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Top 5 HR Analytics Articles: Fall 2016 Edition


Whether it was Mark Berry ’s talk on “Quantifying HR with Advanced HR Analytics,” or the “Ask the Expert” Datafication of HR panel of Visier customers joined by Josh Bersin , or Al Adamsen’s interview of tech evangelists on the future of HR analytics, conference attendees couldn’t get enough on the topic of workforce intelligence. Here are some great HR analytics articles to help you on your way: Make HR Analytics a Priority, But See the Bigger Picture.

Analytics Must Be HR’s Top Priority To Be Strategic


Unfortunately, HR leaders are frequently so busy that most haven’t found the time to realize that “The War For The Future of HR” is already over, and “data analytics” has won! And that approach served HR executives well. This new vanguard of firms prospers not because of their physical facilities or a century of storied corporate history, but because they have increased their innovation rates, speed, and adaptiveness, almost exclusively with the use of data analytics.

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How To Reduce Employee Turnover with Workforce Analytics


With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).

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.

5 Must-Read Talent Acquisition Articles of 2016


This was a recurring theme that we saw in 2016, and thanks to analytics , Talent Acquisition has graduated from a simple candidate filling function to a strategic arm that has a direct correlation to an organization’s bottom line. This article summarizes John’s Sullivan’s keynote address from the Recruiting Trends 2016 Conference, where he shared why organizations must pay special attention to recruiting data if the business is to succeed.

Predictive Analytics in HR: The Game Changer


Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ HR analytics.

People Analytics: 4 Ways HR Uses Data to Change Company Landscapes


Analytics do the heavy lifting, providing insights about consumer behavior and trends that companies can use to their advantage. This new field is called people analytics. However, with the analytics space transitioning to cloud-based systems, these technologies have become more affordable. This is why using “people analytics” — or quantitative models — to better understand employees can directly (and positively) affect the bottom line.

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

HR Metrics that will Skyrocket Your Strategic Credibility


Having a solid grasp on HR metrics is the first step in adapting to our data-driven world. And yet, if your HR metrics focus only on your goals and don’t align with your organization’s bottom line, you could be inadvertently destroying your chances at ever claiming your rightful seat at the table. In other words, are your HR metrics easily translatable into the language of your business (money)? If not, it may be time to rethink and redesign your HR metrics strategy.

Recruiting Analytics, Ownership, and Accountability (New Podcast)


The show is focused on recruiting analytics, owners, and accountability. During the show we covered some of the interesting aspects that separate staffing and corporate recruiting as well as some of the common challenges and opportunities for recruiting leaders. The focus of the conversation encompasses the candidate experience, how to develop a partnership with hiring managers, and some radical thinking around ownership of recruiting metrics.

What Employee Analytics Won't Tell You

nettime solutions

Many businesses are reaping the benefits from employee data analytics. Metrics are often what motivate and drive companies to target and pursue new audiences, products, and services. The list can go on and on depending on what metric you’re looking at. What many businesses are beginning to focus on in addition to performance is employee analytics. Objections to be Aware of Regarding Employee Analytics. labor analytics employee engagement

The Role Of HR Analytics In Workforce Planning

Get Hppy

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. A recent survey by Harvard Business Review Analytic Services found that for the vast majority of respondents, inadequate workforce planning has prevented them from meeting business goals. Leveraging HR Analytics. The post The Role Of HR Analytics In Workforce Planning appeared first on Hppy.

How To Reduce Employee Turnover with Workforce Analytics


With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).

Two Talent Metrics HR Should Know (and Why It’s Important)


As the lines between marketing and HR continue to blur, talent metrics begin to creep to the forefront of employment success. Having a well-developed employer brand plays just as crucial of a role at your organization as your company brand. The second aspect is implementing a process that measures one’s success based on the company’s bottom line, and that’s where talent metrics come in. For enhancing your employer brand, choose talent metrics that monitor your applications.

How to Use Google Analytics to Measure Mobile Recruiting

ExactHire Recruiting

This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Then, find your favorite marketing department buddy and plan to explore Google Analytics with his or her assistance. If you don’t use an ATS, Google Analytics is an incredibly powerful and free alternate resource.

