The Role Of HR Analytics In Workforce Planning

Get Hppy

An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. Workforce planning and HR analytics have become a key focus point for HR professionals around the world, as they confront new challenges in finding and retaining the right employees. Companies cannot hire fast enough to keep up with their workforce demands.”. The challenge of workforce planning.

Talent Acquisition Systems Effect on the Candidate Pipeline

HRchitect

Access to social media outlets, company branding, workforce planning, advanced metrics, easier integrations and more. Reggie has worked with clients from mid-market to enterprise scale, who have deployed solutions ranging from Workforce Management to Core HR systems. Written by: Reggie Wilson. When the term “pipeline” is referenced in business practices today, most assumptions will center on activities in the sales and business development realm.

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The HR Leadership Revolution — Will You Thrive?

Visier

The workforce in the developed world and China is rapidly aging. Despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere. The changing workforce demographics require a more nimble and skilled approach to linking talent and business outcomes. Now more than ever, business leaders need strategic insight and the ability to model how workforce trends impact revenues and profits — quickly and accurately.

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The HR Leadership Revolution — Will You Thrive?

Visier

The workforce in the developed world and China is rapidly aging. Despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere. The changing workforce demographics require a more nimble and skilled approach to linking talent and business outcomes. Now more than ever, business leaders need strategic insight and the ability to model how workforce trends impact revenues and profits — quickly and accurately.

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Get Onboard the HR Analytics Movement

Brandon Hall

Source: 2015 Brandon Hall Group HCM Technology Trends Study (n=365). But when asked how they are executing on the analytics priority, 56% of organizations admitted they do not yet have workforce planning and analytics in place, or if they do, they manage it manually via spreadsheets. An analytics strategy starts with using ad hoc metrics and reports to understand “what happened.” Metrics versus Analytics. Here are a few examples of each: Metrics.

Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers. Check out this example of an Infographic, which provides a “101” lesson on Workforce Planning. Let’s say your organization is really concerned about succession planning.

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Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers. Check out this example of an Infographic, which provides a “101” lesson on Workforce Planning. Let’s say your organization is really concerned about succession planning.

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Talent Analytics Key To Unlocking Big Data’s Power

TalentCulture

It’s worth noting that driving the need for an improved user interface, access, and speed is the nature of the new talent surging into the workforce: people for whom technology is nearly as much a given as air. Management needs reporting to know their investment is paying off, and they also need robust analytics to keep ahead of trends within the workforce. It will take talent analytics to synthesize Big Data and metrics to make the key strategic management decisions in HR.

Prepare Your Questions For #HRTechWorld and #HRTechConf

In Full Bloom HR

For 2015, I’ve done a thorough update and added more of my own thoughts on the answers to these questions. Given my already stated plans to wind down my consulting practice, I’ve clearly stepped over the “trying to be ecumenical line” and cast caution to the winds with my answers to some of these questions. This is one of the central questions addressed in any competent strategic HRM and HRMDS planning effort.

Life Cycles and Compensation

Compensation Cafe

For example, compensation plans needed for start-ups are very different compared to those needed for mature companies. Benefit plans are usually basic. Compensation : Formal compensation programs are put in place including merit pay systems, job descriptions/grades, bonus plans with formal metrics and a full complement of benefits. Layoffs are common with severance plans progressing from generous to bare bones. Life cycles exist everywhere.

The "Next Big Thing" in Talent Acquisition

Cielo HR Leader

Other recent reports point to current shortages of IT staff and an estimated one-third of the nursing workforce hitting retirement over the next 10 to 15 years. Unlike traditional staffing and recruiting firms, RPO providers manage and transform the total talent acquisition process to better meet organizational objectives by focusing on five key processes: sourcing, screening, hiring, onboarding and strategic workforce planning.

Defining the Role of Today's HR Leader

Cielo HR Leader

Enable Strategic Workforce Planning. To achieve business goals, successful CHROs must work with their business leaders to develop strategic workforce plans that meet their long-term human capital demands. The best CHROs arm line managers with the information and tools they need to engage and motivate the workforce. This knowledge allows them to speak the language of the C-suite and use performance metrics to drive their workforce management strategies.

Big, Bad Data: How Talent Analytics Will Make It Work In HR

SAP Innovation

It’s worth noting that driving the need for an improved user interface, access, and speed is the nature of the new talent surging into the workforce: people for whom technology is nearly as much a given as air. Management needs reporting to know their investment is paying off, and they also need robust analytics to keep ahead of trends within the workforce. It will take talent analytics to synthesize Big Data and metrics to make the key strategic management decisions in HR.

