Expert insights. Personalized for you.
Human Resource Metrics are a crucial way of analyzing the successes and failures of your department’s outreach, influence, programs and processes. Allow your metric data to guide you financially and highlight your best talent, serving as proof of your impact and a record of progress. MORE
By designing work tools, communication, training, and development with simpler criteria, the entire workforce ultimately benefits. Analysis and measurement must be ongoing and consistent. See Business Simplification 2015: The Unmet Strategic Imperative. Everyone talks the talk. MORE
The first in a four-part series on linking workforce metrics to business outcomes, this post looks at five indispensable recruitment optimization measures that will help you move the needle on tech innovation — without breaking the bank. MORE
I met with a business the other day that has four dedicated PhDs in their HR department to handle “big data” analysis. The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. HR metrics in recruiting. Improving employee training. MORE
For you, as an HR leader, this is about your team understanding the basics of data analysis. You should also consider making data literacy training a key component of development programs for you, your HR business partners, as well as line managers. MORE
Do your employees need more training? Start your analysis by looking at how much overtime was paid out in previous pay periods. It could also add clarity to a decision to invest in employee training , new equipment or another productivity-boosting technology. MORE
From increasing leadership effectiveness to analyzing employee performance to developing training for increased customer loyalty, the impact of a data-driven culture runs far and wide. The cumulation of these efforts is company-wide engagement in data analysis. MORE
A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. A typical approach by many “at risk” predictors is to perform what is called a regression analysis on a select group of attributes. This one is for you, Bill Kutik. MORE
A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. MORE
Posted by Josh Bersin on December 17, 2015. Global Human Capital Trends 2015 Explore the trends. Our analysis found 31 distinct talent practices that are highly correlated with strong business performance. MORE
But with the increase in available technology and its ability to provide meaningful analysis, it's no longer enough to rely on human intellect alone. In the recruiting world, these data and metrics can change the way you find and hire excellent candidates. MORE
From increasing leadership effectiveness to analyzing employee performance to developing training for increased customer loyalty, the impact of a strong analytics program runs far and wide. How does the AME team use data to inform training initiatives? MORE
Given that individual motivation is so vital, however, it is interesting that we have never broadened that analysis to look at the motivation of organizations in the same way. A needs analysis makes it possible to better understand the drivers or “motivation” of an organization. MORE
In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Create an analysis system that makes digesting complex information possible and palatable. Data analysis is all about making comparisons. Analysis requires comparisons, so you must compare it to a meaningful metric. MORE
All the time and money you spent hiring, training and growing your people suddenly becomes a gift to your competition. These metrics will help you give your employees clear direction and ensure their work stays on track. Competitive analysis. No one said break-ups were easy. MORE
The transformation from paper to database-driven applications means organizations are brimming with HR and employee data; demographic information, academic history, source-of-hire, completed training, and numerous other factors pertinent to employee performance that have been measured for years. . Transforming the expansive amount of intelligence available to you into true talent analytics requires expertise in data analysis, statistics, visualization and problem-solving. MORE
For you, as an HR leader, this is about your team understanding the basics of data analysis. You should also consider making data literacy training a key component of development programs for you, your HR business partners, as well as line managers. MORE
To understand what may be driving that tremendous advantage, an analysis of Gallup’s Great Workplace Award winners uncovered seven (7) factors notably lacking in less engaged companies. Your job has the potential to be the centerpiece of a great life, but only if you’re engaged at work. MORE
A job analysis, the scientific process of defining a job, will allow you to identify the duties, requirements, and critical competencies for a specific job or group of jobs. Gather data on hired employees including performance, sales, and turnover, and other job-relevant metrics. MORE
See yesterday’s Advisor for the metrics, so far, discussed. The metrics, so far, paint an incomplete picture. Start on Wednesday, November 18, 2015, with a new interactive webinar— Hiring Mr. or Ms. Wednesday, November 18, 2015. Train Your Entire Staff. MORE