The Ethical Benchmarking of HR analytics

Analytics in HR

HR analytics has been defined as the systematic identification and quantification of the people drivers of business outcomes. The question is: how do we ensure that HR analytics are ethical? However, it falls short of mandating the employees’ right to be involved in the development and application of HR analytics. For example, the last amendment to the APA guideline dates from 2016. Then, what you need to measure to actualize ethical benchmarking will as well.

The questions your key recruitment metrics need to answer


Hiring metrics, reports and Key Performance Indicators (KPIs) are only as useful as the questions they answer about your business. So, before we talk about the myriad of hiring metrics we can measure and plot in recruiting, let’s take a moment to think about what we’re trying to learn and why. You need to know how good you are at finding and attracting qualified people, also known as recruitment metrics analysis. Pipeline metrics will give you a lot to think about.

HR analytics for talent acquisition: Are you ready?

Allegis Global Solutions

With the ever changing landscape of talent acquisition, it's no surprise that talent analytics has grown in demand. According to research from CEB, HR leaders rank making more effective use of data as their top priority for 2016, and found that only 5% of HR professionals currently consider their business to be effective at tracking and using talent analytics. So, what exactly is causing this problem and how can businesses unlock the potential of talent analytics?

What is HR Analytics?

Analytics in HR

The question “what is HR analytics?” is asked by a lot of HR professionals who want to get started with people analytics. In this post, we will explain what HR analytics is and how it will shape businesses in the future. HR analytics holds a promise to change all of this. Whether that’s true or not is a second – but a lot of the above can be resolved in becoming more data-driven and analytical savvy. What is HR analytics? HR analytics in literature.

The 100 HR Indicators Every Manager Needs to Know


This list of HR Key Performance Indicators (KPIs) and metrics contains certainly enough to help you fuel your HR dashboard for the next few months if not longer. Sure, it doesn’t contain every single HR metric you could think of, but it represents some of the most important, and for most of the major HR functions. Without further ado, here is your list of 100 HR metrics and KPIs. Analytics

3 Recruiting Metrics That Don’t Tell the Whole Story


Across the recruiting industry there is a push to become more metrics and data-driven, and that push comes from a logical place: If we don’t hire the people we need, our companies will be understaffed and resource-strapped. In recruiting, like in other departments, the key to our success lives in data and analytics. With data and analytics comes the ability to derive actionable insights around opportunities for improvement and the ability to predict hiring.

Can HR Analytics Help You? Yes…


Are you leveraging HR analytics to truly improve business metrics? Our question to you: if you’re not utilizing HR analytics in your role, why not? As you can imagine, the implications of HR analytics can be far reaching – across HR as well as an organization. change readiness, climate assessment, wellness assessments). If part of your hesitation to fully embracing HR analytics is confusion as to what it is and how to utilize it, we’re here to help.

Wellness: The Next Generation

HRO Today

Investing in a holistic well-being benefits strategy is a win-win for employees and employers alike. Wellness has become a popular catchphrase. Employers are now truly seeing how well-being is contributing to organizational effectiveness and the bottom line, if only indirectly. Well-being programs also result in other qualitative benefits, such as enhanced perception of the organization as a great place to work, increased employee engagement, reduced distraction, and more.

3 HR Metrics That Matter


As a result, business leaders are now using HR analytics t o help guide strategy and boost profits. In fact, according to Deloitte’s 2017 Global Human Capital Trends report, 71 percent of companies report that people analytics – “using digital tools and data to measure, report and understand employee performance” – is a high priority in their company. I asked human resources experts to weigh in on the HR metrics that matter most, and why. #1

#SEanalytics HR Analytics - part 2

Strategic HCM

In part 1 of this post I described the typical data and technology oriented approach to HR analytics and then ran out of space sharing my personality analysis from IBM Watson. You can do analytics this way, but lots of organisations don’t have the data or technology. It is technology and data which is causing change in analytics but it’s not the best place to start doing analytics. It focuses on outcomes as well as activities and as well as the business.

