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For the rest of December, we will be revisiting each of the Top 10 Most Popular Blog Posts of 2014. Transformative Technology Big Data business intelligence HR analytics HR technology Josh Bersin From employee engagement to the Affordable Care Act, there were a number of trending HR topics on the Ceridian HCM Blog this year. Enjoy! It’s come to light in recent years that there’s a significant gap in corporate human […]. MORE
Monday, December 1, 2014 :00am. Talent Analytics: Why HR Should Use Its Sixth Sense By Meghan Biro. Despite the buzz, and continuing innovations by technology that are making Talent Analytics a downright phenomenal tool, HR is a bit — behind. Today’s guest blog post is from Meghan Biro, CEO of TalentCulture Consulting Group.]. MORE
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
There are skills that both sales and marketing professionals need to have: critical thinking, project management , analytical skills, and technical skills. A few weeks ago, I published a post on the “ 10 Skills You Need to Innovate ”. I received a comment from Hannah Morgan (aka Career Sherpa ) suggesting the addition of sales and marketing skills. I totally agree that sales and marketing skills are important. MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
Workday Introduces Predictive Analytics: Workday Insights Applications The market for corporate talent analytics has gotten red hot in the last two years. Talent Analytics Talent Strategy Workforce Planning Almost every major organization we talk. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
Cue: analytics. Do managers really need analytics? Well, for HR professionals who want to breed a strategic, tactical and operational management team, then analytics are essential. Analytics provide managers with insights that allow them to take proactive actions to align the workforce, boost engagement levels and drive the bottom line. Still unsure of the value of analytics? Here are twenty-one reasons why analytics should shape your engagement strategy. MORE
Businesses are adopting many of the same analytical practices that sports teams use to recruit top talent. HR data analytics needs human support. For all its hype, HR data analytics is far from reaching its full potential. To get analytics up to speed, HR managers need to put on their data scientist hats. The top stories HR pros need to know this week. From assigned desks to flexible neighborhood. MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
Imagine the ‘50’s-era character in the 2014 workplace — where the dissolution of boundaries affects everything from office walls to glass ceilings. “We all work everywhere all the time, so there’s no longer that kind of 'Mad Men' fiction that you’re going to put on your tie and pick up your briefcase and walk out your door to go do your analytical, strategic work — then come home and suddenly you’re a human being again. MORE
By Kouros Behzad, Director of Product Marketing, Workforce Planning and Analytics at SAP (Originally posted on SAP Community Network) Simplified administration and configuration has been a theme for reporting and analytics in SuccessFactors reporting and analytics so far this year. The Headlines capability in SuccessFactors Workforce Analytics continues to evolve and advance. MORE
How is this relevant to HR Analytics you may ask? They are subtle but important and possible devastating to good analytics. Analytics Evidence-based HR HR analytics measure HR Workforce analytics Overconfidence is a term used in psychology to describe a person bias for being right. MORE
But I'd like to suggest that not all analytics are created equal. Technology Big Data Analytics HR In today's HR landscape, data is having a moment. HR data is essentially HR business intelligence. This should be the basis on which decisions are made about the people of the organization. All of the cool technology in the world cannot override bad data, which is why the accuracy of HR data is a highly strategic function. First, let me provide some perspective. MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
Tuesday, November 4, 2014 :00am. Striking Talent Analytics Insight Gold By Joe Sansone. Let’s be honest – I don’t care how good you are with pivot tables, you’ll never strike talent analytics insight gold with spreadsheets. Read More » read more MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
The exciting potential behind talent analytics is that it has fueled the science side of power recruiting and hiring – using data, metrics and analytics to understand who you should be sourcing and from where, for example, instead of making decisions solely on gut instinct. Yet the potential of analytics, in power recruiting and hiring in particular, is still in its infancy. MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
If you were to build an HR analytics department where would you put it in your organization? I believe there are five good reasons why HR Analytics (or Workforce Analytics or HR Data or whatever it may be called) should indeed not be placed within the HR department. It is common knowledge that HR Analytics has far greater potential if it is directed towards strategic issues rather than operational and tactical ones. To put HR analytics in HR will create two problems. MORE
