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People Analytics and HR-Tech Reading List

Littal Shemer

A dispersed workforce, greater transparency, social change, generational shift, and value chain disruptions are driving new behaviors and expectations from the workplace. There are too many professional books one can read in a lifespan. This list of People Analytics and HR-Tech books is not exceptional. First published: May 14th, 2018.

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7 Retail HR Challenges of 2022 and How to Overcome Them

Analytics in HR

Scheduling and workforce planning 4. Building a diverse and inclusive workplace. A survey by Zipline found that a staggering 42% of retail associates are either considering or planning to leave the industry. Let’s explore some of the most prevalent retail HR challenges today and how to overcome them.

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What is Internal Mobility?

Paddle HR

According to the latest Conference Board Annual Survey , attracting and retaining talent consistently ranks as the number-one internal stressor for CEOs and other C-Suite executives globally. PwC’s 2017 CEO survey states that chief executives view the unavailability of talent and skills as the biggest threat to their business.

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3 Emerging Work Models: How HR Can Prepare

Analytics in HR

Digital transformation was influencing ways of working long before the pandemic, but lockdowns and the shift to remote working accelerated these changes in significant ways. Market uncertainties impacting the way we work. But COVID-19 had a far more momentous impact than showing hybrid work is a real possibility. Trend 1: Triple peak days.

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The Secret to Employee Retention Is Employee Engagement

Workday

By considering the full extent of each employee’s experience—from the quality of their onboarding, to the hours they’re expected to work, to the diversity of their team—we now understand that retention is influenced by the full extent of an employee’s experience in the workplace. In 2021, an estimated 47.4 million in 2019.

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Dominique Rodriguez-Sawyer of FARE: “Dealing with the unknown”

Thrive Global

Send out pulse surveys for feedback. My primary areas of focus are employee relations, workforce planning and recruitment, regulatory compliance, as well as facilitating training programs that improve organizational excellence and nurture the aptitudes of high performers. Give them a voice as buy-in matter.

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Cornelia Gamlem On How We Need To Adjust To The Future Of Work

Thrive Global

To this day, I don’t make assumptions about people because they are a member of a group or community, but rather recognize and appreciate their individual uniqueness and diversity. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? Change was happening at a fast pace before 2020.