Expert insights. Personalized for you.
You heard this “ big data ” thing it was a good idea, and you started gathering information. You took all that information and you sat on it. You need to know ahead of time (or at least have a general idea) about how the information can help you. I hope you make better decisions and deliver more value to the business based on what information you’re pulling together. Think about the information you gather and report. General Metrics MORE
How to Link Workforce Metrics With Business Outcomes, Part Four. But with Big Data, culture can also be measurable, and boiled down into actionable insights so that it permeates everything from hiring and training to compensation practices. If two or more managers are getting low ethical scores from their reports, then you need to dig deeper into the data to find the underlying issue: Is it lack of training? To some, workplace culture is about as real as corporate pixie dust. MORE
SOLD OUT – #707: HR Metrics that Matter: The Process of Developing a Business Scorecard It made me stop and think, especially in light of some of the conversations I had with others at the event about what sort of content was being offered. I’ve always had trouble with those types of training on the supervisory side of things. Going back to the original intent of this post, I was glad to see the metrics session being sold out. MORE
— Pam Werstler (@HRPamW) May 19, 2015. — ALSHRM (@ALSHRM) May 19, 2015. "If — Jennifer McClure (@JenniferMcClure) May 19, 2015. What information do you have access to that can really help your organization/business? — ALSHRM (@ALSHRM) May 20, 2015. Use data to help you make better human capital decisions not to track a metric that has happened in the past #alshrm15 @JenniferMcClure. — ALSHRM (@ALSHRM) May 20, 2015. 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. An overfocus on these metrics leads to hiring that is faster, cheaper…and (from a talent quality perspective) typically worse. Must-have recruitment metric #2: New hire performance by lead source. MORE
Once the individuals who use the information had access to it, they realized they had many more, new or different questions which the solution could not answer. Step 3: Consider diverse information needs. Just like a retail team, your HR generalists need to be empowered with information, but not so overloaded with data that it interferes with their day-to-day interactions with the lines of business. It can feel like preparing for a trip up Mount Everest. MORE
The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. It costs Xerox $5,000 to train a call center employee, so this is serious money saved. HR metrics in recruiting. Recruiters can use this information to find the best candidates for the job. Improving employee training. Employee training, while important, can be quite costly. Learn more about HR metrics. MORE
Once you’re familiar with the technology, then you’ll need to train your staff to use it. Here are a few common HR tech tools and the metrics you can use to better test for success: Video interviews: Video interviews are all about speed and screening. Applicant tracking systems (ATS): Modern applicant tracking systems actually help you collect, analyze, and store data to make more informed hiring decisions. MORE
Workforce data and people analytics can help employees make informed decisions, develop strong strategic initiatives and achieve measurable goals. 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. "If you can come up with even one metric that people can understand, talk about and utilize, that will have a huge impact," she says. MORE
A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. It is “data with feelings”, and to find the patterns inherent in such data requires looking across as many varied sources of information as possible. More sophisticated methods may train algorithms with various machine learning techniques; however, people leave companies for a variety of often surprising reasons and those reasons change over time. MORE
For the first time this year, culture and engagement was rated the most important issue overall in Deloitte’s 2015 Global Human Capital Trends report. Nonetheless, to truly be successful and be noted as an industry leader, organizations need to spend 2015 focused on making engagement and culture the #1 priority. Opportunities for career growth, coaching, and training are more important than starting salaries and signing bonuses. MORE
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. If you’re building a new training, compliance or onboarding program, for example, think about how it will make an employee’s work life better – not just what you want to get out of it. MORE
Learn more about the metrics and tools we used. Here’s a quick legend for the metrics we used: Number of Twitter followers. Jennifer McClure (@JenniferMcClure) May 22, 2015. pic.twitter.com/HDuRGDh1wC — Matt Buckland (@ElSatanico) June 6, 2015. Syndicated blogger and CEO, founder of TenFold Social Training consultancy. Invaluable resource for information on talent sourcing with a strong focus on web and social trends. 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. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Have an Informed Point of View on Workforce Cost Concerns. MORE
