Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The Eight Step Model for Purposeful Analytics. In essence, know why you are undertaking the specific analytics exercise. MORE
While 77% of all organizations believe people analytics is important, only 32% feel ready or somewhat ready for analytics, according to Deloitte’s Global Human Capital Trends 2016 report. So how can practitioners take advantage of analytics’ potential? MORE
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. While it may sound simple, many HR analytics teams are inundated with requests for reports and cannot keep up with demand. MORE
Here’s how to use those four elements to help tell your analytics story. By doing this, you’ll wrap up your analytics story and leave your audience feeling confident on your course of action and strategy for the future. Workforce Intelligence 101 workforce analytics MORE
Embedded analytics—defined by Gartner as analytic capabilities that are “ easily accessible from inside the application, without forcing users to switch between systems ”—are one tactic that has been heralded as an effective approach for facilitating data-driven decisions. MORE
However, while more and more HR leaders are spearheading the adoption of workforce intelligence at their organizations, they also have this critical question in mind: Once we have an HR analytics function and solution in place, how do we take full advantage of it? MORE
Talent Analytics cisco onaOver the last decade, HR departments and businesses have become better at collecting data about people. We used to know employees’ ages, demographics, salary histories, performance ratings and. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. MORE
When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. Why is proving that predictive analytics work so hard? How did we validate Visier’s “at risk” predictive analytics technology? This one is for you, Bill Kutik. MORE
People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Getting to high-impact analytics relies first and foremost on accurate, believable data. MORE
Today’s business executives are increasingly applying pressure to their human resources departments to “use predictive analytics.” When human resources analysts begin a predictive analytics initiative, it appears to mirror what other lines of business do. MORE
Many articles discuss how human resources needs to be an analytics culture, and that all HR employees need to learn analytics. As I speak around the world and talk to people in HR, I recognize the fear of those who have little interest in analytics. MORE
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. These include: Setting the global HR strategy: requires change analytics capabilities. Numbers behind HR – benchmarking & analytics. MORE
Instead use them to test organizational hypothesis” Jeff Haynes, VP HCM Transformation, Oracle Talent analytics is a top of mind for many HR professionals and the main topic of Jeff Haynes’ presentation in a recent conference hosted by Argyle Executive Forums in San Francisco. MORE
Many company departments rely on analytics for decisions they make and strategies they implement. Through using analytics and data, these departments can get a better idea of what their customers and clients need or are looking for. With proper analytics, you could see this coming. MORE
Advanced analytics uses statistical, machine learning and operations research models for pattern recognition, forecasting, simulation, and optimization. In addition, these new roles need to be integrated within existing processes to ensure the operationalization of analytics solutions. 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
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business advisor and author Ram Charan, and BersinInsights’ “Will HR Lose the Battle Over Analytics?” What is workforce analytics? Check out this Workforce Analytics 101 infographic. The post Workforce Analytics 101 [Infographic] appeared first on Visier Inc. Workforce Intelligence 101 data-driven HR series datafication of HR HR Tech workforce analytics MORE
Check out today’s great infographic from workforce analytics and planning firm Visier , which defines and outlines the value proposition of workforce analytics. Infographic Thursday People Analytics hr human resources MORE
It’s been something in the back of mind, wound tight, ready to spring with the right trigger – the feeling this whole mad, headlong rush into big data and predictive analytics for HR isn’t right. I’m no Vizzini missing the point on what big data and predictive analytics mean. MORE
Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. In fact, a consistent finding from the annual Sierra-Cedar HR Systems Survey (which I managed for 16 years) was that “ organizations with workforce analytics outperform.”. Manager Access to Analytics. MORE
The focus for our discussion was: The Future of Predictive Analytics in Talent Management. Data and Analytics Featured HR Innovation Talent Management #TAOHR A Perfect Union: Talent Management and Predictive Analytics Analytics Big Data Business Data-Driven Recruiter Development. MORE
CEOs are already bringing in executives from marketing, operations, or finance – disciplines that have been using data and analytics for years to drive their operations and outcomes – to lead HR. A key first step is understanding what’s keeping HR from embracing analytics. MORE
Analytics is the new buzzword in talent management, but that doesn't mean it's the new reality. While three in four companies believe using people analytics is important, only 8 percent think their organization is “strong" in the area—with no improvement since 2014. MORE
But in order to see these improvements, you would first need to highlight that there is a problem, gather the facts or data and then monitor areas that change over time… and that is where analytics in HR comes in. “HR HR HR Technology analytics hr human resources MORE
