Analytics in HR
JUNE 22, 2020
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. So, what’s new in the HR metrics field?
Littal Shemer
OCTOBER 11, 2022
“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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Visier
SEPTEMBER 6, 2018
Research by Bersin indicated that in 2011, the average cost per hire was already $3,500 —and just three years later in 2014, that figure had grown by 28% to $4,500. Because hiring the right people for the right role is so important, quality of hire stands out as a metric that organizations care deeply about.
Visier
JANUARY 26, 2017
Research by Bersin indicated that in 2011, the average cost per hire was already $3,500 —and just three years later in 2014, that figure had grown by 28% to $4,500. Because hiring the right people for the right role is so important, quality of hire stands out as a metric that organizations care deeply about.
Analytics in HR
APRIL 30, 2018
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. HRM activities and processes: Efficiency metrics. HR effectiveness. p < 05. Absenteeism rate.
Digital HR Tech
JANUARY 23, 2019
January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. Pertinent for both novices and experts, this conference will offer a great introduction to HR Analytics but also discuss the latest trends in the field. January 30 – February 1 | Melbourne | HR Analytics, Metrics, and Measurement.
Strategic HCM
APRIL 25, 2012
23 HR Most Influential UK Thinker 2011. Some are focused primarily on infrastructure for talent and leadership development – processes, systems, and metrics. “If we don’t connect business and talent strategy, we will be nothing more than a typical HR unit, focusing on activities and not on impact and outcomes.”
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