INDUSTRY INSIGHTS YOUR PEERS ARE READING
Workforce planning and HR analytics. Analysis of the current formation of the workforce. Anticipate the future: Leverage scenario analysis to plot potential futures. Analysis of the future formation of the workforce. Workforce planning and HR analytics. MORE
Many sports have for several years been working quite intense with numbers, data and analysis in order to make the best decisions and to prove (or disprove) common myths in sports. I would like for Workforce Analytics to come up with the answer to that. MORE
And while absolute certainty is never possible, predictive analytics can help organizations look at past workforce behavior to determine what is most likely to happen and plan accordingly. Here are three common myths to look out for: Myth: Predictive Analytics Will Replace Human Intervention. MORE
Good analytics stories should always start with an important business issue. An important enabler of this transformation was a type of learning intervention called peer coaching. They only needed to decide whether or not to continue the peer coaching program. MORE
Finance needs to provide insight and perspective through techniques like scenario planning and sensitivity analysis rather than simply rooting our view of the future in what happened in the past. Part 2 in a series. The finance function’s resiliency has been tested in recent years. MORE
In releasing a paper with a number of recommendations to help incoming federal leaders , they cited the potential for outcomes-based goals, performance-focused data/analytics and data-informed discussions to empower a more effective, impactful government. Feedback and coaching. MORE
So you may have a “manager” who directs the team and makes sure things get done on time, but your pay, promotion, development, and coaching might come from someone else. Thus there should be a continuous focus on the coaching, development, and careful selection of managers. MORE
In my last post I argued that the CIPD has got things wrong in arguing for the focus on analytics in their new framework. Well I disagreed with this top-level focus, and I disagree with the detail in their new research report, ‘ Talent analytics and big data - the challenge for HR ’ as well. MORE
This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Prerequisites for Mobile Recruiting Analysis. MORE
Erik van Vulpen – HR Analytics Expert and Writer. Erik is a well-known writer and an entertaining speaker on HR analytics. He is the Co-Founder of AnalyticsinHR.com , the largest People Analytics community in the world. As a Co-Founder and Partner of People Conscience, he also provides mentorship and coaching to start-ups and entrepreneurs. Her specialties include People Analytics, Workforce Analytics, Value analysis and HR Tech. MORE
I attended an HR analytics conference in 2014, and was very impressed by the HR analytics work done in excel by Elouise Leonard-Cross, then of Home Group, in the North-East of England. Driving HR analytics value in 1 week. Wednesday: The existing analytics landscape. MORE
Here are four scary employee engagement situations to avoid, along with handy survey analysis tips that can help you foster a motivated and committed workforce: Scary Situation #1: Your Employees Are “Engaged”… in Planning Their Next Vacation. MORE
This year it's focused on the role HR plays in combining left and right brain thinking to create balance in the force, sorry talent pool, ensuring creativity and an entrepreneurial spirit are grounded with analysis, logic and planning. MORE
Other areas of the business have used analytical prognoses as a tool to drive desired results for a while. Acquiring predictive analytical skills can help HR become an initiator for building and utilizing highly engaged employees. Fact-based predictive analytics moves HR professionals from giving basic, often subjective advice to providing individual prescriptive insight to increase employee performance and reduce turnover. MORE
5 Steps to Improve Talent Acquisition Through Better Data Analysis. However, with a simple 5-step approach utilizing data-driven analysis applications , a blueprint or plan for improved talent acquisition is attainable. The Blueprint. MORE
Many sports have for several years been working quite intense with numbers, data and analysis in order to make the best decisions and to prove (or disprove) common myths in sports. I would like for Workforce Analytics to come up with the answer to that. MORE
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. MORE
Now, let’s dive into what you can expect in HR tech in 2017: People data collection turns to predictive analytics. Applying people analytics in HR isn’t a new strategy, but look for HR leaders to take it to a new level this year by incorporating predictive analytics into the equation. MORE
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. The CHRO’s Role in Ensuring People Analytics Success. MORE
All the activities that we will discuss in the performance cycle model are aimed at setting goals and coaching the employee to reach or even overreach , these goals. Employee Experience HR Analytics performance management performance management cycle performance management process MORE
Here are four scary employee engagement situations to avoid, along with handy survey analysis tips that can help you foster a motivated and committed workforce: Scary Situation #1: Your Employees Are “Engaged”… in Planning Their Next Vacation. MORE
The recently released report from the ROI Institute and the Institute for Corporate Productivity (i4cp), Four Ways to Advance Your People Analytics , examines workforce analytics advances, trends, barriers, and more. I love how analytical acumen is proliferating across HR. MORE
