Expert insights. Personalized for you.
In addition, building a need for analytics usage is similar to building the business case for strategic workforce planning. If someone walks in with a “strategic workforce plan” in a binder, drops it on your desk, and forgets about it, then they have failed at their goal. MORE
Posted by David Fineman on August 3, 2017. Without accurate data, metrics and operational reporting may as well not even exist. Consider how one organization we worked with applied analytics to succession planning. Source: Deloitte Consulting LLP, 2017. MORE
a provider of workforce management solutions, “If your human resource department is overwhelmed or does not have the resources they need to perform their jobs, your entire company suffers. In 2016, Bersin by Deloitte examined the disruptions in HR technology they predicted for 2017. MORE
Well, it’s a lot easier to drive a go-cart than a semi-truck. Example: To address a Recruiting & Retention problem, an organization would likely want to involve team members from Finance and HR that work in Recruiting, Payroll, Talent Management and Workforce Planning. MORE
Nurses are nurses because they genuinely want to take care of people,” says Dr. Stacy Sprague, PhD, R Psych, Executive Director, Employee Wellness at Vancouver Coastal Health. This empowers the business to devise a plan to effectively solve workplace issues. MORE
The team’s mission is to “support Chevron’s business strategies with better, faster workforce decisions informed by data.” As Head of Talent Analytics at Chevron, RJ sees an industry-wide shift from talent metrics to analytics. MORE
Posted by David Fineman on August 3, 2017. Without accurate data, metrics and operational reporting may as well not even exist. Consider how one organization we worked with applied analytics to succession planning. Source: Deloitte Consulting LLP, 2017. MORE
Several of the energy group members participate in an annual survey that provides valuable industry benchmarking and Vemo looks forward to presenting the 2017 results live at the conference. MORE
As 2017 comes to a close and the talent landscape continues to evolve, Randstad US released its expert analysis on hiring and workplace trends for the next year. Agile and flexible workforce models will expand. MORE
As you get ready for 2017, here are some must-reads for Talent Acquisition leaders and practitioners: Thriving In A Data-Driven World. Measure for Measure: The Evolution of Recruiting Metrics. Closing the Loop: Linking Workforce Planning, Analytics, and Hiring. MORE
The objective of this six-part series is to strengthen and advance core competencies in workforce analytics across all four of i4cp’s exclusive member Exchanges ; practitioner working groups focused on performance management and engagement, executive and leadership development, strategic workforce planning, and workforce analytics. MORE
There is a lot of software & cloud based apps for modern workforce, at WhoKnows we have handpicked 68 most popular, widely used & recognized vendors in the market. ADP Workforce Now. Kronos Workforce Ready. Kronos Workforce Central. Performance Tracking Tools. MORE
The growth of the alternative workforce and its shift into the mainstream is a top trend identified in this year’s Global Human Capital Trends report. Engagement: How does engagement correlate with business metrics? Deloitte LLP 2017. MORE
But, like much of the tech world, Salesforce has also struggled to achieve diversity in its workforce, which is heavily male (68.2%) and, in the United States, heavily white (63.2%). But a company can’t make that kind of announcement without tracking diversity metrics. MORE
Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. You will learn to: Leverage strategic workforce planning to make better decisions. 11: Strategic HR Metrics – AIHR Academy. MORE
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. Jenny Dearborn and David Swanson (2017). MORE
Such proactive hiring requires careful long-term planning in collaboration with the management to understand the organization’s long-term requirements. Doing so aids not just recruitment but helps in predicting and effectively planning the company’s growth chart over a similar period as well. In the absence of such a planned approach to recruiting, companies often find themselves needing to hire at short notice with limited resources, often resulting in poor hires. MORE
Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. To define this metric you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. The field of human resources is changing. 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
Ford, Intel, Cigna, Ingersoll Rand, and BlueCross BlueShield of Tennessee recognized with i4cp’s Next Practice Awards Five leading organizations were recipients of i4cp's 2017 Next Practice Awards in recognition of their implementation of outstanding innovations and achievement in the advancement of people practices. The winners were announced today at the i4cp 2017 Conference: Next Practices Now , in Scottsdale, Arizona. 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. Impact on Business Metrics. MORE
