INDUSTRY INSIGHTS YOUR PEERS ARE READING
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. MORE
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. MORE
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. MORE
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. Metrics to Drive Company Culture. Read our white paper on company culture analytics Download Now. MORE
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. MORE
With the ever changing landscape of talent acquisition, it's no surprise that talent analytics has grown in demand. So, what exactly is causing this problem and how can businesses unlock the potential of talent analytics? MORE
However, while more and more HR leaders are spearheading the adoption of workforce intelligence at their organizations, they also have this critical question in mind: Once we have an HR analytics function and solution in place, how do we take full advantage of it? MORE
These metrics just won’t cut it in a place like Silicon Valley, where skills and expertise (quality) trumps fast and cheap. William Tincup, one of the leading thinkers in HR, expressed the “recruitment paradox” well with this tweet: Do we recruit who we want to retain? Here are 5 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. MORE
People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Getting to high-impact analytics relies first and foremost on accurate, believable data. MORE
Can a workplace wellness intervention help improve employee vitality and purpose? A new study published in the American Journal of Health Promotion is the first to demonstrate that a short, intensive workplace wellness intervention can produce sustained improvements in wellbeing. MORE
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. Initial Questions for Mobile Recruitment Metrics. MORE
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. MORE
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Demonstrating the business value that HR provides by putting metrics in place. Numbers behind HR – benchmarking & analytics. MORE
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. By: Meghan M. Today’s workplace is evolving rapidly. MORE
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. Without further ado, here is your list of 100 HR metrics and KPIs. Analytics MORE
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. Talent Acquisition has re-invented itself. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. Leveraging HR Analytics. MORE
What challenges will you face for competency analytics to be both practical and worthwhile? So the second challenge for competency analytics is this: if not fun, at least how do you make it no effort for employees who are busy with many other things? A few metrics (5-10) may be enough. MORE
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. To review, KPIs are: Key – Focused on the most important metrics. MORE
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. Impact on Business Metrics. MORE
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. MORE
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. Share in the comments the best hiring advice you learned in 2016. Word of mouth is a powerful thing. MORE
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. HR analytics’ or ‘talent analytics’). MORE
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. Focus on actionable metrics. MORE
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 MORE
The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger. Of course, there are mixed options as well. To sum it up on predictive analytics in HR. The post When is it Time to Explore Predictive Analytics in HR? MORE
Here are a few of those mistakes and how analytics can help fix them: Mistake #1: Ignoring Your Current Employee Population. Use analytics to look at your current employee population and examine headcount by gender, race, veteran status, etc. MORE
Having a solid grasp on HR metrics is the first step in adapting to our data-driven world. 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. MORE
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. HR analytics’ or ‘talent analytics’). MORE
The average tenure of companies on the S&P 500 is projected to shrink to just 12 years by 2027 (it was 24 years in 2016). . Here are four ways that people analytics helps HR leaders go beyond traditional methods so they can rapidly deploy high-performing teams: #1. MORE
The consultant created a candidate scoring process that promised to identify which candidates would stay and perform well long-term. Without workforce analytics, it’s difficult to identify what makes a strong hire. This post is part of our Data-Driven Recruitment Strategies series. MORE
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. MORE
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. MORE
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. MORE
2016 Analytics Metrics Wellness Visier
OCTOBER 24, 2016
However, while more and more HR leaders are spearheading the adoption of workforce intelligence at their organizations, they also have this critical question in mind: Once we have an HR analytics function and solution in place, how do we take full advantage of it?
Visier
OCTOBER 13, 2016
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.
Visier
SEPTEMBER 30, 2016
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. HR analytics’ or ‘talent analytics’).
ExactHire HR Trends
APRIL 28, 2016
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. Initial Questions for Mobile Recruitment Metrics.
Visier
MARCH 31, 2016
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Demonstrating the business value that HR provides by putting metrics in place. Numbers behind HR – benchmarking & analytics.