In the recruiting world, these data and metrics can change the way you find and hire excellent candidates. Part of using this information technology is to leverage applicant tracking software to gather data, identify trends, organize and streamline the process , provide feedback on which job postings reach which demographics, and more. Applicant Tracking Recruitment Process HR Training Applicant Tracking Software MORE
Workforce data and people analytics can help company leaders inform decision-making, develop strong strategic initiatives, and achieve measurable goals. 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? The AME team evaluates training initiatives on all levels. MORE
Basic metrics and reporting, budgets, compensation plans, performance review tools, and communication systems are all examples of organizational infrastructure. In essence, “infrastructure” consists of the internal systems that allow information to be adequately recorded, analyzed, shared, and stored. It is this information that provides answers to the questions above and leads to the ultimate goal of the analysis—business strategy. By Amanda C. Richards, MS, MA. MORE
Let’s say your company has a robust performance management process in which employees are rated on series of categories/metrics and their overall score is an average of all scores in each category, usually carried out two decimal places (i.e. When done well, providing this type of information to managers and executives can enhance the perception of HR as a strategic contributor to the mission of the company. MORE
Here are some things to consider: Have you established the key success factors / metrics for the implementation? Develop a communications plan for delivering information. Identification of training requirements. You’ve done your due diligence, evaluated more Human Capital Management (HCM) solutions than you thought possible and selected the right one to meet your needs (PeopleStrategy eHCM, no doubt). You’ve negotiated, reviewed and signed a contract. MORE
Memorable data-driven visuals can back up your argument and help you deliver a compelling, informed point of view that is typically lost in the details of data tables and executive presentations. focus on training. Ultimately, telling the right story with data-driven visuals helps communicate the overall impact of key metrics within any critical part of a business. 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. If you have employees who have access to sensitive information on a consistent basis, their departure could lead to damaging consequences. MORE
Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. Cost-per-hire calcuations don’t include any costs after employees are hired, e.g. training costs. SHRM and ANSI define this additional cost-per-hire metric. This metric can be more useful than CPH. If you need information about data collection and segmentation, you can take a look at the SHRM/ANSI standard guide. The only way to do this is to avoid obsessing over a single metric. MORE
Once the individuals who use the information had access to it, they realized they had many more, new or different questions which the solution could not answer. Step 3: Consider diverse information needs. Just like a retail team, your HR generalists need to be empowered with information, but not so overloaded with data that it interferes with their day-to-day interactions with the lines of business. It can feel like preparing for a trip up Mount Everest. MORE
391 participants responded to the Employment Branding Survey, conducted in June 2015. Formal and informal reports from stakeholders. A minority (43.7%) of respondents try to limit negative comments shared publicly by current employees, and they are most likely to attempt this by policy (60.7%) over training (48.7%) or request (37.6%). Start on Tuesday, September 1, 2015, with a new interactive webinar, HR Metrics Best Practices: How Big Data Drives Big Decisions. MORE
Metrics and analytics, along with the hypotheses drawn from them, are having a great impact on how decisions, big and small, are made—including in the field of human resources. So, what’s happening with HR metrics out there? We’ll get answers to these questions and more: Which metrics are being maintained relating to HR departments and their functions? What sort of metrics are being used for hiring? Which metrics are the most popular or most widely used? MORE
Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. A Little Training and Coordination Makes Team Interviews a Powerful Tool. Train your employees to capitalize on those bonuses while avoiding the pitfalls, and your team interviews will really take off. Yesterday we explored the ups and downs of team interviews. 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. And while human capital reporting standards have drawn their fair share of advocates and opponents, there’s no question that people information will only become more relevant to company performance. Discussion and analysis to explain the metrics. MORE
The results of our Training and Development Survey are in. Highlights of the 2015 Training and Development Survey: HR management is involved in training decisions for 63.8% of respondents—slightly edging out executive management (which is involved in training decisions for 63.6% The most popular method of training for the future is online training, with 80.6% of respondents, the number one complaint regarding training is a limited budget. MORE