With a one-person HR team, administrative duties often take priority over strategic initiatives, like employee experience, workforce planning, or company culture. The HR Data Analyst tracks metrics throughout the talent lifecycle to inform better processes. MORE
But it’s what HR leaders must do daily—forecast workforce needs, and anticipate new technologies and talent trends that will shape how the organization does business. Chief human resource officers (CHROs) must frequently do some self-assessment as well, determining what part they and the HR function as a whole will play as the company moves forward. 2 to attend his workshop, “Enabling Agility with HRBPs and Workforce Planning,” hosted by Dow Jones. MORE
Is HR more about squishy, feel good moments or the cold, hard metrics behind the madness? I’ve been doing a lot of strategy work as well for the last 16 years in organizational design and development, workforce planning, and executive coaching. MORE
It's one of the great fallacies of small business HR planning : diminishing talent management to its simplest, "paper-pushing" processes in order to flatten management and save money. Find an HR partner that understands your corporate vision and work together to create an actionable workforce plan that ensures both short- and long-term success. 2) Create a Performance Management System You know your business plan cold; you can recite the figures off the top of your head. MORE
Look for a provider that is willing to be innovative to meet your needs and has the ability to ebb and flow with your succession and workforce plan. Proof Points: What metrics can the outplacement provider supply? MORE
Key takeaway : For CHROs to create impact and effectively represent the voice of the employee, they should understand how to synthesize organizational strategy and key priorities, and then convey the big picture to the workforce with clarity and confidence, as well as a defined plan for action. MORE
Technology impacts all of us personally in how we communicate, make purchases, plan travel, find love, discover a great restaurant, or get a ride across town. Recommended Read: Why Connecting Workforce Outcomes to Business Outcomes Matters ]. MORE
Posted by Brian Proctor , Kathryn Charlton , Dana Flynn-Rea and Dave Yerks on October 4, 2017. 1 But, even if you think your contingent workforce program has been up and running efficiently, it’s important to revisit it regularly. Talent & Learning Workforce Analytics MORE
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”. Lyndon Sundmark (2017). MORE
The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce. Aggregating and analyzing siloed data is not easy; it requires an intentional and well-developed data strategy. A plan for how to integrate the data. MORE
Key takeaway : For CHROs to create impact and effectively represent the voice of the employee, they should understand how to synthesize organizational strategy and key priorities, and then convey the big picture to the workforce with clarity and confidence, as well as a defined plan for action. MORE
Nope, it’s not too early – it’s time to start for planning for 2017. To help with that, we just released our annual Global Recruiting Trends 2017 report. If you are looking for “venture bets” for 2017, exploring some of these areas may be a great idea. MORE
Posted by Brian Proctor , Kathryn Charlton , Dana Flynn-Rea and Dave Yerks on October 4, 2017. 1 But, even if you think your contingent workforce program has been up and running efficiently, it’s important to revisit it regularly. MORE
With the rapid acceleration of technology evolution, globalization, and the changing demographics of tomorrow’s workforce, employers must make optimizing their workforce a priority if they want to remain competitive. Workforce Optimization: What is It, Exactly? MORE
The report defines the main HR-management market as core HR, employee collaboration and engagement, recruiting, talent management, workforce planning and analytics. Importantly, they note, high adoption/usage rates will happen only if HR leaders plan properly. MORE
2017 Metrics Wellness Workforce Planning 
Lighthouse
MARCH 7, 2017
In addition, building a need for analytics usage is similar to building the business case for strategic workforce planning. If someone walks in with a “strategic workforce plan” in a binder, drops it on your desk, and forgets about it, then they have failed at their goal.
Visier
JANUARY 12, 2017
Technology impacts all of us personally in how we communicate, make purchases, plan travel, find love, discover a great restaurant, or get a ride across town. Recommended Read: Why Connecting Workforce Outcomes to Business Outcomes Matters ].
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
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. Impact on Business Metrics.
Namely
JUNE 22, 2017
Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. To define this metric you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. The field of human resources is changing.