We powered through five key drivers that will change how we work forever: - the future of work talent - the future of work culture - the future of big data/analytics at work - the future of technology at work - the future of work collaboration/communication Whoa! Last week I had the privilege to attend the inaugural Thinkathon session in New York City hosted by the amazing team at purematter and IBM Social Business. MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
As we look back at the most popular HR trends and topics covered in 2014, a few issues rise to the top. Human Capital Management ACA Affordable Care Act analytics Big Data compliance employee engagement HR technology HR Trends human capital management Human resources jayson saba recruiting workforce management By Jayson Saba,VP of Strategy and Industry Relations at Ceridian. Affordable Care Act (ACA) Thanks to the ACA, compliance was and remains a hot topic. MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?” MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
Analytics is not easy. Everybody knows that superheros only have one superpower” I was not able to fool my daughter and neither will you be able to convince your head of HR or your CEO, that you possess all workforce analytics abilities at expert level. I therefore propose that you assemble a team for you analytics which has a multiple of superheroes each with a superpower of their own. Those and many other data management issues are essential for good analytics. MORE
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot. MORE
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams MORE
HR Bartender
DECEMBER 28, 2014
There are skills that both sales and marketing professionals need to have: critical thinking, project management , analytical skills, and technical skills. A few weeks ago, I published a post on the “ 10 Skills You Need to Innovate ”. I received a comment from Hannah Morgan (aka Career Sherpa ) suggesting the addition of sales and marketing skills. I totally agree that sales and marketing skills are important.
Ceridian
DECEMBER 8, 2014
As we look back at the most popular HR trends and topics covered in 2014, a few issues rise to the top. Human Capital Management ACA Affordable Care Act analytics Big Data compliance employee engagement HR technology HR Trends human capital management Human resources jayson saba recruiting workforce management By Jayson Saba,VP of Strategy and Industry Relations at Ceridian. Affordable Care Act (ACA) Thanks to the ACA, compliance was and remains a hot topic.
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Josh Bersin
NOVEMBER 8, 2014
Workday Introduces Predictive Analytics: Workday Insights Applications The market for corporate talent analytics has gotten red hot in the last two years. Talent Analytics Talent Strategy Workforce Planning Almost every major organization we talk. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Cornerstone On Demand
NOVEMBER 25, 2014
But I'd like to suggest that not all analytics are created equal. Technology Big Data Analytics HR In today's HR landscape, data is having a moment. HR data is essentially HR business intelligence. This should be the basis on which decisions are made about the people of the organization. All of the cool technology in the world cannot override bad data, which is why the accuracy of HR data is a highly strategic function. First, let me provide some perspective.
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use of analytics also plays a role in helping. Automated Talent Management 1990s-2000s 2004-2012 2012-2017 2019+ Integrated Talent Management Engagement, Fit, Culture, Analytics Productivity, Performance, Teams AUTOMATE INTEGRATE ENGAGE PERFORM Talent Management: Integrated processes and.
NoExcusesHR
NOVEMBER 24, 2014
We powered through five key drivers that will change how we work forever: - the future of work talent - the future of work culture - the future of big data/analytics at work - the future of technology at work - the future of work collaboration/communication Whoa! Last week I had the privilege to attend the inaugural Thinkathon session in New York City hosted by the amazing team at purematter and IBM Social Business.
Cornerstone On Demand
DECEMBER 5, 2014
Imagine the ‘50’s-era character in the 2014 workplace — where the dissolution of boundaries affects everything from office walls to glass ceilings. “We all work everywhere all the time, so there’s no longer that kind of 'Mad Men' fiction that you’re going to put on your tie and pick up your briefcase and walk out your door to go do your analytical, strategic work — then come home and suddenly you’re a human being again.
Cornerstone On Demand
NOVEMBER 15, 2014
Businesses are adopting many of the same analytical practices that sports teams use to recruit top talent. HR data analytics needs human support. For all its hype, HR data analytics is far from reaching its full potential. To get analytics up to speed, HR managers need to put on their data scientist hats. The top stories HR pros need to know this week. From assigned desks to flexible neighborhood.
