INDUSTRY INSIGHTS YOUR PEERS ARE READING
Although this was mainly focused on, as the name suggests, talent strategy and workforce planning, it included a lot of broader stuff on analytics too. MORE
Central to the issue of data integrity is the need to establish an organizational process in which HR data is considered to be a key governance issue (Young & McConkey, 2012). Young & McConkey (2012), Data governance and data quality: Is it on your agenda? MORE
Planning and analytics. Eg I liked the way that David Clutterbuck suggested that we need to be analytical in order to remain caring for our people. Analytics. And this might indicate that HR really hasn’t got a good handle on HR measures and analytics. MORE
Measuring employee engagement metrics. If your organization hasn’t started with HR analytics, this may not seem a big problem. You can use the results of previous years and your experience in data analytics to improve the questionnaire and tailor it to the organization. MORE
But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Recently, I learned about a large software organization’s quest to build a workforce analytics solution. Analysts to determine metric definitions and create reports. MORE
In December 2012, the Society for Human Resource Management (SHRM) dropped the proposed human capital metrics standard it was creating for the American National Standards Institute. The standard was dropped was due in part to it being perceived as burdensome and the metrics irrelevant to investors. This sentiment was echoed by members of i4cp’s People Analytics Board (PAB) during our recent review of the standard. MORE
In 2012 we saw Employee Engagement look ripe for innovation. Most of what has entered the market has been focused on surveying employees more frequently, then digging in via analytics. In 2013 HR tech started to answer the call. MORE
Monday, March 12, 2012 :00am. Workforce Analytics: Seven Common Mistakes in Selecting HR Metrics By Lois Melbourne. Unfortunately, measurements and metrics can so easily go awry: most data pulled by organizations are not very informative or interesting. MORE
I’ve been re-reading a couple of books in preparation for another workshop on HR Metrics. It’s certainly a way of better understanding strategy, but its not an analytical approach! It’s why HR analytics are so useful, but also why we must not overestimate their usefulness. MORE
Paycor reviewed proprietary data from nearly 30,000 customers and found that many standard HR and recruiting metrics are tactical, in that they track project management, or, at most, basic dollar-in, dollar-out cost analysis. MORE
Friday, 27 April 2012. And without clear metrics and a deep view into data on the workforce, the organizations have not had business intelligence reporting on their key assets — and have not had access to insights to create strategies to drive better business performance. MORE
Even though healthcare has been projected to add 4 million jobs — more than any other industry — between 2012 and 2022 , turnover is high and hospitals perennially face a shortfall of registered nurses (RN). These metrics help you accomplish this task: Resignation Rate. MORE
If your organization hasn’t started with HR analytics, this may not seem a big problem. You can use the results of previous years and your experience in data analytics to improve the questionnaire and tailor it to the organization. Measuring employee engagement metrics. MORE
I’ve been down in Johannesburg for a few days, delivering a workshop on HR metrics and analytics. And it was analytics, not too surprisingly (as this is such a rapidly becoming an extremely important and popular topic), which gave rise to the most interesting discussion in the workshop. MORE
This is done through KPIs (metrics that measure strategic goals). Measuring the impact of our products and services on the relevant business outcomes through analytics helps to adapt and improve what we do in HR. This is done through HR analytics. MORE
David Zinger: So, really drawing them in, and the slide I’m looking at now is metrics for magnetism. A conversation with Kevin Sheridan and David Zinger. I encourage you to listen to this 20 minute conversation with Kevin Sheridan about his views and experiences with employee engagement. MORE
co-author and Vice President, Behavior Science & Advanced Analytics at Johnson & Johnson Health and Wellness Solutions. 2012;16. [2] Can a workplace wellness intervention help improve employee vitality and purpose? A recent study suggests that it just might. MORE
Links for historical Turnover Rates: 2008 , 2009 , 2010 , 2011 , 2012, 2013 , 2014 and 2015. Metrics/Analytics Turnover MORE
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Demonstrating the business value that HR provides by putting metrics in place. Numbers behind HR – benchmarking & analytics. MORE
Despite widespread consensus that people are a company’s most important asset, HR and senior leadership often do not have ready access to the tools and analytics they need to easily find and promote the best internal talent. Hire Date: 2012. A New Model for Talent Management & Workforce Analytics. With these kinds of metrics, you gain perspective on the unique talents of your workforce. Hire Date: 2012. MORE