In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Data analysis is all about making comparisons. 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
These metrics just won’t cut it in a place like Silicon Valley, where skills and expertise (quality) trumps fast and cheap. Remember: For all these metrics there is a spectrum in terms of success. Must-have recruitment metric #2: Offer acceptance rate. MORE
He suggests hospital leaders focus on relationship building, including physicians on leadership teams, establishing a clear plan, allowing time for adaptation, and determining measurement/analysis methods, in order to engage physicians in change initiatives. Include pre-training activities to prepare the participants and their managers, and incorporate post-training activities to drive positive behavior change. No one questions the challenges the healthcare industry faces. MORE
In yesterday’s Advisor , we shared the latest data on training and development from our recent survey; today, more results from the study, including detailed responses regarding professional development, popular topics covered in training, and products and services used for training. MORE
A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. MORE
I met with a business the other day that has four dedicated PhDs in their HR department to handle “big data” analysis. The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. HR metrics in recruiting. Improving employee training. MORE
4 As Friedman states in his interview with Cathy Engelbert and John Hagel, “…the future of companies is to be hiring people and constantly training people to be prepared for a job that has not been invented yet. Capturing line-of-sight metrics. Learning Measurement Part 1. MORE
Their new report is out: 2015 Employee Engagement Trends Report (click that link to get it!) But the finding that I latched onto was this… The past eight years of analysis have consistently shown that employee engagement steadily declines as organization size increases. MORE
The HR Daily Advisor’ s HR Metrics Survey, conducted in April 2015, sought to gain a better understanding of how metrics are being utilized in the field of human resources. Does HR use metrics to gauge its own performance as a department? More Recruiting Metrics. MORE
4 As Friedman states in his interview with Cathy Engelbert and John Hagel, “…the future of companies is to be hiring people and constantly training people to be prepared for a job that has not been invented yet. Capturing line-of-sight metrics. Learning Measurement Part 1. MORE
All the time and money you spent hiring, training and growing your people suddenly becomes a gift to your competition. These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Competitive analysis. No one said break-ups were easy. It can be a detrimental setback when your top employees leave. MORE
Even if companies believe the metrics, it doesn’t tell them why — or how to change anything. Fortune 100 companies are using these metrics to, for example, design their headquarters or change how teams are structured. MORE
While 2015 indicated the start of this thoughtful attitude to hiring, next year we expect this approach to pay off as organizations start to see the fruits of their labor, with the right talent being matched to the right position and making a truly lasting impact.”. According to McKinsey’s 2015 Global Growth Model study, from 2005-2015 there were three times as many workers as retirees. If they don’t have all of the needed skills and experiences, they can be trained on the job. MORE
How can we use talent analytics and metrics to answer the same basic six questions we always need to ask? First, conduct a job analysis so the job is scientifically and clearly defined, including duties, competencies, and requirements. How can we create training programs post-hire? MORE
Do your employees need more training? Start your analysis by looking at how much overtime was paid out in previous pay periods. Scheduling proactively – Train your managers with scheduling responsibilities on how to fairly distribute overtime when it comes up and make policy-based scheduling decisions. It could also add clarity to a decision to invest in employee training , new equipment or another productivity-boosting technology. MORE
2015 Analysis Metrics Training 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.
Visier
SEPTEMBER 8, 2015
The first in a four-part series on linking workforce metrics to business outcomes, this post looks at five indispensable recruitment optimization measures that will help you move the needle on tech innovation — without breaking the bank.
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New to HR
OCTOBER 6, 2015
Human Resource Metrics are a crucial way of analyzing the successes and failures of your department’s outreach, influence, programs and processes. Allow your metric data to guide you financially and highlight your best talent, serving as proof of your impact and a record of progress.
TalentCulture
DECEMBER 28, 2015
These metrics just won’t cut it in a place like Silicon Valley, where skills and expertise (quality) trumps fast and cheap. Remember: For all these metrics there is a spectrum in terms of success. Must-have recruitment metric #2: Offer acceptance rate.
