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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. Companies cannot hire fast enough to keep up with their workforce demands.”. The challenge of workforce planning.

Top 5 HR Analytics Articles: Fall 2016 Edition

Visier

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?

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5 Must-Read Talent Acquisition Articles of 2016

Visier

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. Measure for Measure: The Evolution of Recruiting Metrics.

Innovative HR and Why Technology Innovators Can’t Survive Without It

Visier

90% of technology CEOs are confident about their revenue growth in 2016 , according to PWC’s 19th Annual Global CEO Survey. When companies fail to improve in these areas, it doesn’t just affect their workers — it jeopardizes business results as well.

How Workforce Analytics Helps Prevent Another Bad Hire

Visier

The consultant created a candidate scoring process that promised to identify which candidates would stay and perform well long-term. What led to improvements was a proper workforce intelligence solution that showed the end-to-end results of the hiring process.

HR’s New Year Resolution: Move Up the Workforce Intelligence Maturity Curve

Visier

While workforce analytics and workforce planning are increasing in priority , most organizations have not progressed to take advantage of the opportunity that workforce data provides. Definitions for core metrics are created.

The 4 C’s of Quality of Hire

Visier

The ability to integrate hiring data with individual and team performance data, as well as with other talent management data, is an incredibly important element to understanding whether or not you are getting real value from your new hires.

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

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.

Why Banking On Your Workforce Boosts Business Results

Visier

Constantly changing regulatory and remuneration policies , as well as post-recession restoration pressures, are making it difficult to attract and retain key people in the financial services industry (FSI). Companies with stronger HR programs, outperform on financial metrics.

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. Workforce Intelligence 101 recruitment

Data 260

The Difference Between the PHR and SPHR Exams

UpstartHR

With both of the exam pass rates hovering around 50% (54% PHR, 53% SPHR), it’s critical to make sure you understand the requirements of each and develop a proper plan for preparing. Develop, implement and evaluate the succession planning process.

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

Visier

“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to workforce intelligence? Building your Workforce Intelligence Solution. Recently, I learned about a large software organization’s quest to build a workforce analytics solution.

3 Reasons Innovation is more Important than Employee Engagement

Lighthouse

Let’s examine two of the more common ones as well as their more engaging counterparts. Take a segment of your workforce and create a hiring program that aligns with your sales and growth forecasts. Evaluate the impact on recruiting and workforce planning.

10 Workforce Intelligence Cures for Improving Nurse Retention

Visier

Healthcare has long been a highly regulated industry with a diverse and specialized workforce — one that’s hard to hire and even harder to retain at the best of times. These metrics help you accomplish this task: Resignation Rate. Use these metrics to drive these discussions.

Using Data to Link Talent Decisions to Business (Webinar)

TalentCulture

Let’s take a deep dive into a few HR metrics that truly matter to the business (and these are just a handful). Let me also acknowledge that these metrics don’t just magically bubble to the surface. Well that just isn’t the case anymore. Well, kind of.

Data 79

5 Benefits of a Data-Driven Recruitment Strategy

Workology

Although overall job gains have slowed, according to 2016 JOLTS (Job Openings and Labor Turnover Survey) there continues to be more job openings than hires being made. Recruiters need a clear vision of hiring plans to help them determine when is the right time to hire talent.

Data 97

Human Resources Needs a Common Language for Managing Business Data

Oracle HCM - Modern HR in the Cloud

True, everyone in HR shares some common metrics, such as head count and time-to-fill. Workforce Planning HR and finance still struggle to see eye to eye in the domain of workforce planning. Head count is one of the broadly agreed-upon metrics in HR!

If You Don’t Ask The Right Qs, You Get The Answers You Deserve!

In Full Bloom HR

In this thorough 2016 update, you’re getting lots of important questions along with my own thoughts (biases?) This will be a new implementation even if you stay with your incumbent’s next generation, so you might as well take a look around before you make these decisions.

Tackling Talent Acquisition in Life Sciences

Cielo HR Leader

When asked to think about the future, talent leaders without a transformative approach miss their opportunity to be seen as change agents as they often resort to comfort areas — for example, their grasp on the minimum technical capabilities required today, as opposed to the underlying skills necessary to create a workforce that will embrace change in this ever-evolving industry. Align Talent Strategies to Commercial Planning. Adopt Workforce Segmentation.