Analytics in HR
JANUARY 21, 2019
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.
|
Analytics in HR
APRIL 29, 2019
What challenges will you face for competency analytics to be both practical and worthwhile? So the second challenge for competency analytics is this: if not fun, at least how do you make it no effort for employees who are busy with many other things? A few metrics (5-10) may be enough.
Visier
AUGUST 25, 2016
The consultant created a candidate scoring process that promised to identify which candidates would stay and perform well long-term. Without workforce analytics, it’s difficult to identify what makes a strong hire. This post is part of our Data-Driven Recruitment Strategies series.
Pomello
MAY 13, 2016
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. Metrics to Drive Company Culture. Read our white paper on company culture analytics Download Now.
ApplicantPro
NOVEMBER 18, 2016
Having a solid grasp on HR metrics is the first step in adapting to our data-driven world. 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.
CakeHR
SEPTEMBER 29, 2018
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.
|
UpstartHR
SEPTEMBER 7, 2016
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.
Visier
JULY 17, 2019
The average tenure of companies on the S&P 500 is projected to shrink to just 12 years by 2027 (it was 24 years in 2016). . Here are four ways that people analytics helps HR leaders go beyond traditional methods so they can rapidly deploy high-performing teams: #1.
nettime solutions
JANUARY 19, 2016
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.
Visier
NOVEMBER 15, 2017
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. HR analytics’ or ‘talent analytics’).
Get Hppy
APRIL 14, 2016
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. Leveraging HR Analytics.
ApplicantPro
DECEMBER 20, 2016
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.
HRO Today
AUGUST 15, 2019
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.
Allegis Global Solutions
JULY 12, 2016
With the ever changing landscape of talent acquisition, it's no surprise that talent analytics has grown in demand. So, what exactly is causing this problem and how can businesses unlock the potential of talent analytics?
HR Times
AUGUST 3, 2017
People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Getting to high-impact analytics relies first and foremost on accurate, believable data.
Entelo
FEBRUARY 11, 2016
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. To review, KPIs are: Key – Focused on the most important metrics.
EmployeeConnect
SEPTEMBER 20, 2016
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. Without further ado, here is your list of 100 HR metrics and KPIs. Analytics
Workable
MARCH 10, 2016
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.
Strategic HCM
SEPTEMBER 19, 2016
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.
Career Metis
SEPTEMBER 7, 2019
The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger. Of course, there are mixed options as well. To sum it up on predictive analytics in HR. The post When is it Time to Explore Predictive Analytics in HR?
Ceridian
JUNE 10, 2016
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. Focus on actionable metrics.
Achievers
DECEMBER 8, 2016
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. By: Meghan M. Today’s workplace is evolving rapidly.
Visier
DECEMBER 14, 2017
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. Impact on Business Metrics.
Zenefits
JUNE 7, 2017
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
SMD HR
JUNE 15, 2016
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.
15Five
SEPTEMBER 21, 2016
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.
HR Daily Advisor
JUNE 8, 2018
Can a workplace wellness intervention help improve employee vitality and purpose? A new study published in the American Journal of Health Promotion is the first to demonstrate that a short, intensive workplace wellness intervention can produce sustained improvements in wellbeing.
TalentCulture
AUGUST 15, 2016
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.
Visier
OCTOBER 31, 2016
Here are a few of those mistakes and how analytics can help fix them: Mistake #1: Ignoring Your Current Employee Population. Use analytics to look at your current employee population and examine headcount by gender, race, veteran status, etc.
SAP Innovation
JANUARY 4, 2016
These metrics just won’t cut it in a place like Silicon Valley, where skills and expertise (quality) trumps fast and cheap. William Tincup, one of the leading thinkers in HR, expressed the “recruitment paradox” well with this tweet: Do we recruit who we want to retain? Here are 5 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.
Entelo
DECEMBER 22, 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. Share in the comments the best hiring advice you learned in 2016. Word of mouth is a powerful thing.
Pomello
APRIL 1, 2016
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.
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