HR Daily Advisor
OCTOBER 29, 2015
See yesterday’s Advisor for the metrics, so far, discussed. The metrics, so far, paint an incomplete picture. Start on Wednesday, November 18, 2015, with a new interactive webinar— Hiring Mr. or Ms. Wednesday, November 18, 2015. Train Your Entire Staff.
Cornerstone On Demand
NOVEMBER 12, 2015
From increasing leadership effectiveness to analyzing employee performance to developing training for increased customer loyalty, the impact of a data-driven culture runs far and wide. The cumulation of these efforts is company-wide engagement in data analysis.
|
Visier
JULY 16, 2015
A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. A typical approach by many “at risk” predictors is to perform what is called a regression analysis on a select group of attributes. This one is for you, Bill Kutik.
Cornerstone On Demand
JANUARY 29, 2015
Even if companies believe the metrics, it doesn’t tell them why — or how to change anything. Fortune 100 companies are using these metrics to, for example, design their headquarters or change how teams are structured.
Visier
APRIL 27, 2015
A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills.
HR Daily Advisor
JUNE 11, 2015
In yesterday’s Advisor , we shared the latest data on training and development from our recent survey; today, more results from the study, including detailed responses regarding professional development, popular topics covered in training, and products and services used for training.
Cornerstone On Demand
NOVEMBER 11, 2015
From increasing leadership effectiveness to analyzing employee performance to developing training for increased customer loyalty, the impact of a strong analytics program runs far and wide. How does the AME team use data to inform training initiatives?
|
SAP Innovation
JULY 1, 2015
I met with a business the other day that has four dedicated PhDs in their HR department to handle “big data” analysis. The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. HR metrics in recruiting. Improving employee training.
Visier
MARCH 20, 2015
For you, as an HR leader, this is about your team understanding the basics of data analysis. You should also consider making data literacy training a key component of development programs for you, your HR business partners, as well as line managers.
TalentCulture
FEBRUARY 16, 2015
How can we use talent analytics and metrics to answer the same basic six questions we always need to ask? First, conduct a job analysis so the job is scientifically and clearly defined, including duties, competencies, and requirements. How can we create training programs post-hire?
SAP Innovation
JULY 1, 2015
I met with a business the other day that has four dedicated PhDs in their HR department to handle “big data” analysis. The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. HR metrics in recruiting. Improving employee training.
Visier
APRIL 27, 2015
A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills.
Visier
MARCH 20, 2015
For you, as an HR leader, this is about your team understanding the basics of data analysis. You should also consider making data literacy training a key component of development programs for you, your HR business partners, as well as line managers.
TLNT: The Business of HR
SEPTEMBER 2, 2015
To understand what may be driving that tremendous advantage, an analysis of Gallup’s Great Workplace Award winners uncovered seven (7) factors notably lacking in less engaged companies. Your job has the potential to be the centerpiece of a great life, but only if you’re engaged at work.
Berkshire Associates
AUGUST 10, 2015
But with the increase in available technology and its ability to provide meaningful analysis, it's no longer enough to rely on human intellect alone. In the recruiting world, these data and metrics can change the way you find and hire excellent candidates.
Insperity
FEBRUARY 24, 2015
All the time and money you spent hiring, training and growing your people suddenly becomes a gift to your competition. These metrics will help you give your employees clear direction and ensure their work stays on track. Competitive analysis. No one said break-ups were easy.
HR Daily Advisor
APRIL 7, 2015
Given that individual motivation is so vital, however, it is interesting that we have never broadened that analysis to look at the motivation of organizations in the same way. A needs analysis makes it possible to better understand the drivers or “motivation” of an organization.
Insperity
JUNE 29, 2015
In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Data analysis is all about making comparisons.
