INDUSTRY INSIGHTS YOUR PEERS ARE READING
It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics. Instead, you must focus on metrics that demonstrate a direct impact on what CEO’s really care about, the firm’s strategic goals. MORE
In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. 2017 Glassdoor research ). VP of HR for a German Manufacturing Firm. MORE
Great HR leaders excel at finding untapped potential in their people, increasing their efficiency, and maximizing their contribution to the company’s strategic objectives and financial performance. One area where CHROs are focusing on unlocking more value is within their HR analytics function. MORE
This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill. MORE
A study by Watson Wyatt found that “Firms that carefully link HR activities to business strategy, measured by metrics have a 33% higher return on total capital than organizations that do not.”. For some HR pros, talking about return on investment (ROI) inspires a sense of fear. MORE
As we head full-on into the second month of 2017, a friend sent me the link to a survey analysis that is extremely eye-opening. HR Insights Strategic HR Talent Management analytics Featured metrics MORE
The business of HR should be the business. Posted by Arthur Mazor and Joanne Stephane on May 16, 2017. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. The High-Impact HR Operating Model. MORE
Posted by David Fineman on 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. Source: Deloitte Consulting LLP, 2017. MORE
HR functions play a pivotal role in the performance and success of an organization. When it comes to meeting your business goals and moving the organization toward its bottom line, it's important to make sure you are optimizing the appropriate processes and tracking the right metrics. MORE
The question is what does digital transformation mean for organisations in general and HR leaders in particular? HR leaders play a dual role. Acting as leaders within the HR function, they need to walk their talk and portray the true picture of digital transformation within their own team. This article serves as a roadmap to guide HR leaders through digital transformation within their own organisation. Metrics : Assess how to measure the success of the mission. MORE
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. MORE
As more organizations wake up to the inevitability of data, this is the time businesses also pressurize one of the core departments of any business – the HR – to implement data analytics into its operations as well. What is HR analytics? HR Analytics Analytics Human Resources MORE
Insights from the 2017 Human Capital Technology and Service Provider Day. Posted by Dave Smith on June 8, 2017. Last year’s Provider Day event focused on the theme Understanding and serving the HR buyer and included our first-ever HR buyer guest panel. HR Outsourcing. MORE
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR. MORE
In the words of senior HR specialist , Amy Marcum, “…if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work. There is no simple formula for great leadership. MORE
A quick poll on how you use data across your HR function: First, do you rely on Excel spreadsheets, business intelligence and visualization tools, or an in-house data science team? MORE
The role of Business HR in the new High-Impact Operating Model. Posted by Arthur Mazor and Joanne Stephane on March 07, 2017. HR has a mission: High-Impact. Business HR—the HR functions residing closest to business units—is at the heart of delivering High-Impact to the business. MORE
In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance. But you can use this data to identify and hire top talent, create a more objective method for evaluating candidates, and invest HR resources into the right talent sources. Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The field of human resources is changing. MORE
Does HR drive more effectiveness and organizational performance by improving traditional HR value propositions, such as compliance and services, or by improving decisions? Decisions: Adding value by improving decisions inside and outside the function. HR function performance. MORE
Talent acquisition is arguably the one HR area that provides the biggest advantage to a business. Because hiring the right people for the right role is so important, quality of hire stands out as a metric that organizations care deeply about. MORE
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. As a result, they cannot connect that strategy to metrics the business cares about. MORE
“Data science” has become more and more of a trending topic in HR circles lately—what does it actually mean? In relation to HR functions, data science is the application of data mining and data analytic techniques to people-related data. Cost-Per-Hire Metrics. MORE
The first few weeks of working any new role is overwhelming — but when that role is the head of HR, the to-do list can make your head spin. Whether you’ll be the solo employee running HR for a 100-employee company or heading the human resources department for an organization of 10,000, there are a few standard steps to take during the first several months in any HR leadership role. Haddaway suggests taking a holistic look at all facets of the existing HR function. “It’s MORE
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. This has led to a gulf between the data that CEOs need to run the business effectively and what HR routinely reports on. As a result, they cannot connect that strategy to metrics the business cares about. HR has long focused on achieving operational excellence. MORE
At first glance, senior HR executives might take that top ranking as a positive thing. Unfortunately, a study by AICPA revealed that only 12% of CEO’s were confident with Human Capital metrics. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities. MORE
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. This has led to a gulf between the data that CEOs need to run the business effectively and what HR routinely reports on. As a result, they cannot connect that strategy to metrics the business cares about. HR has long focused on achieving operational excellence. MORE
Combining business savvy, street smarts, and a military upbringing, Elisha brings a truly analytical mindset to modern HR. We spoke with her to learn how she thinks product development can inform people and culture and why HR metrics truly matter. __. MORE