Achievers
MAY 20, 2014
Cue: analytics. Do managers really need analytics? Well, for HR professionals who want to breed a strategic, tactical and operational management team, then analytics are essential. Analytics provide managers with insights that allow them to take proactive actions to align the workforce, boost engagement levels and drive the bottom line. Still unsure of the value of analytics? Here are twenty-one reasons why analytics should shape your engagement strategy.
SuccessFactors
JUNE 10, 2014
By Kouros Behzad, Director of Product Marketing, Workforce Planning and Analytics at SAP (Originally posted on SAP Community Network) Simplified administration and configuration has been a theme for reporting and analytics in SuccessFactors reporting and analytics so far this year. The Headlines capability in SuccessFactors Workforce Analytics continues to evolve and advance.
TLNT: The Business of HR
DECEMBER 23, 2014
The exciting potential behind talent analytics is that it has fueled the science side of power recruiting and hiring – using data, metrics and analytics to understand who you should be sourcing and from where, for example, instead of making decisions solely on gut instinct. Yet the potential of analytics, in power recruiting and hiring in particular, is still in its infancy.
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Peoplefluent
NOVEMBER 4, 2014
Tuesday, November 4, 2014 :00am. Striking Talent Analytics Insight Gold By Joe Sansone. Let’s be honest – I don’t care how good you are with pivot tables, you’ll never strike talent analytics insight gold with spreadsheets. Read More » read more
All about Human Capital
OCTOBER 21, 2014
How is this relevant to HR Analytics you may ask? They are subtle but important and possible devastating to good analytics. Analytics Evidence-based HR HR analytics measure HR Workforce analytics Overconfidence is a term used in psychology to describe a person bias for being right.
Peoplefluent
DECEMBER 1, 2014
Monday, December 1, 2014 :00am. Talent Analytics: Why HR Should Use Its Sixth Sense By Meghan Biro. Despite the buzz, and continuing innovations by technology that are making Talent Analytics a downright phenomenal tool, HR is a bit — behind. Today’s guest blog post is from Meghan Biro, CEO of TalentCulture Consulting Group.].
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
Bersin with Deloitte
OCTOBER 6, 2014
Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. A top reason is the need for better analytics capabilities, cited by 53 percent of our survey respondents. To court these buyers, a host of vendors will be trotting out their analytics solutions at this week’s HR Tech conference in Las Vegas. The HCM technology market is hot.
All about Human Capital
NOVEMBER 11, 2014
If you were to build an HR analytics department where would you put it in your organization? I believe there are five good reasons why HR Analytics (or Workforce Analytics or HR Data or whatever it may be called) should indeed not be placed within the HR department. It is common knowledge that HR Analytics has far greater potential if it is directed towards strategic issues rather than operational and tactical ones. To put HR analytics in HR will create two problems.
All about Human Capital
JUNE 2, 2014
Analytics is not easy. Everybody knows that superheros only have one superpower” I was not able to fool my daughter and neither will you be able to convince your head of HR or your CEO, that you possess all workforce analytics abilities at expert level. I therefore propose that you assemble a team for you analytics which has a multiple of superheroes each with a superpower of their own. Those and many other data management issues are essential for good analytics.
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
DECEMBER 2, 2014
Most HR organizations have been slow to adopt analytics – too slow, in fact, in the minds of many impatient business leaders. are using advanced or predictive analytics to make talent decisions. These companies have created strong analytics teams with a diversity of skill sets and have established data governance processes for data quality and integration. I keep hearing the same questions from HR leaders over and over again: “How do I get started with analytics?”
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
JULY 27, 2014
On the final day of last week's MIT Symposium , the sole focus was on the skills gaps organizations are facing in trying to advance their analytics efforts – and what corporations and universities are doing about it. A great many companies are looking to hire talent for their analytics teams – but that talent is in short supply. Try searching for analytics jobs on any of the popular job boards. Diversity of Skills on Analytics Teams
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
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