When is it Time to Explore Predictive Analytics in HR?

Career Metis

The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger. Think about this: Back in 2016, only 32% of employers were ready to build a predictive analytics management model but 2018 has already seen that figure rise to 69% with companies actively taking steps to improve the way they view people data. Of course, there are mixed options as well. To sum it up on predictive analytics in HR.

Employee Performance Depends On These 3 Critical Factors


3) Managers set objectives and key results ( MBOs /OKRs) as well as determine which key performance indicators (KPIs) they will track that align individual employees and teams around the company mission, vision, and objectives. Others have to do with how connected the person is to the team and the company, how well-matched they are for their role, and what their opportunities are for growth.

It Takes a Recognition Culture To Spark Engagement


Integrated recognition programs are already evolving: some feature open APIs that connect to other important drivers of engagement, such as health & wellness and learning & development. Workplace flexibility remains a high priority for today’s workforce, but the digital transformation also means that health & wellness, learning & development, and performance management — can all exist online or in app. By: Meghan M. Today’s workplace is evolving rapidly.

Using people analytics to get to High-Impact HR

HR Times

People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. Deloitte’s 2017 Global Human Capital Trends report tells us that 71 percent of surveyed executives see people analytics as a high priority, and are applying it to talent challenges, as you might expect, particularly in recruiting and also in performance measurement, compensation, workforce planning, and retention. Posted by David Fineman on August 3, 2017.

5 analytics trends making a big impact in the HCM world


In 2016 though, it pays to be flexible. Technology is rapidly changing the ways in which we work, and it’s throwing a wrench into the old HCM paradigm as well. According to Talent Culture, 2016 has been a big year on this front. Talent management and HR tech strategist Meghan Biro stated that “analytics” was already a buzzword in corporate boardrooms prior to this year, but now is the time for taking real, tangible action to do more with data.

The 7 pillars of Employee Engagement


But it’s a fact, which applies equally to manufacturing companies as well as to service companies. Gallup , the patriarch of all employee engagement tracking studies, reported in January 2016 that only 32% of U.S. Unsurprising, Kahn’s initial three postulates of 1990 remain immutable, but updated with the business-speak of 2016 and augmented with new revelations.

9 Experts Share the Best Hiring Advice They Learned in 2016


This reminds me how essential it is to be well-researched before an initial phone call with a sourced candidate. Metrics are great but they aren’t the only measure of success. The flip side is that if you have a manager who is not feeling that a search is doing well, you need to be able to peel back the layers to show them what you’ve done to build pipeline. Share in the comments the best hiring advice you learned in 2016. Word of mouth is a powerful thing.

Focus on the Employee Experience to Create a Culture of Success


Additionally, Pomello metrics can be used to understand how successful the onboarding process is at communicating your company culture to new hires. How People Analytics Can Help. Here’s how people analytics can help improve each stage of the employee experience. These two metrics are important barometers for understanding how the recruiting function is performing over time. Change Management Company Culture People Analytics

People Analytics Case Study: How HR made customers happy

Analytics in HR

At AIHR we get a lot of requests for case studies to make the analytics process more tangible. In this article, they will show how smart people analytics helped to counter a downward trend in a large restaurant train. Process: Leveraging Smarter Analytics. HR Analytics

How Foot Locker Can Reduce Employee Turnover with Workforce Analytics


With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Foot Locker Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR Impact on Business Metrics.

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


We grew up with technology, are completely comfortable with it, and not only expect it to be available, we assume it will be available, as well as easy to use and responsive to all their situations, with mobile and social components. And companies are looking more for the analytics end of the benefit spectrum. Any HCM tool must have a good mobile user experience, from well-designed mobile forms and ease of access to a secure interface.

Wellbeing Initiatives and ROI

New to HR

With the rise of Big Data and metric analytics, HR can now provide company leaders. HR Health, Wellness & Safety Analytics HR HR Metrics HR Tech roi WellbeingAccurately and enthusiastically reporting your ROI on wellbeing initiatives is the difference between showing executives your department is functioning at a high-level, and showing them that your strategies were a waste of time and money.