 48

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MAY 19, 2016

Retool total rewards using product design and  market segmentation  to optimize the “deal” and balance customization, and standardization. Analogies also inspired innovations through “generative” bending, where new activities and products are inspired by the analogy. In my last article , I urged HR to embrace the best and brightest from all disciplines. Yet, analogies can be tricky.

Report 38

Report Industry Employer Branding Screening 38

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AUGUST 9, 2016

However, when it comes to letting employees watch the Olympics at work, some executive leaders may see it as a distraction and productivity drain. Although tying people to their desks and blocking them from the games might look like the right thing to do, allowing your staff to watch the games during working hours may actually increase productivity. Step 3: Make your case.

Trends 31

Trends HR Trends Analytics Employee Engagement 31

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SEPTEMBER 16, 2015

If you are losing high performers more quickly than your general employee base, this means your overall talent quality is reducing, which is likely to lead to productivity and quality challenges some time in the future. Monitoring the effectiveness of the management population is an important part of the overall process of managing productivity and ensuring organizational success.

Metrics 47

Metrics Talent Management Retention and Turnover Groups 47