Upping your game: From functional experts to business advisers

HR Times

Its first step was to develop a learning measurement and evaluation charter that defined the factors critical for capturing learning data: a consistent framework, prioritized metrics, standardized data, a data governance processes, tools, and technology. For added flexibility and scalability, the dashboards could be easily modified to include additional metrics. Capturing line-of-sight metrics. Two key dimensions of line-of-sight metrics are alignment and outcomes.

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Employee Training: HR Learns From Elementary School Educators

SAP Innovation

21 st Century learning metrics. Of course, corporate learning requires a different kind of metric than school-age curriculum. He’s a strong believer in an integrated learning solution set that plays nicely with all the other HR feeds like workforce planning, employee goals, performance, development, and career planning. At first glance, learning models for employees in the workplace compared to children in elementary school may seem very different.

Better Business Through Workforce Analytics

SAP Innovation

According to Peter Howes , vice president of Workforce Planning and Analytics at SAP , workforce analytics has the power to solve business problems like these and more. Don’t take metrics at face value. There’s a lot of talk about workforce analytics, but most companies today are doing reporting only through metrics and dashboards. Metrics don’t segment or correlate the data. It’s not that the technology for workforce analytics isn’t out there.

Upping your game: From functional experts to business advisers

Bersin

Its first step was to develop a learning measurement and evaluation charter that defined the factors critical for capturing learning data: a consistent framework, prioritized metrics, standardized data, a data governance processes, tools, and technology. For added flexibility and scalability, the dashboards could be easily modified to include additional metrics. Capturing line-of-sight metrics. Two key dimensions of line-of-sight metrics are alignment and outcomes.

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Power of Pods: Teamwork in the Workplace

DATIS

In fact, in a recent Workforce Management Trends survey , executives identified communication barriers, siloed information, and a lack of cross-functional talent as the top three deterrents to cross-departmental collaboration within their organization. Example: To address a Recruiting & Retention problem, an organization would likely want to involve team members from Finance and HR that work in Recruiting, Payroll, Talent Management and Workforce Planning.

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

Visier

While the same talent challenges are spurring companies to become more data-driven in workforce decision making, the approaches they are taking fall mainly into two different camps: build or rent. To achieve this, the company hired an HR business intelligence team, standardized their reporting metrics, and invested over $3 million in a data warehouse and business intelligence (BI) software. Analysts to determine metric definitions and create reports.

Why Data is the Key to Strategic HR Decisions

Visier

Workforce analytics are now better than ever, but organizations need to properly access them, align their information with decision-making, and act accordingly. The competitive urgency to use analytics isn’t new; however, in the past two years there has been an increased understanding that workforce intelligence is not just about making HR better, it’s about making the business better. There will always be challenges that face HR executives and practitioners.

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Why Banking On Your Workforce Boosts Business Results

Visier

There is a clear connection here between what happens in the workforce and the success of the organization. Exceptional companies know that the best people decisions drive the best business outcomes : More diverse workforces outperform others. Companies with stronger HR programs, outperform on financial metrics. In my last post , I discussed how innovative new ideas that drive success come at the intersection of the workforce and the business.

The Learning Revolution – Reskilling

Career Partners International

Whilst the pandemic has put the spotlight on the importance of skills that nurture a fragile and virtual workforce, technology before this was the primary impetus for the realisation and need to evolve the talent pool and bring new skills to the table.

#SEanalytics Symposium Mission Critical Analytics

Strategic HCM

I'm chairing Symposium's Mission Critical Analytics conference next week too.

Your People and Global Internet Trends

China Gorman

Last year, I suggested that the report really should have been titled The Internet in 2015 Is All About HR. This is the outline – and I defy you to not find the majority of it interesting and relevant to your HR work, your workforce planning and your role in setting business strategy. China = Internet Leader on Many Metrics. However, in 2013 35% of smartphone owners used voice assistants (think Siri) and 65% used the voice interface in 2015.

5 Benefits of a Data-Driven Recruitment Strategy

Visier

Companies cannot hire fast enough to keep up with their workforce demands and competition is fierce for those high potential people who will deliver innovative solutions or go above and beyond for your customers. Recruiters need a clear vision of hiring plans to help them determine when is the right time to hire talent. These plans should be based on historical data and optimize the spend on recruiting to ensure you’re hiring at the right cost as well.

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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.

