Beyond HR KPIs: Strategic Metrics for Organizational Development

Analytics in HR

In this article, we will look beyond the scope of traditional HR KPIs. We will show that financial KPIs are not the end-goal – rather HR should step up its game and report on the leading indicators of organizational effectiveness. Let’s take a look at the reasons: Silo HR.

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. When you shift to this “WOW the CEO” metric model, you need to begin using business impacts as the key selection criteria for determining which metrics to report to senior executives.

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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. So, if your metrics don’t directly and unambiguously cover strategic goals like increasing revenue, productivity, or innovation, they simply won’t drive executives to act.

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. When you shift to this “WOW the CEO” metric model, you need to begin using business impacts as the key selection criteria for determining which metrics to report to senior executives.

5 HR Analyst Job Descriptions – A Brief Analysis

Analytics in HR

There’s a lot of talk about the role of the HR analyst so I thought it would be fun to compare some of the job descriptions out there. I randomly selected 5 HR analyst job openings on LinkedIn and, after removing the company-specific information, posted them below. What I really wanted to know what these requirements are for the HR analyst. In addition, most functions are for juniors. ERG: HR Analyst. Assist in rollout and implementation of HR programs.

The HR Analytics Rocking Horse: Lots of Action, Little Progress

TLNT: The Business of HR

As we head full-on into the second month of 2017, a friend sent me the link to a survey analysis that is extremely eye-opening. Still Under Construction: The State of HR Analytics 2016 , conducted and published by the New Talent Management Network , has some compelling data about how HR functions are deploying higher level analytics and how successful they are in deriving actionable insights. HR Insights Strategic HR Talent Management analytics Featured metrics

Developing a Talent Analytics Function: Build, Buy, or Borrow

Lighthouse

In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. One key element to making the run at talent analytics stick within the organization is to adopt a more evidence-based approach to HR. With that in mind, let’s look at our three avenues for creating a powerful people analytics function: build, buy, or borrow.

7 Metrics That the Most Data-Savvy Recruiting Teams Are Tracking

Linkedin Talent Blog

This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill. Here are seven areas where meticulous measurement and data analysis has made a significant difference for some well-known brands. So their recruiting function went to work with the CFO’s office and began calculating the revenue loss.

Strategically Managing Manufacturing Skills Gaps With Learning Analytics

Visier

If you work in HR for the manufacturing sector, you may be wondering if your company should be following suit: By 2025, over 2 million manufacturing jobs could go unfilled. This kind of strategic planning can’t be accomplished with isolated metrics like learning completions or learner satisfaction scores. Instead, it requires a rich analysis of data from within and outside of the learning function, combined with a razor sharp focus on business goals and an eye towards the future.

Steal this People Analytics Leader Job Description!

Visier

You need the right People Analytics Leader in order to build an effective and strategic people analytics function. It could be Human Resources, Information Technology, HRIT, HR Operations, Talent Management, and even Organization Development–but ideally, in order to produce the most value to the business, they should report to a C-level position. He worked with Experian’s HR leadership team and business leaders to promote the use of data to support workforce decision-making.

4 Foundations of Data-Driven HR

Analytics in HR

Each year, we survey hundreds of HR and business professionals and publish an HR Trends Report. In the survey, we ask questions about the state of metrics and analytics within HR departments. In 2018, HR metrics & analytics was deemed the least effective area of HR (out of 23 different areas which include headache topics like change management and workforce planning). The Foundations of Data-Driven HR. HR Analytics

Analytics Must Be HR’s Top Priority To Be Strategic

Visier

What could be more important than realizing that the world of HR is on the edge of a dramatic shift that will literally change the entire focus of HR? Unfortunately, HR leaders are frequently so busy that most haven’t found the time to realize that “The War For The Future of HR” is already over, and “data analytics” has won! The Business World Has Changed and HR Can’t Afford to Lag Behind. And that approach served HR executives well.

10 Benefits of Using Big Data in Human Resources

CakeHR

Furthermore there are a number of key trends developing for HR big data all of which can be leveraged for maximum impact. . This streamlining effect helps HR to reduce the time taken on what can be a hugely time consuming task. . Employee engagement is always a hot topic in HR.

It’s Time For HR to Be Bold with Analytics

Visier

In this post that originally appeared on the CIPD blog , Olly Britnell — Experian’s head of global workforce analytics — shares 6 practical approaches for how HR can make a real impact on business outcomes with analytics, get engagement from senior executives and people leaders, and build the right foundation for success. . But for me this ‘super trend’ is still very much evolving – at best – in most organisations, with many HR functions still swimming in the slow lane.

HR Analytics – The “GPS” of True HR Transformation

Visier

Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. In fact, it is so often-used some regard it as almost a form of HR “smart talk” – something that many talk about, but few really understand how to do. Given the frequency of use of both, it is critical to understand what HR transformation really is and the role workforce analytics plays in effective HR transformation. What is HR Transformation?

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. Traditionally, HR analytics teams are seen as report-generators. It leads to reactive HR strategies instead of proactive analysis. Why Are HR Analysts So Busy?

People Analytics Lessons for Financial Services Leaders

Visier - Talent Acquisition

And does this variability influence the relative pace of HR’s adoption of people analytics across industries? If HR can deliver competitive advantage through data-driven talent management, bring it on!

How to make effective HR decisions with HR Analytics

MiHCM

In contrary to all misinterpreted ways of sourcing and selling consumer-driven data, utilizing HR analytics to make confident workforce decisions has been a profound Human Resources best practice for ages. In this post, we will preview how can HR influence HR analytics to achieve organizational goals? demographics, geographical locations, recruitment processes, and other metrics contained within Human Capital Management (HCM) solutions.