4 Ways to Build Agile Teams Using People Analytics

Visier

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). . More Agile Workforce Planning. By understanding these patterns, you can adjust your plan accordingly and prioritize which people get moved to new teams.

20 Factors You Need to Include In Your Business Case to Get More Recruiting Budget

Linkedin Talent Blog

" Rather than "wordy" phrases like "the quality of hire will go up significantly," say "In already measured jobs, the metrics from the pilot proved that on-the-job performance will improve an average of 13.4%, which will across all jobs, be a $3.1

How To Reduce Employee Turnover with Workforce Analytics

Visier

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. Impact on Business Metrics.

New Report Reveals the Trends That Will Define Recruiting in 2017

Linkedin Talent Blog

Nope, it’s not too early – it’s time to start for planning for 2017. If you want to see different data cuts, we also have a Small and Mid-sized Business Recruiting Trends report, as well as one for staffing firms.

How Foot Locker Can Reduce Employee Turnover with Workforce Analytics

Visier

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.

The Latest HR Research

HRO Today

Likely the ideal plan is to incorporate a combination of these sites, as well as new opportunities as they become available. While there are plans to outsource more HR services overall, plans for recruiting are far more impacted by economic growth than other services.

The Latest HR Research

HRO Today

Likely the ideal plan is to incorporate a combination of these sites, as well as new opportunities as they become available. While there are plans to outsource more HR services overall, plans for recruiting are far more impacted by economic growth than other services.

Is your contingent workforce program becoming obsolete?

Bersin with Deloitte

Your organization, like most of those we see, is probably already incorporating contingent workers in your talent mix, and likely seeing year-over-year increases in the number of contingent workers in your workforce. Contingent workforce metrics are being captured and reported.

Using people analytics to get to High-Impact HR

HR Times

Without accurate data, metrics and operational reporting may as well not even exist. These limitations can make interpreting metrics difficult for key stakeholders and those who use the insights gained from the reports to make decisions.

Is your contingent workforce program becoming obsolete?

HR Times

Your organization, like most of those we see, is probably already incorporating contingent workers in your talent mix, and likely seeing year-over-year increases in the number of contingent workers in your workforce. Contingent workforce metrics are being captured and reported.

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”. Harriott (2016).

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. Harriott (2016). Be careful!

Using people analytics to get to High-Impact HR

HR Times

Without accurate data, metrics and operational reporting may as well not even exist. These limitations can make interpreting metrics difficult for key stakeholders and those who use the insights gained from the reports to make decisions.

What is HR Analytics?

Analytics in HR

HR analytics is also referred to as people analytics, workforce analytics, or talent analytics. To answer the third question, you would need even more data and extensively analyze it as well. The strategic HR metrics course. Metrics are a starting point for analytics.

3 Trends That Will Shape HR in 2018

HR Daily Advisor

Corporate leaders recognize that employees increasingly desire continual development—ongoing learning and skill development, as well as frequent and timely feedback. Just as every other aspect of the corporation is managed by metrics, HR will commit to data-driven insights.

The HR Business Partner is (Still) the Hottest Job in HR (i4cp login required)

i4cp

A key feature of the HR service delivery model for decades, the HR Business Partner position, when done well, is a complex, relationship-intensive role. a) building a talent strategy and plan that produces the workforce needed by the business to succeed, and ?(b) In 2016, we produced research on HR organization structure, roles and priorities. Many powerful ideas are shaping the jobs of HR professionals and, rightfully so, attracting much attention.

3 Ways Data Shapes the Talent Strategy at Tesla, Chevron, and LinkedIn

Linkedin Talent Blog

But in the first quarter of 2016, the talent analytics team realized it was losing engineers faster than expected. The team’s mission is to “support Chevron’s business strategies with better, faster workforce decisions informed by data.”

5 HR Analyst Job Descriptions – A Brief Analysis

Analytics in HR

Most job focus on administrative tasks and basic reporting, very much in line with what van de Heuvel and Bondarouk noticed in 2016: HR analytics is focusing on very basic tasks. Your responsibilities will include: Develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics. May assist the HR Connect manager to review service quality, operational metrics, and service levels and recommend changes.