Remove 2017 Remove HR Function Remove Metrics Remove Productivity

The Top 10 Strategic HR and TA Metrics That CEOs Want to See

Visier

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.

Impress Your CEO With These Strategic Business Impact Recruiting Metrics

Visier

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.

HR State of the Union: 2017 Edition

UpstartHR

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.

3 HR Talent Metrics You Should Start Tracking Today

Namely

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.

Control, Services and Decisions: The Evolution and Impact of the HR Value Proposition

Visier

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.

CHRO 280

6 Trends That Will Define HR in 2018

Reflektive

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.

Trends 210

10 Reasons To Shift To A Data-Driven High Business Impact HR Model

Visier

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.

Data 266

Why Hiring More HR Analysts Won’t Improve Your Analytics Function

Visier

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.

To Succeed at Talent Acquisition, Go Beyond Your Applicant Tracking System

Visier

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.

Employee Engagement ROI: Taking a Long-Term Perspective

Everwise

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.

What You Need to Know About the Changing Function of HR

Reflektive

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.

CHRO 126

Master Checklist for Your First 6 Months as Head of HR

Reflektive

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. Lastly, familiarize yourself with the business’s product or services.

HR Leaders Guide to Digitalisation Transformation

EmployeeConnect

The primary objective behind digital transformation is to improve the level of performance and productivity and exceed business goals. 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. HR Transformation

Using people analytics to get to High-Impact HR

HR Times

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.

Two truths and a lie

HR Times

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.

Why it’s time for HR teams to stop focussing on HR

Oracle HCM - Modern HR in the Cloud

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

Oracle 111

The business of HR is the business

HR Times

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.

4 Do’s and Don’ts of Implementing HR Data Science into Your Business

HR Daily Advisor

“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. Employee Productivity Numbers.

Data 64

The Beginner’s Guide to HR Analytics and Data Powered Talent Management

Analytics Training

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

Capabilities and containers

HR Times

Both should be developed for Business HR impact. Posted by Arthur Mazor , Gary Johnsen , and Joanne Stephane on June 29, 2017. Innovative companies realize the importance of driving performance and productivity through their workforce. HR Transformation.

A New Era of Data in HR?

Compensation Cafe

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?

Data 56

Using people analytics to get to High-Impact HR

HR Times

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.

Design thinking meets HR Operational Services

HR Times

Posted by Kraig Eaton, Mustaque Ali , Maribeth Sivak and Kelyse McKeon on April 11, 2017. Transitioning from cost-focused HR Shared Services to experience-focused HR Operational Services is on many HR agendas. Applying design thinking to HR Operational Services.

How eSight saves hours onboarding with Collage

Collage

Here’s how they streamlined their onboarding and HR management to save hours of paperwork per employee. _. It seems like the hottest topic in HR today is developing ‘people and culture’ But few businesses know what that actually means or how to do it.

Two truths and a lie

HR Times

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.

How Strong Is Your Leadership Toolkit?

Bonusly

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. Second, avoid using monetary incentives to drive productivity.

Adobe 65

Capabilities and containers

HR Times

Both should be developed for Business HR impact. Posted by Arthur Mazor , Gary Johnsen , and Joanne Stephane on June 29, 2017. Innovative companies realize the importance of driving performance and productivity through their workforce. HR Transformation.

The Digitalization Of HR And Its Implications For Workforce Analytics

SuccessFactors

They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business.

Ideas To Disrupt Your Talent Strategy

HR Soul

I am a “HR trends addict” What usually fuels my addiction are studies like the Deloitte Human Capital Trends Report and the Mercer Talent Trends Study. I am intrigued by what executives and HR professionals believe are their current and future priorities. 2017 a C.

Q&A with Aon and WeWork: How an Agile Financial Management System Impacts Their Businesses

Workday

While there, we had the opportunity to talk to Christopher Klimek, vice president of global finance and HR technology at Aon plc, and Mike Hite, director or finance technology at WeWork, about the business impact of their Workday Financial Management deployments, and why you shouldn’t replicate your current business model in a new financial management system. On the HR side, the catalyst was the total cost of ownership. The Workday product works.

AON 52

HR TechStack – Onboarding Software

WhoKnows

HR Onboarding Software Definition. It is the process through which new hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. Onboarding is one of the most common HR practice across companies of all sizes & types.

HR TechStack – Performance Tracking

WhoKnows

To qualify for inclusion in the Performance Management category, a product must: Facilitate the employee performance review process. The HR TechStack for Performance Tracking Tools. HR TechStack – Performance Tracking Tools. First HR Software to introduce AI into HR.

Around the Bonfyre with Reneé Maxwell of Hansgrohe North America

Bonfyre

For our latest installment of Around the Bonfyre, we talked to Maxwell about the qualities an HR Director needs to address engagement and culture, while also prioritizing employee performance. Like many HR managers, I didn’t go to school for it, but I truly have found what I love doing. At the time, we were the least developed function in the company. I personally focus on organizational development, and my team runs the HR functions. What is HR doing for you?

3 Ways to Make HR More Agile

i4cp

A question on the minds of many heads of human resources these days, including members of i4cp's Chief HR Officer Board, is how HR can move more quickly to respond to the ever-changing needs of the organization. To keep pace with shifting business needs, HR needs to rethink the way it operates and how HR work is performed. Here are three suggestions for HR to consider if it is going to be more agile in the future: Decentralize decision making.

Benchmark Myopia and the Need for Business Drivers

SMD

It is a typical practice in many industries to be curious about, and focus on, benchmarks to get an idea of “where you stand” on a particular metric. To be clear, benchmarks are a good piece of information to know when examining your performance—but when leaders, particularly in HR, live and die (i.e., HR leaders need to have a clear business case for creating a benchmark target. HR as a Business Partner. sales, productivity, turnover).