Aligning HR activities and metrics with company objectives isn’t just prudent. Here are a few of the many ways that the HR team can ensure that HR activities and metrics align with company objectives: Train managers to cascade goals to the next level, modifying as appropriate. Review common HR metrics and present them in a way that benefits executives This may mean that the data have to be analyzed in a new way or presented in a new format. MORE
These metrics just won’t cut it in a place like Silicon Valley, where skills and expertise (quality) trumps fast and cheap. Here are five indispensable metrics that will help you determine whether you are finding top quality hires who will move your business forward — In short, whether you are actually recruiting people you want to retain. Remember: For all these metrics there is a spectrum in terms of success. Must-have recruitment metric #2: Offer acceptance rate. 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. A total of 976 respondents provided their opinions in the Training and Development Survey, conducted in April 2015. ” Go here for more information or to sign up. 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. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Have an Informed Point of View on Workforce Cost Concerns. MORE
The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. It costs Xerox $5,000 to train a call center employee, so this is serious money saved. HR metrics in recruiting. Recruiters can use this information to find the best candidates for the job. Improving employee training. Employee training, while important, can be quite costly. Learn more about HR metrics. MORE
Function area leaders in HR and recruiting are subsequently looking to analyze employee feedback data to identify and act on trends in training and retention. Key Metrics. The post Using Employee Feedback Data to Train the Next Generation of Management appeared first on HighGround. MORE
Your data and information must be fit for purpose before the organization can tackle the big, sexy initiatives like undergoing digital transformation, joining the networked economy, or even deploying executive dashboards to visualize sales KPIs. Cultivate the art of believability by capturing, measuring, and publishing business metrics and benefits experienced such as productivity gains, increased sales of products and services, and improved service. MORE
In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. Today, more of our findings, including measures of turnover, compensation, and training. 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. Benefits and Metrics. MORE
For more information on how to come up with core values in your company, read our Guide to Defining Your Company Values. Understand metrics, but make human decisions. Having a written culture code also comes in handy for training and recruiting. ©iStockphoto.com/ belchonock. Mission statement, core values, company culture code. You hear these words thrown around a lot, but what do they really mean? And do you need them in your company? MORE
Use whatever metrics you want to measure it, but keep in mind that no one data point totally captures the essence of engagement. There are a lot of opinions on how to achieve it, but ultimately, learning is what informs your pursuit. We know that on-the-job learning contributes to employee engagement, but your approach to delivering it needs to be informed. “My employees love outdated training too!” What exactly is employee engagement? MORE
Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. I gathered information. I pulled five years of archived files and noted termination reasons along with tenure and manager information. What do you think of first year retention as a metric? MORE
in 2015 according to the Bureau of Labor Statistics. Two things that can improve employees’ morale and decrease the turnover rate are a healthy environment and effective ongoing training. Detoxify training. When your employees are stressed out about training, it can’t be effective. Your training should simplify work, not make it even harder. That’s why managers need to address mental health training to help their staff deal with ongoing challenges. MORE
As such, the strategy is often seen only by the executive team, though companies who choose a higher level of transparency may decide to make this information public. 4) PAY TRANSPARENCY Definition: The level of information that is shared with employees regarding the company’s compensation plan. If you’re responsible for making recommendations to your leaders on what information to share with employees, it’s important to note that transparency is not an on/off switch. MORE
2015 Information Metrics Training UpstartHR
AUGUST 24, 2015
Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. I gathered information. I pulled five years of archived files and noted termination reasons along with tenure and manager information. What do you think of first year retention as a metric?
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. And while human capital reporting standards have drawn their fair share of advocates and opponents, there’s no question that people information will only become more relevant to company performance. Discussion and analysis to explain the metrics.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
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. An overfocus on these metrics leads to hiring that is faster, cheaper…and (from a talent quality perspective) typically worse. Must-have recruitment metric #2: New hire performance by lead source.