How Can Organizational Network Analysis Help? Yet how we measure this impact and coach managers to improve team-level interactions hasn’t evolved very much in the past 10 years. Example of a network analysis for detecting manager proximity. Analytics News & Blogs MORE
Speech Analytics is Key to Voice Efficiency. For businesses that aim to improve their use of voice as a customer interaction channel, speech analytics remains a key enabler. Building Blocks of Speech Analytics. Are you currently using speech analytics? MORE
Use of data and analytics impacts almost every area of business today. Most of the discussion of analytics is focused on the positives—that is, the huge potential for using data and analytics to make better decisions, improve efficiency, make better products, etc. Like most things in life though, there are the possibilities of downsides, of unintended consequences or side effects of using more data and analytics in business. MORE
In releasing a paper with a number of recommendations to help incoming federal leaders , they cited the potential for outcomes-based goals, performance-focused data/analytics and data-informed discussions to empower a more effective, impactful government. ” “Who is analyzing the data, who gets the analysis and what are we learning?” Through online, automated performance management and analytics, agencies easily identify who the best performers are. MORE
Analytics tools provide the opportunity for organizations to dive deeper into data than ever before. But HR analytics is relatively new territory for many companies, some of whom may be wondering whether the benefits are worth the cost. To gain a better understanding of the present state of HR data analytics, let’s examine some trends. The purpose of HR analytics is to transform data into actionable insights, but that also presents a challenge. People Analytics MORE
So you may have a “manager” who directs the team and makes sure things get done on time, but your pay, promotion, development, and coaching might come from someone else. Thus there should be a continuous focus on the coaching, development, and careful selection of managers. MORE
Now we are focusing on bringing the intelligent enterprise to HR by applying intelligent technologies such as artificial intelligence (AI), machine learning (ML), natural language processing (NLP), the Internet of Things (IoT), and analytics. MORE
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. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. MORE
In the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy , researchers found that: Although most large enterprises collect a variety of workforce data, many CEOs currently are not using human capital metrics or analysis to make strategic business decisions. As such, it is more important than ever that the CHRO play an active role in selecting, enabling, and modeling usage of people analytics. MORE
People analytics is now the emerging currency for business growth. Considering now the big role data is playing as the heart of the machine learning age, how can HRs optimize people analytics? Disrupt talent analytics. Strategic analysis requires more than data acquisition. MORE
Minding the intersection between man and machine – at the nexus of workplace automation – is people analytics , which provides insights to catalyze workplace automation initiatives and associated workforce transitions. People analytics evolved from Workforce Analytics, which focused on repetitive work production in business process outsourcing and call centers. Advanced people analytics measures and analyzes the digital output generated by individual and work group activity. MORE
While the science behind Organizational Network Analytics (ONA) pioneered by the likes of Karen Stephenson and Rob Cross is well established, tried and tested, the ability to scale these insights has always been a major hurdle to these powerful data points going mainstream. MORE
New hires in Google’s people analytics department began receiving a laptop sticker with that slogan a few years ago, when the group probably felt it needed to defend its work. More than 70% of companies now say they consider people analytics to be a high priority. MORE
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. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. MORE
Visier
AUGUST 10, 2018
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. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success.
Visier
JULY 31, 2018
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. The CHRO’s Role in Ensuring People Analytics Success.
Visier
SEPTEMBER 15, 2016
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. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success.
Reflektive
OCTOBER 4, 2018
Analytics tools provide the opportunity for organizations to dive deeper into data than ever before. But HR analytics is relatively new territory for many companies, some of whom may be wondering whether the benefits are worth the cost. To gain a better understanding of the present state of HR data analytics, let’s examine some trends. The purpose of HR analytics is to transform data into actionable insights, but that also presents a challenge. People Analytics
Acendre
NOVEMBER 8, 2018
5 Steps to Improve Talent Acquisition Through Better Data Analysis. However, with a simple 5-step approach utilizing data-driven analysis applications , a blueprint or plan for improved talent acquisition is attainable. The Blueprint.
