From Predictive to Prescriptive Analytics

Ultimate Software

Having entered the predictive analytics space three years ago, Ultimate Software has seen HR teams start to rely on these important metrics for taking action in their organizations. Predictive analytics are good for people and good for business. HR leaders who use data-driven metrics provide their workforce with proven advantages by taking action on the valuable insights these metrics provide. Predictive analytics are designed to predict the future.

The Case for Sharing — and Understanding — Human Capital Metrics

Cornerstone On Demand

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. Outside pressure and reporting initiatives aside, HR departments must learn to measure, share and explain the human capital metrics that matter to their businesses. Discussion and analysis to explain the metrics.


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Fact or hype: Do predictive workforce analytics actually work?


When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. Recently HR industry expert and father of the HR Tech conference, Bill Kutik, wrote a column for HR Executive Online about employee flight risk, and talked about the hype around predictive analytics. Why is proving that predictive analytics work so hard? How did we validate Visier’s “at risk” predictive analytics technology? This one is for you, Bill Kutik.

HR Analytics: Start with the Story


I think that many of us try to do the same with this big data/analytics concept. They give them a story that is intriguing and easy to follow They tell about another company that already faced the challenge and overcame it Analytics and storytelling There are consulting/teaching companies now that are focused entirely on this niche of “business storytelling.” In one of my jobs I had to report on turnover metrics on a monthly basis. General Metrics Storytelling

HR Metrics vs. Predictive Analytics: What’s the Difference?


It seems if you read anything in the HR field these days, there are two terms you can’t avoid: “HR metrics” and “predictive analytics”. » Performance Management Talent Optimization Workforce Management Big data business decisions HR HR Metrics Predictive Analytics talentThese. Read the whole entry. »

HR Metrics – Connecting Goals to Organizational Strategy

New to HR

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. Your metrics will show you whether the outcomes of employee training, engagement exercise and any other talent-related communication was monetarily worthwhile.

Recruiting Best Practices- Your Technology and You


This confidential data is stored in the system and can be used by management in creating metrics to ensure that recruiting process allows your organization to make the best possible selection and promote diversity. Metrics and Analytics. Your system can also provide metrics for a variety of reporting points including: Time to Hire. He joined HRchitect in March 2015. Written by: Bob Campagnoni.

Five Must-Have Manager Effectiveness Metrics for Engagement, Performance, and Tech Innovation Success


How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers? Must-have manager effectiveness metric #2: High performer resignation rate.

Five Signs That You’re Really Ready for Talent Analytics

TLNT: The Business of HR

Unquestionably, Talent Analytics is all the rage these day s. Everyone’s talking about it, but have HR departments truly embraced analytics yet? And most importantly how can you tell if your organization is really ready for and would benefit from Talent Analytics? Let’s look at some of today’s most critical talent management (or people management) challenges and determine how Talent Analytics and the ability to examine the wealth of available data can help: (more…).

How to Fix a Flawed Retention Program by Climbing the Analytics Ladder


The Metrics Trap. This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team — but they discover that a limited set of descriptive analytics isn’t enough. Descriptive Analytics: The First Rung. Exploratory Analytics: The Second Rung. Guided Analytics: The Top Rung.

The Importance of Analytical Thinking Ability in HR

Something Different

Strong business acumen, analytical thinking ability, solid quantitative skills, and the ability to manage data to generate prescriptive insights are all integral components of said bullet, which is defined by Sackett as ‘creating and tracking metrics that have bottom-line impact to your organization.’

How to Fix a Flawed Retention Program by Climbing the Analytics Ladder


The Metrics Trap. This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team — but they discover that a limited set of descriptive analytics isn’t enough. Descriptive Analytics: The First Rung. Exploratory Analytics: The Second Rung. Guided Analytics: The Top Rung.

Competency analytics

Analytics in HR

To move from the pain of needing better skills to the pleasure of getting value from competency analytics, four steps are vital: (1) knowing what competencies your organisation needs, (2) knowing what competencies your organisation has, (3) placing people in the right roles and (4) building their ability to express their competencies. What challenges will you face for competency analytics to be both practical and worthwhile? A few metrics (5-10) may be enough. HR Analytics

Why Talent Analytics Matter


Whether you’re figuring out how to acquire new users, increase customer loyalty, or build an audience with content, you’re probably using analytics to set goals and measure what’s working. A newer and possibly more critical area where both qualitative and quantitative data is making a difference is talent analytics. Talent analytics doesn’t just help you get a warm body in a seat, either. What ARE Talent Analytics? What Moneyball Taught Us About Analytics.