Relying on Traditional HR Will Lose You the Analytics Talent Race

Analytics in HR

In 2015, a mobile gaming company hired an ex-Wall Street quant to manage analytics recruiting. In 18 months, she more than doubled the size of the team. · Practice what you preach – by using analytics within the HR function, including candidate profiling, attrition prediction, and workforce planning. The war for talent is raging across industries and countries, and nowhere is the fight more intense than in data science and analytics.

What is HCAHPS and What Does it Mean for Healthcare Worker Engagement

Visier

The biggest factor in both dimensions is the workforce: a highly specialized and very mobile group of skilled caregivers who are constantly in short supply. Studies show that the workforce is vital to the bottom line for healthcare organizations: 86% of healthcare executives say talent plays a critical role in determining their patient satisfaction scores. However, a Towers Watson global workforce study revealed that less than half (44%) of the U.S.

Be careful! These books can change your career: People Analytics and HR-Tech reading list

Littal Shemer

Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce. Artificial Intelligence for HR empowers HR professionals to leverage this potential and use AI to improve efficiency and develop a talented and productive workforce”. HR is most powerful when it plays a strategic role, makes use of information technology, and has tangible metrics and analytics. Data-Driven HR: How to Use Analytics and Metrics to Drive Performance. Gene Pease (2015).

Back to School: 12 Online HR Courses to Check Out

Digital HR Tech

Strategic HR Metrics. The Josh Bersin Academy offers three different plans. It was first founded by Lynda Weinman in 1995 as lynda.com and then acquired by LinkedIn in 2015. Kokoroe has two plans. The Free plan, available to all users, offering them open access to the complete training catalog and part of the platform’s training content. The Premium plan is 6.50 September means it’s time to go back to school.

Be careful! These books can change your career: People Analytics reading list

Littal Shemer

Data-Driven HR: How to Use Analytics and Metrics to Drive Performance. Strategic Workforce Planning: Developing Optimized Talent Strategies for Future Growth. A playbook for workforce planning from beginning to end. How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications.”.

5 Benefits of a Data-Driven Recruitment Strategy

Workology

Companies cannot hire fast enough to keep up with their workforce demands and competition is fierce for those high potential people who will deliver innovative solutions or go above and beyond for your customers. Recruiters need a clear vision of hiring plans to help them determine when is the right time to hire talent. These plans should be based on historical data and optimize the spend on recruiting to ensure you’re hiring at the right cost as well.

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HR: Workforce Dynamics Are Driving Change In Oil And Gas

SuccessFactors

And we see many factors driving the shifting oil and gas workforce, including demographics, technology, and globalization. It is perhaps a reflection on how many HR leaders fail to do this that over 40% of new chief HR officers (CHROs) are now being appointed from the business – not from HR at all (Deloitte, 2015). Actionable insights: Use data to predict, plan, and measure HR needs and strategies while supporting the business with actionable talent insights and analytics.

HR: Workforce Dynamics Are Driving Change In Oil And Gas

SuccessFactors

And we see many factors driving the shifting oil and gas workforce, including demographics, technology, and globalization. It is perhaps a reflection on how many HR leaders fail to do this that over 40% of new chief HR officers (CHROs) are now being appointed from the business – not from HR at all (Deloitte, 2015). Actionable insights: Use data to predict, plan, and measure HR needs and strategies while supporting the business with actionable talent insights and analytics.

Talent Professionals Share Their Top Recruiting Priorities for 2021

Linkedin Talent Blog

Develop sustainable, insights-driven remote and hybrid workforce models. Now, they’re focused on more strategic WFH initiatives, paving the way for their companies to adopt sustainable all-remote or hybrid workforce models in the future.

People analytics and learning: Driving workforce development by delivering the right solution to the right people at the right time

Bersin

The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce. 5 This growing need for upskilling, 6 the expansion of learning beyond the classroom, and the proliferation of data sets are the building blocks of a new era for the learning function: an era in which analytics powers the learning function to operate as a driver of the business, providing valuable insight and guidance on how to develop the workforce to optimize business outcomes.

The 71+ Biggest HR Tech Conferences to Attend in 2019

Digital HR Tech

This summit was designed to embrace a fully digital workforce. Key themes include: Meaningful Employee Experiences, Talent Analytics, How to Future-Proof Your Workforce, Advancing the D&I Agenda, and Performance Management for teams and agile environments. January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. January 30 – February 1 | Melbourne | HR Analytics, Metrics, and Measurement.