Visier
OCTOBER 29, 2015
Here are four scary employee engagement situations to avoid, along with handy survey analysis tips that can help you foster a motivated and committed workforce: Scary Situation #1: Your Employees Are “Engaged”… in Planning Their Next Vacation.
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Visier
OCTOBER 29, 2015
Here are four scary employee engagement situations to avoid, along with handy survey analysis tips that can help you foster a motivated and committed workforce: Scary Situation #1: Your Employees Are “Engaged”… in Planning Their Next Vacation.
Visier
MARCH 27, 2018
Good analytics stories should always start with an important business issue. An important enabler of this transformation was a type of learning intervention called peer coaching. They only needed to decide whether or not to continue the peer coaching program.
HR Digest
JULY 17, 2019
People analytics is now the emerging currency for business growth. Considering now the big role data is playing as the heart of the machine learning age, how can HRs optimize people analytics? Disrupt talent analytics. Strategic analysis requires more than data acquisition.
Analytics in HR
JANUARY 23, 2019
In the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy , researchers found that: Although most large enterprises collect a variety of workforce data, many CEOs currently are not using human capital metrics or analysis to make strategic business decisions. As such, it is more important than ever that the CHRO play an active role in selecting, enabling, and modeling usage of people analytics.
Visier
FEBRUARY 13, 2015
And while absolute certainty is never possible, predictive analytics can help organizations look at past workforce behavior to determine what is most likely to happen and plan accordingly. Here are three common myths to look out for: Myth: Predictive Analytics Will Replace Human Intervention.
|
ExactHire HR Trends
APRIL 28, 2016
This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Prerequisites for Mobile Recruiting Analysis.
SuccessFactors
JULY 24, 2017
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.
Analytics in HR
OCTOBER 24, 2018
New hires in Google’s people analytics department began receiving a laptop sticker with that slogan a few years ago, when the group probably felt it needed to defend its work. More than 70% of companies now say they consider people analytics to be a high priority.
i4cp
OCTOBER 11, 2018
The recently released report from the ROI Institute and the Institute for Corporate Productivity (i4cp), Four Ways to Advance Your People Analytics , examines workforce analytics advances, trends, barriers, and more. I love how analytical acumen is proliferating across HR.
Aberdeen HCM Essentials
OCTOBER 31, 2018
Minding the intersection between man and machine – at the nexus of workplace automation – is people analytics , which provides insights to catalyze workplace automation initiatives and associated workforce transitions. People analytics evolved from Workforce Analytics, which focused on repetitive work production in business process outsourcing and call centers. Advanced people analytics measures and analyzes the digital output generated by individual and work group activity.
Aberdeen HCM Essentials
MARCH 22, 2019
Speech Analytics is Key to Voice Efficiency. For businesses that aim to improve their use of voice as a customer interaction channel, speech analytics remains a key enabler. Building Blocks of Speech Analytics. Are you currently using speech analytics?
All about Human Capital
SEPTEMBER 9, 2014
Many sports have for several years been working quite intense with numbers, data and analysis in order to make the best decisions and to prove (or disprove) common myths in sports. I would like for Workforce Analytics to come up with the answer to that.
Acendre
NOVEMBER 1, 2016
In releasing a paper with a number of recommendations to help incoming federal leaders , they cited the potential for outcomes-based goals, performance-focused data/analytics and data-informed discussions to empower a more effective, impactful government. Feedback and coaching.
Strategic HCM
MARCH 10, 2016
This year it's focused on the role HR plays in combining left and right brain thinking to create balance in the force, sorry talent pool, ensuring creativity and an entrepreneurial spirit are grounded with analysis, logic and planning.