HR Bartender
APRIL 26, 2015
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. If you’re building a new training, compliance or onboarding program, for example, think about how it will make an employee’s work life better – not just what you want to get out of it.
Workable
JUNE 10, 2015
Learn more about the metrics and tools we used. Here’s a quick legend for the metrics we used: Number of Twitter followers. Jennifer McClure (@JenniferMcClure) May 22, 2015. pic.twitter.com/HDuRGDh1wC — Matt Buckland (@ElSatanico) June 6, 2015. Syndicated blogger and CEO, founder of TenFold Social Training consultancy. Invaluable resource for information on talent sourcing with a strong focus on web and social trends.
Workable
SEPTEMBER 22, 2016
Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. Cost-per-hire calcuations don’t include any costs after employees are hired, e.g. training costs. SHRM and ANSI define this additional cost-per-hire metric. This metric can be more useful than CPH. If you need information about data collection and segmentation, you can take a look at the SHRM/ANSI standard guide. The only way to do this is to avoid obsessing over a single metric.
|
UpstartHR
OCTOBER 12, 2015
SOLD OUT – #707: HR Metrics that Matter: The Process of Developing a Business Scorecard It made me stop and think, especially in light of some of the conversations I had with others at the event about what sort of content was being offered. I’ve always had trouble with those types of training on the supervisory side of things. Going back to the original intent of this post, I was glad to see the metrics session being sold out.
HR Daily Advisor
JULY 21, 2015
In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. Today, more of our findings, including measures of turnover, compensation, and training. 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. Benefits and Metrics.
Cornerstone On Demand
NOVEMBER 12, 2015
Workforce data and people analytics can help employees make informed decisions, develop strong strategic initiatives and achieve measurable goals. 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. "If you can come up with even one metric that people can understand, talk about and utilize, that will have a huge impact," she says.
HR Daily Advisor
APRIL 13, 2015
Aligning HR activities and metrics with company objectives isn’t just prudent. Here are a few of the many ways that the HR team can ensure that HR activities and metrics align with company objectives: Train managers to cascade goals to the next level, modifying as appropriate. Review common HR metrics and present them in a way that benefits executives This may mean that the data have to be analyzed in a new way or presented in a new format.
HR Daily Advisor
APRIL 3, 2015
Metrics and analytics, along with the hypotheses drawn from them, are having a great impact on how decisions, big and small, are made—including in the field of human resources. So, what’s happening with HR metrics out there? We’ll get answers to these questions and more: Which metrics are being maintained relating to HR departments and their functions? What sort of metrics are being used for hiring? Which metrics are the most popular or most widely used?
|
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. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Have an Informed Point of View on Workforce Cost Concerns.
Grovo HR
SEPTEMBER 24, 2015
Use whatever metrics you want to measure it, but keep in mind that no one data point totally captures the essence of engagement. There are a lot of opinions on how to achieve it, but ultimately, learning is what informs your pursuit. We know that on-the-job learning contributes to employee engagement, but your approach to delivering it needs to be informed. “My employees love outdated training too!” What exactly is employee engagement?
Visier
JULY 16, 2015
A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. It is “data with feelings”, and to find the patterns inherent in such data requires looking across as many varied sources of information as possible. More sophisticated methods may train algorithms with various machine learning techniques; however, people leave companies for a variety of often surprising reasons and those reasons change over time.
Visier
OCTOBER 5, 2015
How to Link Workforce Metrics With Business Outcomes, Part Four. But with Big Data, culture can also be measurable, and boiled down into actionable insights so that it permeates everything from hiring and training to compensation practices. If two or more managers are getting low ethical scores from their reports, then you need to dig deeper into the data to find the underlying issue: Is it lack of training? To some, workplace culture is about as real as corporate pixie dust.
HR Daily Advisor
JUNE 10, 2015
The results of our Training and Development Survey are in. Highlights of the 2015 Training and Development Survey: HR management is involved in training decisions for 63.8% of respondents—slightly edging out executive management (which is involved in training decisions for 63.6% The most popular method of training for the future is online training, with 80.6% of respondents, the number one complaint regarding training is a limited budget.
