2009 Global HR Metrics Wellness 
Visier
MARCH 31, 2016
In an October 2009 installment of HR Executive Online, Robin Lissak articulates – most succinctly – what he considers the “four principal building blocks” of HR transformation. They are: Implementing a new way of delivering HR services. Using technology to provide employees with direct access to HR information.
Strategic HCM
DECEMBER 4, 2012
There are two issues I think recruiters, and other HR professionals, need to understand in order to get to grips with this more important objective / metric. Perhaps less intuitively, iCIMS are also seeing positive impacts on their client’s engagement scores and retention rates as well. ► 2009. ► July.
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Strategic HCM
APRIL 11, 2012
We’ll start with eleven posts focusing on leadership and individual effectiveness, a number of which have a particular focus on the requirements to be an effective HR practitioner. ► 2009. Global HR. (81). HR measurement. (71). Most, in fact very, Developing an HR Business Plan / Strategy.
Strategic HCM
MAY 9, 2013
This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. ► 2009. Global HR. (81). HR measurement. (71). Most, in fact very, Developing an HR Business Plan / Strategy. ► August. (9). ► July. (15).
Strategic HCM
NOVEMBER 30, 2012
83% of organisations have an articulated strategy, written policy or set of guidelines relating to diversity and inclusion and 40% are using metrics - mainly demographic data and employee survey results - around diversity. ► 2009. Global HR. (81). HR measurement. (71). All good news! ► August. (9).
Strategic HCM
APRIL 25, 2012
As well as dealing with the truth about talent , the need to create value and opportunities for career development , the fourth big challenge for talent managers / heads of talent will probably be their own role. Some are focused primarily on infrastructure for talent and leadership development – processes, systems, and metrics.
Strategic HCM
APRIL 26, 2012
Clearly, these business leaders, including HR executives, are concerned that they are not making decisions with the same rigor with which they make decisions about marketing, supply chains or product strategies. Well, in general terms, the easier something in HR is to measure, the more likely it is to be pretty low value.
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