In 2012, we saw an opportunity to develop a flexible solution that not only assists in connecting these ordinarily siloed data repositories into one single touch point, but also to provide a way to analyze and engage fans with relevant messaging on relevant channels. MORE
Indiana’s recidivism rate among adults stood at 35.58% in 2013, and the rate for juveniles measured 24% in 2012. Employees of the state of Indiana needed to be able to understand agency performance and metrics on any device, at any time, in real-time. Last April, the U.S. MORE
To kick things off, we speak this week with Daniel Kusmanto, Global Head of HR Analytics at ASM International. I joined HR in 2012 from IT and have been practicing HR Analytics since then. MORE
CEOs are already bringing in executives from marketing, operations, or finance – disciplines that have been using data and analytics for years to drive their operations and outcomes – to lead HR. A key first step is understanding what’s keeping HR from embracing analytics. MORE
Yet when evaluating a given company's worth, investors still rely on performance metrics that largely ignore an organization's brainpower. No wonder universal talent metrics are a touchy subject. Discussion and analysis to explain the metrics. MORE
I’ve just booked my flights back to South Africa where I’ll be delivering a session on HR metrics in a couple of weeks time (22nd & 23rd February). And I’ve got another blog post on metrics coming out shortly (hopefully tomorrow!). MORE
Use of data and analytics impacts almost every area of business today. Most of the discussion of analytics is focused on the positives—that is, the huge potential for using data and analytics to make better decisions, improve efficiency, make better products, etc. Like most things in life though, there are the possibilities of downsides, of unintended consequences or side effects of using more data and analytics in business. MORE
Many organizations want to enable their HRBPs to adopt a data-driven approach and be the ambassadors for people analytics while providing consultative support to the business on talent strategy. Many told me their HRBPs are afraid of data and analytics. MORE
Since 2012, WeSpire has been helping the world’s most forward-thinking companies inspire their people and transform their businesses. You are comfortable analyzing data through SQL, Excel, Google Analytics or other analysis tools. You understand that MAU is an important external metric, but internally we care about user behavior and impact. The Pitch. MORE
According to Deloitte’s 2016 Global Human Capital Trends report , 77 percent of companies believe that using “people analytics” is important, but the capabilities are lacking. A Bersin by Deloitte study found that companies using sophisticated people analytics see 30 percent higher stock market returns than the S&P 500, and HR teams are four times more likely to be respected by their counterparts for data-driven decision-making. MORE
Any competent Chief People Officer will have their own set of key metrics to monitor as well as preferred methods and platforms for integrating data into all aspects of their function. Strong recruiting leaders led the way with use of analytics to drive success, for a couple of reasons. MORE
Healthcare reform has placed new pressures on hospitals since the introduction of the Affordable Care Act in 2012. The healthcare industry today is facing a perfect storm. MORE
Typical performance review programs are built around processes that range from evaluations based on business metrics (e.g., On the backend, users are provided a robust analytics tool, which means HR leaders and analysts will be able to cut and slice their data and discover hidden pockets where things are going well or poorly. Our survey instruments are designed to not only assess performance but also potential, and our analytics tool can be used to develop nine-boxes. MORE
How to Link Workforce Metrics With Business Outcomes, Part Three . Since 2012, under the Affordable Care Act (ACA) , the federal government has considered patient satisfaction surveys when determining hospital reimbursement levels. MORE
Session Title: Diversity Metrics. Many diversity programs fail in part because of lack of good metrics. This presentation will discuss appropriate metrics, how to develop them, and how to use them to engender success. MORE
Peoplefluent
MARCH 12, 2012
Monday, March 12, 2012 :00am. Workforce Analytics: Seven Common Mistakes in Selecting HR Metrics By Lois Melbourne. Unfortunately, measurements and metrics can so easily go awry: most data pulled by organizations are not very informative or interesting.
Visier
SEPTEMBER 18, 2019
Many organizations want to enable their HRBPs to adopt a data-driven approach and be the ambassadors for people analytics while providing consultative support to the business on talent strategy. Many told me their HRBPs are afraid of data and analytics.