DATIS
APRIL 27, 2017
Well, it’s a lot easier to drive a go-cart than a semi-truck. Example: To address a Recruiting & Retention problem, an organization would likely want to involve team members from Finance and HR that work in Recruiting, Payroll, Talent Management and Workforce Planning.
AvilarHR
JUNE 20, 2017
With the rapid acceleration of technology evolution, globalization, and the changing demographics of tomorrow’s workforce, employers must make optimizing their workforce a priority if they want to remain competitive. Workforce Optimization: What is It, Exactly?
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i4cp
MARCH 21, 2017
Ford, Intel, Cigna, Ingersoll Rand, and BlueCross BlueShield of Tennessee recognized with i4cp’s Next Practice Awards Five leading organizations were recipients of i4cp's 2017 Next Practice Awards in recognition of their implementation of outstanding innovations and achievement in the advancement of people practices. The winners were announced today at the i4cp 2017 Conference: Next Practices Now , in Scottsdale, Arizona.
WorkHuman
MAY 2, 2017
Is HR more about squishy, feel good moments or the cold, hard metrics behind the madness? I’ve been doing a lot of strategy work as well for the last 16 years in organizational design and development, workforce planning, and executive coaching.
Cornerstone On Demand
FEBRUARY 15, 2017
It's one of the great fallacies of small business HR planning : diminishing talent management to its simplest, "paper-pushing" processes in order to flatten management and save money. Find an HR partner that understands your corporate vision and work together to create an actionable workforce plan that ensures both short- and long-term success. 2) Create a Performance Management System You know your business plan cold; you can recite the figures off the top of your head.
HR Times
AUGUST 3, 2017
Posted by David Fineman on August 3, 2017. Without accurate data, metrics and operational reporting may as well not even exist. Consider how one organization we worked with applied analytics to succession planning. Source: Deloitte Consulting LLP, 2017.
Bersin with Deloitte
OCTOBER 4, 2017
Posted by Brian Proctor , Kathryn Charlton , Dana Flynn-Rea and Dave Yerks on October 4, 2017. 1 But, even if you think your contingent workforce program has been up and running efficiently, it’s important to revisit it regularly.
|
HR Daily Advisor
DECEMBER 14, 2017
As 2017 comes to a close and the talent landscape continues to evolve, Randstad US released its expert analysis on hiring and workplace trends for the next year. Agile and flexible workforce models will expand.
HR Times
OCTOBER 4, 2017
Posted by Brian Proctor , Kathryn Charlton , Dana Flynn-Rea and Dave Yerks on October 4, 2017. 1 But, even if you think your contingent workforce program has been up and running efficiently, it’s important to revisit it regularly. Talent & Learning Workforce Analytics
HR Times
AUGUST 3, 2017
Posted by David Fineman on August 3, 2017. Without accurate data, metrics and operational reporting may as well not even exist. Consider how one organization we worked with applied analytics to succession planning. Source: Deloitte Consulting LLP, 2017.
Careerminds
APRIL 13, 2017
Look for a provider that is willing to be innovative to meet your needs and has the ability to ebb and flow with your succession and workforce plan. Proof Points: What metrics can the outplacement provider supply?
Namely
MAY 4, 2017
With a one-person HR team, administrative duties often take priority over strategic initiatives, like employee experience, workforce planning, or company culture. The HR Data Analyst tracks metrics throughout the talent lifecycle to inform better processes.
i4cp
JULY 20, 2017
The objective of this six-part series is to strengthen and advance core competencies in workforce analytics across all four of i4cp’s exclusive member Exchanges ; practitioner working groups focused on performance management and engagement, executive and leadership development, strategic workforce planning, and workforce analytics.
WhoKnows
DECEMBER 31, 2017
There is a lot of software & cloud based apps for modern workforce, at WhoKnows we have handpicked 68 most popular, widely used & recognized vendors in the market. ADP Workforce Now. Kronos Workforce Ready. Kronos Workforce Central. Performance Tracking Tools.
i4cp
NOVEMBER 19, 2017
But it’s what HR leaders must do daily—forecast workforce needs, and anticipate new technologies and talent trends that will shape how the organization does business. Chief human resource officers (CHROs) must frequently do some self-assessment as well, determining what part they and the HR function as a whole will play as the company moves forward. 2 to attend his workshop, “Enabling Agility with HRBPs and Workforce Planning,” hosted by Dow Jones.
