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Top Skills of High Performing HR Data Scientists

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The support of the CHRO and other key leaders can go a long way in ensuring organization-wide interest in people analytics, but you will need other enablers to evangelize adoption. Many roles contribute to successful people analytics enablement.

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

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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.

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6 Steps for Ethically Sound People Analytics

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Dirk Petersen of Insight222 shares his sage advice on data ethics and how people analytics teams can successfully build up this capability. In late July 2017, a Who’s Who of Silicon Valley people analytics leaders came together at Intel.

How To Take Action On Employee Feedback Using The Agile Method

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Agile software development was created as a way to meet the rapidly changing and complex demands of customers. Agile HR is gaining momentum as a way to meet the rapidly changing and complex demands of today’s workforce.

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It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

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At this year’s Visier Outsmart (our annual user conference), we were fortunate to have two notable industry thought leaders take part: Tom Davenport, Big Data luminary and pioneer of the concept of “competing on analytics,” and Dr. John Sullivan, internationally renowned HR thought leader (and guest writer on the Visier blog ).

Impress Your CEO With These Strategic Business Impact Recruiting Metrics

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In my companion article entitled “ Influence Your CEO With WOW And OW! Talent Data ” I explained how you can impress your CEO by converting your Talent Acquisition results into dollars. It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics.

How To Reduce Employee Turnover with Workforce Analytics

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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. However, knowing your turnover rate does little to support strategic business plans.

Secure the Right HR Business Partner Manager for the Future

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Last week, I shared the job description for the People Analytics Leader (you can download the job description template for your use here). This week, I do the same for the strategic and data-driven HR Business Partner Manager ( template available here ).

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The Six Skills for People Analytics Success

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Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work.

The Rise of the People Strategy Platform

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“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it.

Cybersecurity Talent Shortage: Why HR Needs to Map Unconventional Career Paths

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“Have you ever considered a career in hacking?”. This may be an unusual way to start a career coaching conversation in most workplaces, but it’s an important question to ask employees from non-technical fields–and women in particular.

Seven People Analytics Responsibilities of the Future CHRO

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In previous weeks, I shared job descriptions for the Leader of the People Analytics function and the HR Business Partner Manager of the future. As promised here is the people analytics-focused responsibilities for the CHRO role.

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3 Things We Learned from The Age of People Analytics Report

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The role of people analytics in any successful organization should not be underestimated. As the Principal of Research and Customer Value at Visier, I understand the importance of using data to drive business strategy and inform decisions.

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How to Improve Recruiter Efficiency By Slaying Dirty Data Issues

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As unemployment rates continue to drop and the competition for talent in key roles heats up, talent acquisition leaders have little choice but to work smarter. Recruitment’s impact ripples out across the employee lifecycle.

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Make HR Analytics a Priority, But See the Bigger Picture

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Making HR analytics a leadership priority is not just about encouraging HR to present the latest analytics innovations, but rather a true partnership to drive pivotal decisions.

HR Future-Proofing vs. Firefighting: 5 Strategic Workforce Planning Tips

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HR leaders are often perceived by line managers and senior executives to deliver the most value when they are firefighting (a.k.a. dowsing “talent fires”). Quick HR fixes, like filling a vacancy with a pricey new hire or instantly meeting demands for pay raises, may lead to near-term wins.

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

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Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. As a tech company, we experience first hand the challenges faced by HR and business leaders in the hyper-competitive tech talent market.

7 Skills HR Technologists Will Need in the Next Eight Years

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It takes the right mix of People, Process, and Technology to make today’s organization function successfully. This has been true as long as the workplace has existed, but what has changed is how fast technology is disrupting the way we live and work.

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Measure Quality of Hire With These Three Critical Factors

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Editor’s note: This popular article has been updated to include new research and data. According to LinkedIn’s 2018 Global Recruiting Trends report , 56% of recruiters use talent acquisition data to increase employee retention. .

How To Reduce Employee Turnover with Workforce Analytics

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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. However, knowing your turnover rate does little to support strategic business plans.