How You Can Become a Simply Irresistible Organization

HR Bartender

The articles talk about developing outstanding products, killer marketing strategies, and focusing on metrics and numbers. In the report Deloitte Global Human Capital Trends 2015, you tell us that the number one talent issues are engagement, retention and culture. It’s an exciting time in HR today – despite the flood of technology and new tools for HR and analytics, it’s the focus on people that matters more than ever.

How Workforce Analytics Can Take You Beyond The Clock

nettime solutions

Workforce analytics help businesses define, predict, and enhance their performance. When applied to the HR world, workforce analytics help HR staff analyze data relating to productivity levels, performance, if training is effective, and can even predict turnover. To understand just how significant workforce analytics are in your organization, below are three questions to consider: How can you reduce turnover and increase employee retention?

Finding the Balance in People Analytics

New to HR

On the contrary, we are hearing from experts in the HR industry who talk about reporting and statistical tools and the role they play in workforce efficiency, with them using buzzwords such as ‘ People Analytics ’, ‘ Predictive Analytics ’ and ‘ Big Data ’. A recent poll of our users revealed that topics such as employee engagement and retention were top of the agenda for 2015. The post Finding the Balance in People Analytics appeared first on New To HR.

How to Create a Data-Driven Workplace

Cornerstone On Demand

Workforce data and people analytics can help employees make informed decisions, develop strong strategic initiatives and achieve measurable goals. But creating such a culture is no easy feat: it not only requires building an internal analytics team , but also getting buy-in from employees across your organization. For many organizations, simply getting off the ground with an in-house analytics team is intimidating, much less forming a culture around big data.

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Paying It Forward: A Reminder to Be the Difference Maker

Ultimate Software

UltiPro Predictive Analytics help identify the specific individuals who need attention of some kind, and we have a multitude of examples that show how using these predictors and indicators can impact employees in a very positive way, as well as influence important HR metrics. In the upcoming release, there is a new feature called My Leadership Actions™, which makes using our proven predictive analytics easier than ever before.

Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for People Analytics


“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? The race to adopt people analytics is heating up: according to the Bersin by Deloitte HR Technology Disruptions for 2018 report , “people analytics is now a must-have discipline within HR and business.”. But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same.

What’s Your Most Useful Metric? More Results of Our HR Metrics Survey

HR Daily Advisor

In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Turnover is clearly a very important metric for the HR professionals we surveyed—78% of participants measure it. Compensation-Related Metrics. Individual participants also specified that they have compensation metrics relating to seniority and retention bonuses.

Last Thoughts on 2015’s Best Software Recruiting Solutions

HR Daily Advisor

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. Many “praised SilkRoad for its strong and dedicated customer support team” but that “reporting could be difficult” and “there is still more to be done to make the analytics a highly effective tool.” Wednesday, November 18, 2015.

HR Analytics – The “GPS” of True HR Transformation


The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Given the frequency of use of both, it is critical to understand what HR transformation really is and the role workforce analytics plays in effective HR transformation. Demonstrating the business value that HR provides by putting metrics in place. These include: Setting the global HR strategy: requires change analytics capabilities.

Is HR Ready For the Coming Boom in Metrics and Analytics?

TLNT: The Business of HR

5, 2015. Meet your new friend – Metrics and Analytics. Best of TLNT Best practices big data Change management HR analytics HR management HR trends workplace data Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. Our regular content will return on Jan. Joyeux Noël ! . HR leaders beware! There’s a new M&A in town … and it’s coming your way.

#TChat Recap: The Predictive Power Of HR Analytics


Many organizations now turn to predictive analytics : the ability to take what happened in the past and find common relationships and factors (leveraging human behavior and neural networks) to model and predict the future, enabling us to report back in analytics with recommendations for the future. Finance, Sales, and Marketing departments have already realized the importance of predictive analytics. — Jen PhillipsKirkwood (@JenPhillipsK) April 1, 2015.