Cornerstone On Demand
JANUARY 26, 2015
Yet when evaluating a given company's worth, investors still rely on performance metrics that largely ignore an organization's brainpower. No wonder universal talent metrics are a touchy subject. Discussion and analysis to explain the metrics.
Strategic HCM
FEBRUARY 29, 2012
I’ve been re-reading a couple of books in preparation for another workshop on HR Metrics. It’s certainly a way of better understanding strategy, but its not an analytical approach! It’s why HR analytics are so useful, but also why we must not overestimate their usefulness.
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Strategic HCM
FEBRUARY 6, 2012
I’ve just booked my flights back to South Africa where I’ll be delivering a session on HR metrics in a couple of weeks time (22nd & 23rd February). And I’ve got another blog post on metrics coming out shortly (hopefully tomorrow!).
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Visier
MARCH 31, 2016
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Demonstrating the business value that HR provides by putting metrics in place. Numbers behind HR – benchmarking & analytics.
Strategic HCM
MARCH 2, 2012
Although this was mainly focused on, as the name suggests, talent strategy and workforce planning, it included a lot of broader stuff on analytics too.
Strategic HCM
APRIL 26, 2012
Friday, 27 April 2012. And without clear metrics and a deep view into data on the workforce, the organizations have not had business intelligence reporting on their key assets — and have not had access to insights to create strategies to drive better business performance.
Strategic HCM
JANUARY 29, 2012
Planning and analytics. Eg I liked the way that David Clutterbuck suggested that we need to be analytical in order to remain caring for our people. Analytics. And this might indicate that HR really hasn’t got a good handle on HR measures and analytics.
David Zinger
MAY 10, 2012
David Zinger: So, really drawing them in, and the slide I’m looking at now is metrics for magnetism. A conversation with Kevin Sheridan and David Zinger. I encourage you to listen to this 20 minute conversation with Kevin Sheridan about his views and experiences with employee engagement.
|
SuccessFactors
SEPTEMBER 1, 2017
CEOs are already bringing in executives from marketing, operations, or finance – disciplines that have been using data and analytics for years to drive their operations and outcomes – to lead HR. A key first step is understanding what’s keeping HR from embracing analytics.
Digital HR Tech
AUGUST 27, 2018
Measuring employee engagement metrics. If your organization hasn’t started with HR analytics, this may not seem a big problem. You can use the results of previous years and your experience in data analytics to improve the questionnaire and tailor it to the organization.
Compensation Force
APRIL 21, 2017
Links for historical Turnover Rates: 2008 , 2009 , 2010 , 2011 , 2012, 2013 , 2014 and 2015. Metrics/Analytics Turnover
i4cp
MAY 3, 2018
Use of data and analytics impacts almost every area of business today. Most of the discussion of analytics is focused on the positives—that is, the huge potential for using data and analytics to make better decisions, improve efficiency, make better products, etc. Like most things in life though, there are the possibilities of downsides, of unintended consequences or side effects of using more data and analytics in business.
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Paycor
OCTOBER 3, 2019
Paycor reviewed proprietary data from nearly 30,000 customers and found that many standard HR and recruiting metrics are tactical, in that they track project management, or, at most, basic dollar-in, dollar-out cost analysis.
Visier
MAY 17, 2016
But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Recently, I learned about a large software organization’s quest to build a workforce analytics solution. Analysts to determine metric definitions and create reports.
Digital HR Tech
NOVEMBER 14, 2018
This is done through KPIs (metrics that measure strategic goals). Measuring the impact of our products and services on the relevant business outcomes through analytics helps to adapt and improve what we do in HR. This is done through HR analytics.
Analytics in HR
JULY 16, 2018
If your organization hasn’t started with HR analytics, this may not seem a big problem. You can use the results of previous years and your experience in data analytics to improve the questionnaire and tailor it to the organization. Measuring employee engagement metrics.
Cornerstone On Demand
DECEMBER 6, 2016
According to Deloitte’s 2016 Global Human Capital Trends report , 77 percent of companies believe that using “people analytics” is important, but the capabilities are lacking. A Bersin by Deloitte study found that companies using sophisticated people analytics see 30 percent higher stock market returns than the S&P 500, and HR teams are four times more likely to be respected by their counterparts for data-driven decision-making.