Linkedin Talent Blog
MARCH 30, 2017
The team’s mission is to “support Chevron’s business strategies with better, faster workforce decisions informed by data.” As Head of Talent Analytics at Chevron, RJ sees an industry-wide shift from talent metrics to analytics.
Visier
DECEMBER 29, 2016
As you get ready for 2017, here are some must-reads for Talent Acquisition leaders and practitioners: Thriving In A Data-Driven World. Measure for Measure: The Evolution of Recruiting Metrics. Closing the Loop: Linking Workforce Planning, Analytics, and Hiring.
Linkedin Talent Blog
OCTOBER 3, 2016
Nope, it’s not too early – it’s time to start for planning for 2017. To help with that, we just released our annual Global Recruiting Trends 2017 report. If you are looking for “venture bets” for 2017, exploring some of these areas may be a great idea.
Bersin with Deloitte
FEBRUARY 20, 2019
The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce. Aggregating and analyzing siloed data is not easy; it requires an intentional and well-developed data strategy. A plan for how to integrate the data.
Vemo
APRIL 27, 2018
Several of the energy group members participate in an annual survey that provides valuable industry benchmarking and Vemo looks forward to presenting the 2017 results live at the conference.
Bersin with Deloitte
AUGUST 28, 2019
The growth of the alternative workforce and its shift into the mainstream is a top trend identified in this year’s Global Human Capital Trends report. Engagement: How does engagement correlate with business metrics? Deloitte LLP 2017.
Visier
JUNE 5, 2018
Nurses are nurses because they genuinely want to take care of people,” says Dr. Stacy Sprague, PhD, R Psych, Executive Director, Employee Wellness at Vancouver Coastal Health. This empowers the business to devise a plan to effectively solve workplace issues.
Analytics in HR
AUGUST 12, 2019
Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. You will learn to: Leverage strategic workforce planning to make better decisions. 11: Strategic HR Metrics – AIHR Academy.
Littal Shemer
MAY 14, 2018
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”. Lyndon Sundmark (2017).
Bersin with Deloitte
AUGUST 10, 2018
Key takeaway : For CHROs to create impact and effectively represent the voice of the employee, they should understand how to synthesize organizational strategy and key priorities, and then convey the big picture to the workforce with clarity and confidence, as well as a defined plan for action.
Littal Shemer
MAY 14, 2018
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. Jenny Dearborn and David Swanson (2017).
Linkedin Talent Blog
OCTOBER 28, 2019
But, like much of the tech world, Salesforce has also struggled to achieve diversity in its workforce, which is heavily male (68.2%) and, in the United States, heavily white (63.2%). But a company can’t make that kind of announcement without tracking diversity metrics.
Hacker Earth
MAY 4, 2018
Such proactive hiring requires careful long-term planning in collaboration with the management to understand the organization’s long-term requirements. Doing so aids not just recruitment but helps in predicting and effectively planning the company’s growth chart over a similar period as well. In the absence of such a planned approach to recruiting, companies often find themselves needing to hire at short notice with limited resources, often resulting in poor hires.
HRExecutive
AUGUST 26, 2019
The report defines the main HR-management market as core HR, employee collaboration and engagement, recruiting, talent management, workforce planning and analytics. Importantly, they note, high adoption/usage rates will happen only if HR leaders plan properly.
HR Times
AUGUST 10, 2018
Key takeaway : For CHROs to create impact and effectively represent the voice of the employee, they should understand how to synthesize organizational strategy and key priorities, and then convey the big picture to the workforce with clarity and confidence, as well as a defined plan for action.
G2 Crowd
FEBRUARY 13, 2018
a provider of workforce management solutions, “If your human resource department is overwhelmed or does not have the resources they need to perform their jobs, your entire company suffers. In 2016, Bersin by Deloitte examined the disruptions in HR technology they predicted for 2017.
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