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. A total of 976 respondents provided their opinions in the Training and Development Survey, conducted in April 2015. ” Go here for more information or to sign up.
Cornerstone On Demand
NOVEMBER 11, 2015
Workforce data and people analytics can help company leaders inform decision-making, develop strong strategic initiatives, and achieve measurable goals. 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? The AME team evaluates training initiatives on all levels.
Visier
MARCH 20, 2015
Once the individuals who use the information had access to it, they realized they had many more, new or different questions which the solution could not answer. Step 3: Consider diverse information needs. Just like a retail team, your HR generalists need to be empowered with information, but not so overloaded with data that it interferes with their day-to-day interactions with the lines of business. It can feel like preparing for a trip up Mount Everest.
Visier
JUNE 4, 2015
Memorable data-driven visuals can back up your argument and help you deliver a compelling, informed point of view that is typically lost in the details of data tables and executive presentations. focus on training. Ultimately, telling the right story with data-driven visuals helps communicate the overall impact of key metrics within any critical part of a business.
SAP Innovation
JULY 1, 2015
The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. It costs Xerox $5,000 to train a call center employee, so this is serious money saved. HR metrics in recruiting. Recruiters can use this information to find the best candidates for the job. Improving employee training. Employee training, while important, can be quite costly. Learn more about HR metrics.
PeopleStrategy
AUGUST 13, 2015
Here are some things to consider: Have you established the key success factors / metrics for the implementation? Develop a communications plan for delivering information. Identification of training requirements. You’ve done your due diligence, evaluated more Human Capital Management (HCM) solutions than you thought possible and selected the right one to meet your needs (PeopleStrategy eHCM, no doubt). You’ve negotiated, reviewed and signed a contract.
Rallyware for Human Resources
FEBRUARY 12, 2018
in 2015 according to the Bureau of Labor Statistics. Two things that can improve employees’ morale and decrease the turnover rate are a healthy environment and effective ongoing training. Detoxify training. When your employees are stressed out about training, it can’t be effective. Your training should simplify work, not make it even harder. That’s why managers need to address mental health training to help their staff deal with ongoing challenges.
SAP Innovation
JULY 1, 2015
The future of HR metrics is predictive, but that’s not fully ready yet. Predictive HR metrics. It costs Xerox $5,000 to train a call center employee, so this is serious money saved. HR metrics in recruiting. Recruiters can use this information to find the best candidates for the job. Improving employee training. Employee training, while important, can be quite costly. Learn more about HR metrics.
HR Daily Advisor
AUGUST 27, 2015
Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. A Little Training and Coordination Makes Team Interviews a Powerful Tool. Train your employees to capitalize on those bonuses while avoiding the pitfalls, and your team interviews will really take off. Yesterday we explored the ups and downs of team interviews.
CultureIQ
JANUARY 15, 2015
For more information on how to come up with core values in your company, read our Guide to Defining Your Company Values. Understand metrics, but make human decisions. Having a written culture code also comes in handy for training and recruiting. ©iStockphoto.com/ belchonock. Mission statement, core values, company culture code. You hear these words thrown around a lot, but what do they really mean? And do you need them in your company?
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. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view. Have an Informed Point of View on Workforce Cost Concerns.
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. Here are five indispensable metrics that will help you determine whether you are finding top quality hires who will move your business forward — In short, whether you are actually recruiting people you want to retain. Remember: For all these metrics there is a spectrum in terms of success. Must-have recruitment metric #2: Offer acceptance rate.
Visier
MARCH 20, 2015
Once the individuals who use the information had access to it, they realized they had many more, new or different questions which the solution could not answer. Step 3: Consider diverse information needs. Just like a retail team, your HR generalists need to be empowered with information, but not so overloaded with data that it interferes with their day-to-day interactions with the lines of business. It can feel like preparing for a trip up Mount Everest.
