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2011-12 CHRO Challenges

Strategic HCM

There are now an awful lot of HR bloggers out there, but I want to ensure this blog is the one you continue to return to for advice on strategic people management and development. However, this challenge is greater here too – leading to a significantly enhance challenge in transforming the HR function.

CHRO 65
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People Analytics and HR-Tech Reading List

Littal Shemer

“Technology can have huge benefits for the HR function: saving time by streamlining processes, boosting engagement by enabling analysis of people data or improving employee development by allowing staff to access the content they need on different platforms, wherever and whenever they need it. People Analytics.

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HR Challenges 2011 – Survey Results

Strategic HCM

The capabilities of HR professionals is also rated quite strongly, with two-thirds of you suggesting that current capabilities are well or very well suited to the challenges. Again, this seems more positive than my experience!

Survey 69
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To Succeed at Talent Acquisition, Go Beyond Your Applicant Tracking System

Visier

Research backs this up: According to one study , the ability to deliver on recruiting had a larger impact on revenue growth than all other HR areas, including onboarding and retaining new hires, managing talent, and developing leadership. It’s no surprise, then, that spending on talent acquisition by U.S. organizations continues to climb.

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To Succeed at Talent Acquisition, Go Beyond Your Applicant Tracking System

Visier

Research backs this up: According to one study , the ability to deliver on recruiting had a larger impact on revenue growth than all other HR areas, including onboarding and retaining new hires, managing talent, and developing leadership. It’s no surprise, then, that spending on talent acquisition by U.S. organizations continues to climb.

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Beyond HR KPIs: Strategic Metrics for Organizational Development

Analytics in HR

In this environment, the main driver for developing their capabilities probably is the workforce ( Gamerschlag & Moeller, 2011 ; Gamerschlag, 2013 ). However, organizations (and society) require a strategic HR function capable to connect the workforce and organizational effectiveness. Wellness at work). Conclusion.

Metrics 95
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The HR Value Chain: An Essential tool for Adding Value to HR

Analytics in HR

Based on Ployhart and colleagues, 2011. This value chain illustrates how HR adds value to organizational goals. These findings justify the existence of HR policies like selection, performance management, and training. All these metrics measure HR processes and give information about how efficient the HR function is.