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. MORE
Both should be developed for Business HR impact. Posted by Arthur Mazor , Gary Johnsen , and Joanne Stephane on June 29, 2017. HR Transformation. Secondly, many business and HR leaders have had limited success in course correcting. MORE
Most employees don’t care about HR, at least not until they have an issue they need to resolve. That doesn’t mean HR is dead. To reclaim its relevance, HR must accept that its role has evolved and be ready to change. Global HR Oracle HCM Talent-Centric MORE
The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. In other words, HR has a major PR problem in terms of its branding and communication owing to the various complexities associated with the industry. This led to the HR professional evolving into the role of business partner. MORE
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. And, as a result, the metrics that are reported to CEOs and the executive committee result in no positive action being taken. MORE
Make no mistake, this isn’t just a facelift from new tech tools that help HR professionals do their jobs. It’s a shift in the function of human resources. While traditionally HR focuses on benefits and compensation, overseeing employee engagement and retention, recruitment, diversity, workplace issues, or installing new processes under budget, the new function is a strategic business unit. Benefits of the New Approach to HR. Showing the Business Value of HR. MORE
To understand what kind of environment this might look like, the Harvard Business Review interviewed HR, innovation, IT, and diversity executives from a variety of industries and sectors to discover the three environments that matter most to employees: cultural, technological, and physical. MORE
The business of HR should be the business. Posted by Arthur Mazor and Joanne Stephane on May 16, 2017. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. The High-Impact HR Operating Model. MORE
2018 will be a good year to be in HR. At least, that’s what we heard from the analysts, customers, partners, and experts we reached out to in order to get a sense from the HR community of what to expect in the next year. Associate Professor, Academic Director of HCM at NYU, notes that the strategic role of HR continues to rise. “HR is not only at the table but in the engine room of every organizations,” Tavis says. Reshaping HR. MORE
Visier
MARCH 30, 2017
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. And, as a result, the metrics that are reported to CEOs and the executive committee result in no positive action being taken.
Visier
JUNE 28, 2017
It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics. Instead, you must focus on metrics that demonstrate a direct impact on what CEO’s really care about, the firm’s strategic goals.
UpstartHR
JANUARY 3, 2017
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR.
TLNT: The Business of HR
FEBRUARY 1, 2017
As we head full-on into the second month of 2017, a friend sent me the link to a survey analysis that is extremely eye-opening. HR Insights Strategic HR Talent Management analytics Featured metrics
Visier
OCTOBER 23, 2017
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce.
Namely
JUNE 22, 2017
In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance. But you can use this data to identify and hire top talent, create a more objective method for evaluating candidates, and invest HR resources into the right talent sources. Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The field of human resources is changing.
|
Visier
AUGUST 1, 2017
Does HR drive more effectiveness and organizational performance by improving traditional HR value propositions, such as compliance and services, or by improving decisions? Decisions: Adding value by improving decisions inside and outside the function. HR function performance.
Lighthouse
MARCH 7, 2017
In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. 2017 Glassdoor research ). VP of HR for a German Manufacturing Firm.
Reflektive
DECEMBER 19, 2017
2018 will be a good year to be in HR. At least, that’s what we heard from the analysts, customers, partners, and experts we reached out to in order to get a sense from the HR community of what to expect in the next year. Associate Professor, Academic Director of HCM at NYU, notes that the strategic role of HR continues to rise. “HR is not only at the table but in the engine room of every organizations,” Tavis says. Reshaping HR.
Collage
OCTOBER 13, 2017
Combining business savvy, street smarts, and a military upbringing, Elisha brings a truly analytical mindset to modern HR. We spoke with her to learn how she thinks product development can inform people and culture and why HR metrics truly matter. __.
Linkedin Talent Blog
APRIL 18, 2017
This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill.
|
Visier
FEBRUARY 9, 2017
At first glance, senior HR executives might take that top ranking as a positive thing. Unfortunately, a study by AICPA revealed that only 12% of CEO’s were confident with Human Capital metrics. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities.
Visier
SEPTEMBER 5, 2017
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. As a result, they cannot connect that strategy to metrics the business cares about.
Visier
AUGUST 15, 2017
Great HR leaders excel at finding untapped potential in their people, increasing their efficiency, and maximizing their contribution to the company’s strategic objectives and financial performance. One area where CHROs are focusing on unlocking more value is within their HR analytics function.
Visier
JANUARY 26, 2017
Talent acquisition is arguably the one HR area that provides the biggest advantage to a business. Because hiring the right people for the right role is so important, quality of hire stands out as a metric that organizations care deeply about.
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Everwise
JUNE 7, 2017
To understand what kind of environment this might look like, the Harvard Business Review interviewed HR, innovation, IT, and diversity executives from a variety of industries and sectors to discover the three environments that matter most to employees: cultural, technological, and physical.