Symbolist
MAY 13, 2015
Their new report is out: 2015 Employee Engagement Trends Report (click that link to get it!) But the finding that I latched onto was this… The past eight years of analysis have consistently shown that employee engagement steadily declines as organization size increases.
HR Times
DECEMBER 17, 2015
Posted by Josh Bersin on December 17, 2015. Global Human Capital Trends 2015 Explore the trends. Our analysis found 31 distinct talent practices that are highly correlated with strong business performance.
TalentCulture
FEBRUARY 9, 2015
A job analysis, the scientific process of defining a job, will allow you to identify the duties, requirements, and critical competencies for a specific job or group of jobs. Gather data on hired employees including performance, sales, and turnover, and other job-relevant metrics.
Insperity
DECEMBER 21, 2015
Do your employees need more training? Start your analysis by looking at how much overtime was paid out in previous pay periods. It could also add clarity to a decision to invest in employee training , new equipment or another productivity-boosting technology.
Bersin with Deloitte
AUGUST 6, 2018
4 As Friedman states in his interview with Cathy Engelbert and John Hagel, “…the future of companies is to be hiring people and constantly training people to be prepared for a job that has not been invented yet. Capturing line-of-sight metrics. Learning Measurement Part 1.
Insperity
FEBRUARY 24, 2015
All the time and money you spent hiring, training and growing your people suddenly becomes a gift to your competition. These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Competitive analysis. No one said break-ups were easy. It can be a detrimental setback when your top employees leave.
FlashPoint
OCTOBER 2, 2015
He suggests hospital leaders focus on relationship building, including physicians on leadership teams, establishing a clear plan, allowing time for adaptation, and determining measurement/analysis methods, in order to engage physicians in change initiatives. Include pre-training activities to prepare the participants and their managers, and incorporate post-training activities to drive positive behavior change. No one questions the challenges the healthcare industry faces.
SAP Innovation
JULY 13, 2015
By designing work tools, communication, training, and development with simpler criteria, the entire workforce ultimately benefits. Analysis and measurement must be ongoing and consistent. See Business Simplification 2015: The Unmet Strategic Imperative. Everyone talks the talk.
Insperity
DECEMBER 21, 2015
Do your employees need more training? Start your analysis by looking at how much overtime was paid out in previous pay periods. Scheduling proactively – Train your managers with scheduling responsibilities on how to fairly distribute overtime when it comes up and make policy-based scheduling decisions. It could also add clarity to a decision to invest in employee training , new equipment or another productivity-boosting technology.
Cielo HR Leader
APRIL 7, 2015
The transformation from paper to database-driven applications means organizations are brimming with HR and employee data; demographic information, academic history, source-of-hire, completed training, and numerous other factors pertinent to employee performance that have been measured for years. . Transforming the expansive amount of intelligence available to you into true talent analytics requires expertise in data analysis, statistics, visualization and problem-solving.
HR Times
AUGUST 6, 2018
4 As Friedman states in his interview with Cathy Engelbert and John Hagel, “…the future of companies is to be hiring people and constantly training people to be prepared for a job that has not been invented yet. Capturing line-of-sight metrics. Learning Measurement Part 1.
Insperity
JUNE 29, 2015
In a 2015 study by PayStream Advisors , 56 percent of businesses said that cost reduction is their top focus for improvement this year, while 41 percent said overall process automation was among their goals. Create an analysis system that makes digesting complex information possible and palatable. Data analysis is all about making comparisons. Analysis requires comparisons, so you must compare it to a meaningful metric.
HRExecutive
DECEMBER 29, 2015
While 2015 indicated the start of this thoughtful attitude to hiring, next year we expect this approach to pay off as organizations start to see the fruits of their labor, with the right talent being matched to the right position and making a truly lasting impact.”. According to McKinsey’s 2015 Global Growth Model study, from 2005-2015 there were three times as many workers as retirees. If they don’t have all of the needed skills and experiences, they can be trained on the job.
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