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People Analytics and HR-Tech Reading List

Littal Shemer

This list of People Analytics and HR-Tech books is not exceptional. So here is my People Analytics and HR-Tech reading list on Kindle (no paper books, as I like the trees), ordered chronologically from newest to oldest. People Analytics – Build the Value Chain This book, by Littal Shemer Haim , is not a typical textbook.

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Beyond HR KPIs: Strategic Metrics for Organizational Development

Analytics in HR

We need KPIs that give information about the connection ( Becker, Huselid, & Ulrich, 2001 ). So, what’s new in the HR metrics field? Second, there is the issue of developing new metrics. An example is the CAMTO Project ( [link] ), which makes a set of more than 200 organization-level metrics available to HR professionals.

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How to Improve Employee Performance: Make Everyone a Data Scientist

Bonfyre

In response to this new urgency, people analytics emerged as a beacon of hope in the big data sphere. The next evolution in people analytics will come from a similar bottom-up perspective. I first witnessed the potential of big data in 2001 when Sergeant Bob Heimberger of the St. Big will not beat small anymore.

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The HR Scorecard: A Full Guide

Analytics in HR

The HR scorecard, first published about by Becker, Huselid & Ulrich in their 2001 book that bore the same title, aims to solve this. They are also known as HR metrics , and more specifically HR KPIs , as they are metrics that are linked to the business strategy. In many organizations, HR has failed to do so.

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What People Analytics can learn from Dynamic Network Theory

Analytics in HR

Social Network Analysis (SNA) is among the most trending topics in People Analytics. HR analytics professionals are now starting to conduct SNAs to unearth collaboration, detect silos, and identify potential leavers. Actively comparing two states of the same network brings about a whole new dimension of network metrics and parameters.

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Time-to-Fill, Highest Since 2001?

Cielo HR Leader

According to hiring managers and C-level executives , time-to-fill is the third most important hiring metric—just behind quality of hire and, fittingly, hiring manager satisfaction. national average of 25 working days (Monday-Saturday)— the lengthiest it has been since 2001. . in June 2014 than at any time since 2001.

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Why Employee Feedback is a Gift

Semos Cloud

Employee feedback is a gift because it gives first-person insight from employees that goes beyond data and metrics and can be put to use. Gmail was started in 2001 by Paul Buchheit, who worked as a developer tasked to build an email personalization product. An employee feedback report from All Voices surveyed over 800 U.S.