Kazoo
OCTOBER 25, 2018
Function area leaders in HR and recruiting are subsequently looking to analyze employee feedback data to identify and act on trends in training and retention. Key Metrics. The post Using Employee Feedback Data to Train the Next Generation of Management appeared first on HighGround.
HR Cloud
MAY 13, 2015
For the first time this year, culture and engagement was rated the most important issue overall in Deloitte’s 2015 Global Human Capital Trends report. Nonetheless, to truly be successful and be noted as an industry leader, organizations need to spend 2015 focused on making engagement and culture the #1 priority. Opportunities for career growth, coaching, and training are more important than starting salaries and signing bonuses.
Spark Hire
OCTOBER 6, 2015
Once you’re familiar with the technology, then you’ll need to train your staff to use it. Here are a few common HR tech tools and the metrics you can use to better test for success: Video interviews: Video interviews are all about speed and screening. Applicant tracking systems (ATS): Modern applicant tracking systems actually help you collect, analyze, and store data to make more informed hiring decisions.
SAP Innovation
OCTOBER 6, 2015
Your data and information must be fit for purpose before the organization can tackle the big, sexy initiatives like undergoing digital transformation, joining the networked economy, or even deploying executive dashboards to visualize sales KPIs. Cultivate the art of believability by capturing, measuring, and publishing business metrics and benefits experienced such as productivity gains, increased sales of products and services, and improved service.
Berkshire Associates
AUGUST 10, 2015
In the recruiting world, these data and metrics can change the way you find and hire excellent candidates. Part of using this information technology is to leverage applicant tracking software to gather data, identify trends, organize and streamline the process , provide feedback on which job postings reach which demographics, and more. Applicant Tracking Recruitment Process HR Training Applicant Tracking Software
hrpockets
MAY 20, 2015
— Pam Werstler (@HRPamW) May 19, 2015. — ALSHRM (@ALSHRM) May 19, 2015. "If — Jennifer McClure (@JenniferMcClure) May 19, 2015. What information do you have access to that can really help your organization/business? — ALSHRM (@ALSHRM) May 20, 2015. Use data to help you make better human capital decisions not to track a metric that has happened in the past #alshrm15 @JenniferMcClure. — ALSHRM (@ALSHRM) May 20, 2015.
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. If you have employees who have access to sensitive information on a consistent basis, their departure could lead to damaging consequences.
HR Daily Advisor
AUGUST 13, 2015
391 participants responded to the Employment Branding Survey, conducted in June 2015. Formal and informal reports from stakeholders. A minority (43.7%) of respondents try to limit negative comments shared publicly by current employees, and they are most likely to attempt this by policy (60.7%) over training (48.7%) or request (37.6%). Start on Tuesday, September 1, 2015, with a new interactive webinar, HR Metrics Best Practices: How Big Data Drives Big Decisions.
Compensation Today
JULY 21, 2015
Let’s say your company has a robust performance management process in which employees are rated on series of categories/metrics and their overall score is an average of all scores in each category, usually carried out two decimal places (i.e. When done well, providing this type of information to managers and executives can enhance the perception of HR as a strategic contributor to the mission of the company.
Compensation Today
OCTOBER 19, 2015
As such, the strategy is often seen only by the executive team, though companies who choose a higher level of transparency may decide to make this information public. 4) PAY TRANSPARENCY Definition: The level of information that is shared with employees regarding the company’s compensation plan. If you’re responsible for making recommendations to your leaders on what information to share with employees, it’s important to note that transparency is not an on/off switch.
HR Daily Advisor
APRIL 7, 2015
Basic metrics and reporting, budgets, compensation plans, performance review tools, and communication systems are all examples of organizational infrastructure. In essence, “infrastructure” consists of the internal systems that allow information to be adequately recorded, analyzed, shared, and stored. It is this information that provides answers to the questions above and leads to the ultimate goal of the analysis—business strategy. By Amanda C. Richards, MS, MA.
163 
Let's personalize your content