How ‘smart automation’ can boost HR to world-class levels

HRExecutive

A “smart-automation” approach can give a typical HR organization a measurable lift when it comes to improving customer experience and efficiency, according to new research from the Hackett Group. The Hackett Group’s new Digital World Class analysis found that those typical HR organizations can reduce costs by 17% and operate with 26% fewer staff hours—while also improving effectiveness and internal customer experience. RELATED: 8 skills HR business partners need for success.

HR Process Automation: Current State and a Glance into the Future

Analytics in HR

The definition from Brittanica states: “Robot , any automatically operated machine that replaces human effort, though it may not resemble human beings in appearance or perform functions in a humanlike manner.”. Automation in HR – 3 examples. The future of HR automation.

Getting Started with People Analytics

Namely

After reading the barrage of exciting developments in analytics within HR, it's easy to downplay our own company’s opportunity within the space. This can be one of the more misleading assumptions in the modern HR function. if you’re going to analyze turnover data, you clean up that data to prepare for analysis). Adopting an internal strategy for People Analytics marks a key milestone in the evolution of HR. pay equity, attrition driver analysis, etc.).

Predictive Analytics in HR: The Game Changer

CakeHR

Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ let’s take it back to HR analytics…. HR analytics. Simply put, HR analytics is the data-driven approach to strategic planning by the Human Resources function. Predictive Analytics in HR.

How Technology is Transforming Human Resource Management

Possible Works

HR technology has transformed the most fundamental practices of the HR industry. HR Tech is nothing but the application of emerging technologies like AI (Artificial Intelligence), RPA (Robotic Process Automation) and ML (Machine Learning) to key HR processes. .

Why HR Must Use People Analytics In Decision Making. How Can It Actually Help Them In Better Decision Making

Keka HR Blog

HR of yesteryears was dependent on instinct and intuition but today modern HR specialists see the benefits of using people analytics in making better decisions. Infact analytics have given HR the much needed facelift from being regarded as soft and old fashioned.

Data 52

It’s Time For HR to Be Bold with Analytics

Visier

In this post that originally appeared on the CIPD blog , Olly Britnell — Experian’s head of global workforce analytics — shares 6 practical approaches for how HR can make a real impact on business outcomes with analytics, get engagement from senior executives and people leaders, and build the right foundation for success. . But for me this ‘super trend’ is still very much evolving – at best – in most organisations, with many HR functions still swimming in the slow lane.

The HR Value Chain: An Essential tool for Adding Value to HR

Analytics in HR

The question “What value does HR add to an organization?” In this article, I will discuss the HR value chain. Not only helps this tool to show the added value of HR, it also constitutes an excellent framework for people analytics. In fact, it helps analyze how HR contributes to business outcomes. The HR value chain in research. The HR value chain is a tool that shows how HR adds value to organizational goals. The HR value chain solves this problem.

Tools 72

This is What Talent Management Will Look Like By The Year 2018 — Are You Ready?

Visier

This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. And the demands placed on the talent management function today are greater than ever before: 93 percent of CEOs say “they recognize the need to make a change, or are already changing, their strategy for attracting and retaining talent,” according to PwC’s 17th Annual Global CEO Survey.

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

Visier

The race to adopt people analytics is heating up: according to the Bersin by Deloitte HR Technology Disruptions for 2018 report , “people analytics is now a must-have discipline within HR and business.”. But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. The goal was to better enable HR and business leaders to make talent decisions that would have an impact on the business.

The Optimal Technical HR Stack

China Gorman

Determining the optimal technical HR stack is big. It’s big and expensive and can make or break an HR leader’s career. I don’t assume that the majority of HR professionals know what this is, so here’s what Wikipedia says: “A technology stack comprises the layers of components or services that are used to provide a software solution or application. The report delves into thirteen major areas of HR Technology and reveals 8 separate metrics in each area.

The HR Analytics Management Cycle

Analytics in HR

I started my research into HR analytics over a year ago. After a careful review of the growing – but limited – existing literature on HR analytics, I bumped into a substantial lack of clarity across HR and management scholarship, and by so-called HR analytics experts in the industry. So against this backdrop, I set out to interview nearly 30 participants, mostly Heads of HR Analytics Functions, HR Managers, and HR Analytics professionals.

The HR Leadership Revolution — Will You Thrive?

Visier

More than ever before, the business world needs strong HR leaders. A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills. Why The Talent Function is Under Pressure to Perform.

CHRO 316

HR’s Critical Role: Connecting Talent Management to Business Outcomes

Visier

When it comes to talent management, there’s a paradox that continues to confound HR leaders. For a long time, HR departments have been called on to become more strategic—less fixated on matters that only concern HR, and more focused on matters that concern the entire business. At the same time, talent management—a bedrock component of the HR function—is by definition a strategic pursuit. HR Leadership business outcomes HR leadership advice talent management

Pivoting Toward High-Impact Business HR

HR Times

The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model.

Visit us at #HRTechConf

Compensation Today

Long gone are the days of HR being seen as a department of corporate cops. These days, HR is at the core of their businesses, reinventing the entire employee experience, and it’s enabled by some of the most forward thinking technology in business right now. It’s why thousands of people are headed to Chicago to explore the potential enabled by new HR Technologies at #HRTechConf. Some big topics are on the slate for HR Tech this year.

Pivoting Toward High-Impact Business HR

HR Times

The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model.