How to Create a More Transgender Inclusive Workplace

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Brooke Brimo is an Honours Political Science student at McGill University. In her Feminist and Social Justice Studies class, she researched discrimination against transgender people in American workplaces. She was inspired by the story of Ginger Chien, a transgender device architect at AT&T.

Think You Know Your Total Cost of Workforce? Think Again.

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Do you have a detailed and accurate understanding of your total cost of workforce (TCOW)? If your organization is anything like most large businesses, the answer is no. Organizations are usually pushed to review their TCOW only when facing upheavals, crisis, or simply a pivot in the sector.

Employee Turnover is Highest in January: How to Keep Critical Employees from Leaving

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This is the time of year when employers need to be proactive with their employee retention strategies. Recent data from Glassdoor specifically calls out January as the month when more employees are likely to leave.

Why HR Needs Mid-Level Analytics Projects

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The most exciting stories of people analytics involve big data yielding surprising findings that deliver an enterprise-wide impact. The least exciting stories involve essential, but basic metrics such as dashboards with accurate turnover data.

Steal this People Analytics Leader Job Description!

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You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business.

HR from the Outside In: Learnings from Dave Ulrich, Father of Modern HR

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Earlier this month we were fortunate to host an interactive HR Leadership workshop for Visier customers, led by father of modern HR and leading business consultant Dave Ulrich.

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

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“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? What should you be aware of before committing to one path or the other?

Deloitte Research: How Successful Organizations Use People Analytics to Drive Decision-Making

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Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems.

The Rise of the People Strategy Platform

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“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it.

Top 5 HR Analytics Articles: Fall 2016 Edition

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At the recent HR Technology Conference , sessions on data-driven HR were standing room only.

How to Choose Employee Engagement Survey Questions That Get Actionable Results

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Employee engagement surveys are often the first tool HR leaders use to start creating a data-driven strategy for their company. However, when it comes to deciding what questions to ask in your survey, all is not created equal.

Why HR Must Use People Analytics for Strategic Decisions

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Today’s HR landscape is more complex than ever before: globalization is taking the competition for talent worldwide, four generations are in the workplace at the same time , and contract workers account for at least one-third of the workforce.

Data Journalism for HR: The Beginner’s Guide

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For the average person, data without a narrative is like a trip into the wilderness without a compass: overwhelming and disorienting. But when the facts are tied together by a good story , an otherwise intimidating journey turns into an enriching experience.

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Closing the Loop: Linking Workforce Planning, Analytics, and Hiring

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We often talk about the employee lifecycle , the “recruit to retire” journey of an individual through multiple human capital processes. But the employee lifecycle really is a finite process.

4 Data-Driven Steps to Increase Headcount on a Budget

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Preparing to increase headcount at a large organization is like comparing the cost of bread at different supermarkets: At your regular neighborhood store, a loaf might cost $2.28, but at a high-end store, a loaf might cost $3.98.

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Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

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50 years ago, large organizations could not measure “good” or “bad” when it came to their own workforce trends. It was difficult to tell, for example, whether a surge in employee turnover was something that required action.

3 Rules for Building Stakeholder Trust in Your HR Data

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For years, many companies have relied largely on intuition and easily-captured metrics when it comes to People Analytics.

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Key Takeaways from Visier’s Women in Leadership Event

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Recently I was privileged to host Visier’s inaugural Women in Leadership event in Charlotte, NC. Our aim was to have our attendees–all women leaders and aspiring leaders–leave the event feeling uplifted, inspired, and armed with key takeaways they could apply to their own lives right away.

Deliver Business Impact: Nine Dimensions for People Analytics Excellence

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Over the last few years as I’ve met HR executives, leaders and practitioners who want to learn more about people analytics, I have concluded that I nearly always get asked these three questions: How can I improve my impact? How can I create more value? What should I focus on? Clearly, the answers vary depending upon the situation, level of experience of the person, business challenges, and industry.

Ageism in Tech: A Septuagenarian Speaks Out

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As a 72-year old Tech sector employee, I am a rare breed. And, even though I am past the average age of retirement , I love my work and am particularly sensitive to the idea that someone could lose the opportunity to work, simply because of their age. The Tech Sage Age.