All about Human Capital
SEPTEMBER 9, 2014
Many sports have for several years been working quite intense with numbers, data and analysis in order to make the best decisions and to prove (or disprove) common myths in sports. I would like for Workforce Analytics to come up with the answer to that.
i4cp
MAY 3, 2018
Use of data and analytics impacts almost every area of business today. Most of the discussion of analytics is focused on the positives—that is, the huge potential for using data and analytics to make better decisions, improve efficiency, make better products, etc. Like most things in life though, there are the possibilities of downsides, of unintended consequences or side effects of using more data and analytics in business.
Strategic HCM
NOVEMBER 25, 2013
In my last post I argued that the CIPD has got things wrong in arguing for the focus on analytics in their new framework. Well I disagreed with this top-level focus, and I disagree with the detail in their new research report, ‘ Talent analytics and big data - the challenge for HR ’ as well.
Analytics in HR
AUGUST 15, 2019
How Can Organizational Network Analysis Help? Yet how we measure this impact and coach managers to improve team-level interactions hasn’t evolved very much in the past 10 years. Example of a network analysis for detecting manager proximity. Analytics News & Blogs
MapHR
JULY 16, 2018
While the science behind Organizational Network Analytics (ONA) pioneered by the likes of Karen Stephenson and Rob Cross is well established, tried and tested, the ability to scale these insights has always been a major hurdle to these powerful data points going mainstream.
TalentCulture
MAY 29, 2017
Now, let’s dive into what you can expect in HR tech in 2017: People data collection turns to predictive analytics. Applying people analytics in HR isn’t a new strategy, but look for HR leaders to take it to a new level this year by incorporating predictive analytics into the equation.
Acendre
NOVEMBER 1, 2016
In releasing a paper with a number of recommendations to help incoming federal leaders , they cited the potential for outcomes-based goals, performance-focused data/analytics and data-informed discussions to empower a more effective, impactful government. ” “Who is analyzing the data, who gets the analysis and what are we learning?” Through online, automated performance management and analytics, agencies easily identify who the best performers are.
InforHCM
JUNE 15, 2017
Other areas of the business have used analytical prognoses as a tool to drive desired results for a while. Acquiring predictive analytical skills can help HR become an initiator for building and utilizing highly engaged employees. Fact-based predictive analytics moves HR professionals from giving basic, often subjective advice to providing individual prescriptive insight to increase employee performance and reduce turnover.
Digital HR Tech
AUGUST 5, 2019
All the activities that we will discuss in the performance cycle model are aimed at setting goals and coaching the employee to reach or even overreach , these goals. Employee Experience HR Analytics performance management performance management cycle performance management process
Analytics in HR
MARCH 18, 2019
Workforce planning and HR analytics. Analysis of the current formation of the workforce. Anticipate the future: Leverage scenario analysis to plot potential futures. Analysis of the future formation of the workforce. Workforce planning and HR analytics.
Digital HR Tech
FEBRUARY 19, 2018
Erik van Vulpen – HR Analytics Expert and Writer. Erik is a well-known writer and an entertaining speaker on HR analytics. He is the Co-Founder of AnalyticsinHR.com , the largest People Analytics community in the world. As a Co-Founder and Partner of People Conscience, he also provides mentorship and coaching to start-ups and entrepreneurs. Her specialties include People Analytics, Workforce Analytics, Value analysis and HR Tech.
SuccessFactors
JANUARY 21, 2019
Now we are focusing on bringing the intelligent enterprise to HR by applying intelligent technologies such as artificial intelligence (AI), machine learning (ML), natural language processing (NLP), the Internet of Things (IoT), and analytics.
Bersin with Deloitte
DECEMBER 18, 2017
So you may have a “manager” who directs the team and makes sure things get done on time, but your pay, promotion, development, and coaching might come from someone else. Thus there should be a continuous focus on the coaching, development, and careful selection of managers.
SAP Innovation
DECEMBER 14, 2015
Finance needs to provide insight and perspective through techniques like scenario planning and sensitivity analysis rather than simply rooting our view of the future in what happened in the past. Part 2 in a series. The finance function’s resiliency has been tested in recent years.
HR Times
DECEMBER 18, 2017
So you may have a “manager” who directs the team and makes sure things get done on time, but your pay, promotion, development, and coaching might come from someone else. Thus there should be a continuous focus on the coaching, development, and careful selection of managers.
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