Reflektive
AUGUST 14, 2017
Make no mistake, this isn’t just a facelift from new tech tools that help HR professionals do their jobs. It’s a shift in the function of human resources. While traditionally HR focuses on benefits and compensation, overseeing employee engagement and retention, recruitment, diversity, workplace issues, or installing new processes under budget, the new function is a strategic business unit. Benefits of the New Approach to HR. Showing the Business Value of HR.
EmployeeConnect
MAY 30, 2017
The question is what does digital transformation mean for organisations in general and HR leaders in particular? HR leaders play a dual role. Acting as leaders within the HR function, they need to walk their talk and portray the true picture of digital transformation within their own team. This article serves as a roadmap to guide HR leaders through digital transformation within their own organisation. Metrics : Assess how to measure the success of the mission.
Reflektive
FEBRUARY 20, 2017
The first few weeks of working any new role is overwhelming — but when that role is the head of HR, the to-do list can make your head spin. Whether you’ll be the solo employee running HR for a 100-employee company or heading the human resources department for an organization of 10,000, there are a few standard steps to take during the first several months in any HR leadership role. Haddaway suggests taking a holistic look at all facets of the existing HR function. “It’s
Visier
SEPTEMBER 5, 2017
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. This has led to a gulf between the data that CEOs need to run the business effectively and what HR routinely reports on. As a result, they cannot connect that strategy to metrics the business cares about. HR has long focused on achieving operational excellence.
Visier
SEPTEMBER 5, 2017
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. This has led to a gulf between the data that CEOs need to run the business effectively and what HR routinely reports on. As a result, they cannot connect that strategy to metrics the business cares about. HR has long focused on achieving operational excellence.
HR Times
AUGUST 3, 2017
Posted by David Fineman on 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. Source: Deloitte Consulting LLP, 2017.
EmployeeConnect
JANUARY 25, 2017
The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. In other words, HR has a major PR problem in terms of its branding and communication owing to the various complexities associated with the industry. This led to the HR professional evolving into the role of business partner.
HR Times
JUNE 8, 2017
Insights from the 2017 Human Capital Technology and Service Provider Day. Posted by Dave Smith on June 8, 2017. Last year’s Provider Day event focused on the theme Understanding and serving the HR buyer and included our first-ever HR buyer guest panel. HR Outsourcing.
HR Times
MARCH 7, 2017
The role of Business HR in the new High-Impact Operating Model. Posted by Arthur Mazor and Joanne Stephane on March 07, 2017. HR has a mission: High-Impact. Business HR—the HR functions residing closest to business units—is at the heart of delivering High-Impact to the business.
Oracle HCM - Modern HR in the Cloud
OCTOBER 23, 2017
Most employees don’t care about HR, at least not until they have an issue they need to resolve. That doesn’t mean HR is dead. To reclaim its relevance, HR must accept that its role has evolved and be ready to change. Global HR Oracle HCM Talent-Centric
PeopleStrategy
JANUARY 31, 2017
A study by Watson Wyatt found that “Firms that carefully link HR activities to business strategy, measured by metrics have a 33% higher return on total capital than organizations that do not.”. For some HR pros, talking about return on investment (ROI) inspires a sense of fear.
HR Times
MAY 16, 2017
The business of HR should be the business. Posted by Arthur Mazor and Joanne Stephane on May 16, 2017. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. The High-Impact HR Operating Model.
CheckPoint HR
MARCH 20, 2017
HR functions play a pivotal role in the performance and success of an organization. When it comes to meeting your business goals and moving the organization toward its bottom line, it's important to make sure you are optimizing the appropriate processes and tracking the right metrics.
HR Daily Advisor
JUNE 29, 2017
“Data science” has become more and more of a trending topic in HR circles lately—what does it actually mean? In relation to HR functions, data science is the application of data mining and data analytic techniques to people-related data. Cost-Per-Hire Metrics.
HR Times
MAY 16, 2017
The business of HR should be the business. Posted by Arthur Mazor and Joanne Stephane on May 16, 2017. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. The High-Impact HR Operating Model.
HR Times
JUNE 29, 2017
Both should be developed for Business HR impact. Posted by Arthur Mazor , Gary Johnsen , and Joanne Stephane on June 29, 2017. HR Transformation. Secondly, many business and HR leaders have had limited success in course correcting.
Bonusly
OCTOBER 18, 2017
In the words of senior HR specialist , Amy Marcum, “…if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work. There is no simple formula for great leadership.
Analytics Training
DECEMBER 22, 2017
As more organizations wake up to the inevitability of data, this is the time businesses also pressurize one of the core departments of any business – the HR – to implement data analytics into its operations as well. What is HR analytics? HR Analytics Analytics Human Resources
Compensation Cafe
JUNE 5, 2017
A quick poll on how you use data across your HR function: First, do you rely on Excel spreadsheets, business intelligence and visualization tools, or an in-house data science team?
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