A Day in the Life of a Diversity Manager

Cornerstone On Demand

Title: Diversity and Inclusion Product Manager at Kanjoya, a start-up specializing in emotion-based intuitive analytics. Armed with metrics for unconscious bias, our clients can convince even the most ardent skeptics that there is a problem, take data-driven action and make diversity an organization-wide commitment.

How HR Can Tackle Diversity Using the Rooney Rule


In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. Here are a few demographic metrics you should be monitoring: 1. Metric to watch: Diversity of interviewed candidates. Metrics to watch : Ethnic diversity by hiring stage / Female diversity by hiring stage.

Linking user databases and usage analytics, to get metrics on your service’s group accounts rather…


Using’s new Data Warehouses, AWS RDS Postgres and Redshift, and AWS Data Pipeline Continue reading on Saberr Blog

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Outdated Hiring Measurements Should Be Augmented With State-of-the-Art Metrics


Reproduced with permission from Human Resources Report , 33 HRR 633 (June 15, 2015). Copyright 2015 by The Bureau of National Affairs, Inc. June 9 — Measuring speed of hire and cost of hire is outdated, as those metrics no longer define an effective hiring process, Greg Moran, CEO of software firm , told Bloomberg BNA June 5. Identify Metrics That Drive Performance. 800-372-1033 ) [link] By Caryn Freeman.

What is Important in HR Technology?

New to HR

As millennials, those aged between 18 and 34, tipped the generational scale and became the majority workforce in 2015, the dependence on technology has only risen. The SHRM predicted that in 2015, European-based HR functions would “ continue to see a shift in companies running decentralized HR processes and moving to centralized HR process with automated benefits administration, ” aimed at allowing corporations to more closely assess their ROI and value. Analytics and Metrics.

Get Onboard the HR Analytics Movement

Brandon Hall

So, managing that cost analytically makes good sense. In fact, 41% of organizations told Brandon Hall Group that the second biggest driver of human capital management (HCM) technology acquisition was to enable better reporting and analytics of HR data. Source: 2015 Brandon Hall Group HCM Technology Trends Study (n=365). The benefit of analytics is the ability to make predictive fact-based decisions that influence business goals. Metrics versus Analytics.

When People Analytics grows up

Analytics in HR

When People Analytics grows up it adds value. It’s so obvious that you don’t have to spend a lot of time explaining it (and if you really have to, refer to Josh Bersin’s paper “ People Analytics: Here with a Vengeance “). Once CHROs have had a top-notch People Analytics shop, they can’t imagine not having one. The Toddler People Analytics Team. The Teenage People Analytics Team. Analytics News & Blogs

What Does “Strategic HR” Really Mean? (And are you doing it?)


General HR HR analytics business partner business strategy company strategies HR principles human resources metrics professional development strategic HR trainingHave you ever gone fishing? Some people love the relaxing rhythm of casting and reeling, while others are competitive about actually catching fish. People who fish to bring home dinner may become frustrated if the act of fishing doesn’t actually contribute to catching fish. HR can feel the same way.

HR Leaders: The Value of Climbing the Analytics Ladder


The Metrics Trap. This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce, such as the resignation rate for a given team , but they discover that a limited set of descriptive analytics isn’t enough. Descriptive Analytics: The First Rung. Exploratory Analytics: The Second Rung. Guided Analytics: The Top Rung.

In the Face of Big Data, Interviews Are Obsolete

Cornerstone On Demand

Pre-employment tests add objective and predictive metrics to the sea of subjectivity upon which managers now base hiring decisions. Talent Acquisition Talent Acquisition Recruiting Selection Predictive Analytics Once upon a time hiring the right employee was relatively easy and inexpensive. A job application and quick interview was all that was needed. Life was simpler. Attitudes were relatively predictable. Replacements were a dime a dozen.

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How Wearable Sensors Measure Employee Happiness and Productivity

Cornerstone On Demand

It's just one example of how the nascent field of people analytics can allow managers to use facts — not gut feelings — to make decisions. 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. It’s early days for people analytics.

The HR Leadership Revolution — Will You Thrive?


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. Informed business executives know that talent has the upper hand in today’s market (hiring, new job creation, and voluntary turnover are all at 5-year highs, according to the BLS Job Openings and Labor Turnover Survey released in February 2015).

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