HRExecutive
MARCH 26, 2019
To kick things off, we speak this week with Daniel Kusmanto, Global Head of HR Analytics at ASM International. I joined HR in 2012 from IT and have been practicing HR Analytics since then.
Decision-Wise
APRIL 30, 2019
Typical performance review programs are built around processes that range from evaluations based on business metrics (e.g., On the backend, users are provided a robust analytics tool, which means HR leaders and analysts will be able to cut and slice their data and discover hidden pockets where things are going well or poorly. Our survey instruments are designed to not only assess performance but also potential, and our analytics tool can be used to develop nine-boxes.
SAP Innovation
APRIL 6, 2015
In 2012, we saw an opportunity to develop a flexible solution that not only assists in connecting these ordinarily siloed data repositories into one single touch point, but also to provide a way to analyze and engage fans with relevant messaging on relevant channels.
HR Daily Advisor
MARCH 8, 2018
Any competent Chief People Officer will have their own set of key metrics to monitor as well as preferred methods and platforms for integrating data into all aspects of their function. Strong recruiting leaders led the way with use of analytics to drive success, for a couple of reasons.
i4cp
APRIL 17, 2019
In December 2012, the Society for Human Resource Management (SHRM) dropped the proposed human capital metrics standard it was creating for the American National Standards Institute. The standard was dropped was due in part to it being perceived as burdensome and the metrics irrelevant to investors. This sentiment was echoed by members of i4cp’s People Analytics Board (PAB) during our recent review of the standard.
LAROCQUE
DECEMBER 14, 2016
In 2012 we saw Employee Engagement look ripe for innovation. Most of what has entered the market has been focused on surveying employees more frequently, then digging in via analytics. In 2013 HR tech started to answer the call.
Visier
JANUARY 28, 2016
Even though healthcare has been projected to add 4 million jobs — more than any other industry — between 2012 and 2022 , turnover is high and hospitals perennially face a shortfall of registered nurses (RN). These metrics help you accomplish this task: Resignation Rate.
SAP Innovation
MAY 20, 2015
Indiana’s recidivism rate among adults stood at 35.58% in 2013, and the rate for juveniles measured 24% in 2012. Employees of the state of Indiana needed to be able to understand agency performance and metrics on any device, at any time, in real-time. Last April, the U.S.
Visier
SEPTEMBER 25, 2015
How to Link Workforce Metrics With Business Outcomes, Part Three . Since 2012, under the Affordable Care Act (ACA) , the federal government has considered patient satisfaction surveys when determining hospital reimbursement levels.
Visier
MARCH 10, 2016
Healthcare reform has placed new pressures on hospitals since the introduction of the Affordable Care Act in 2012. The healthcare industry today is facing a perfect storm.
HR Examiner
MARCH 19, 2019
Central to the issue of data integrity is the need to establish an organizational process in which HR data is considered to be a key governance issue (Young & McConkey, 2012). Young & McConkey (2012), Data governance and data quality: Is it on your agenda?
WeSpire
JUNE 3, 2019
Since 2012, WeSpire has been helping the world’s most forward-thinking companies inspire their people and transform their businesses. You are comfortable analyzing data through SQL, Excel, Google Analytics or other analysis tools. You understand that MAU is an important external metric, but internally we care about user behavior and impact. The Pitch.
Biddle Consulting
FEBRUARY 22, 2019
Session Title: Diversity Metrics. Many diversity programs fail in part because of lack of good metrics. This presentation will discuss appropriate metrics, how to develop them, and how to use them to engender success.
cfactor
MAY 2, 2019
Despite widespread consensus that people are a company’s most important asset, HR and senior leadership often do not have ready access to the tools and analytics they need to easily find and promote the best internal talent. Hire Date: 2012. A New Model for Talent Management & Workforce Analytics. With these kinds of metrics, you gain perspective on the unique talents of your workforce. Hire Date: 2012.
HR Daily Advisor
JUNE 8, 2018
co-author and Vice President, Behavior Science & Advanced Analytics at Johnson & Johnson Health and Wellness Solutions. 2012;16. [2] Can a workplace wellness intervention help improve employee vitality and purpose? A recent study suggests that it just might.
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