Whether you’re figuring out how to acquire new users, increase customer loyalty, or build an audience with content, you’re probably using analytics to set goals and measure what’s working. Talent analytics doesn’t just help you get a warm body in a seat, either. MORE
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an out-of-sight, out-of-mind, back-room business function to a major player when it comes to company goal-setting and overall planning. Five HR analytics terms you need to know. MORE
HR analytics continues to be one of the top 5 global HR trends. Featured HR Analytics business intelligence hr analytics hr metricsAs an HR leader, do you truly understand why it’s a top trend and do you understand where teams have gone horribly wrong with it? MORE
I think that many of us try to do the same with this big data/analytics concept. Back in college I wrote a ton of papers for various classes. Without fail, my writing process would look like this. Read some of the research available and form an opinion. Write an essay based on that opinion. MORE
Driving Talent Development with Data, a new whitepaper from UNC Kenan-Flagler Business School, discusses how leading-edge companies are tapping the potential of advanced human capital analytics to improve talent acquisition, employee engagement, retention, and talent development. 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
Predictive analytics isn’t just for increasing sales and customer leads. Find out how predictive analytics shape the modern enterprise and how the “human factor” plays an equally important role. Featured HR Analytics HR Digital Revolution analytics hr data Metrics predictive analytics MORE
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics , they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. MORE
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 post Analytics Must Be HR’s Top Priority To Be Strategic appeared first on Visier Inc. MORE
The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). The eras are: Analytics 1.0: Artisanal Analytics. MORE
Analytics Related Topics 
ATD Human Capital
MARCH 28, 2017
Many articles discuss how human resources needs to be an analytics culture, and that all HR employees need to learn analytics. As I speak around the world and talk to people in HR, I recognize the fear of those who have little interest in analytics.
Visier
MARCH 31, 2016
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. These include: Setting the global HR strategy: requires change analytics capabilities. Numbers behind HR – benchmarking & analytics.
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.
ATD Human Capital
MARCH 1, 2017
Today’s business executives are increasingly applying pressure to their human resources departments to “use predictive analytics.” When human resources analysts begin a predictive analytics initiative, it appears to mirror what other lines of business do.
Advertisement
compliance and producing measurable analytics. Do you wish you had better recruiting analytics reports? newtonsoftware.com TABLE OF CONTENTS Lean Hiring Defined The Advantages of Lean Hiring Guide to Lean Hiring Getting Started with Lean Hiring.
Visier
OCTOBER 13, 2016
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 post Analytics Must Be HR’s Top Priority To Be Strategic appeared first on Visier Inc.
Josh Bersin
SEPTEMBER 18, 2017
Talent Analytics cisco onaOver the last decade, HR departments and businesses have become better at collecting data about people. We used to know employees’ ages, demographics, salary histories, performance ratings and. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Visier
JUNE 21, 2017
The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). The eras are: Analytics 1.0: Artisanal Analytics.
Something Different
JULY 9, 2015
Check out today’s great infographic from workforce analytics and planning firm Visier , which defines and outlines the value proposition of workforce analytics. Infographic Thursday People Analytics hr human resources
Advertisement
Recruiting analytics that measure KPIs such as the stage-to-stage. Lastly, the analytics built into such recruiting software is designed. Choosing The Right ATS The definitive guide to choosing the right applicant tracking system Introduction ATS for Employers v.s.
Visier
APRIL 24, 2015
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business advisor and author Ram Charan, and BersinInsights’ “Will HR Lose the Battle Over Analytics?” What is workforce analytics? Check out this Workforce Analytics 101 infographic. The post Workforce Analytics 101 [Infographic] appeared first on Visier Inc. Workforce Intelligence 101 data-driven HR series datafication of HR HR Tech workforce analytics
Visier
JULY 16, 2015
When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. Why is proving that predictive analytics work so hard? How did we validate Visier’s “at risk” predictive analytics technology? This one is for you, Bill Kutik.
Visier
SEPTEMBER 28, 2016
While 77% of all organizations believe people analytics is important, only 32% feel ready or somewhat ready for analytics, according to Deloitte’s Global Human Capital Trends 2016 report. So how can practitioners take advantage of analytics’ potential?
HR C-Suite
SEPTEMBER 10, 2017
HR analytics continues to be one of the top 5 global HR trends. Featured HR Analytics business intelligence hr analytics hr metricsAs an HR leader, do you truly understand why it’s a top trend and do you understand where teams have gone horribly wrong with it?
Advertisement
13 SIGNS THAT YOU NEED A NEW APPLICANT TRACKING SYSTEM newtonsoftware.com 11 07 Newton’s Remedy With Newton’s robust reporting and analytics suite, there’s a better way.
Visier
AUGUST 15, 2017
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. While it may sound simple, many HR analytics teams are inundated with requests for reports and cannot keep up with demand.
CakeHR
AUGUST 12, 2017
But in order to see these improvements, you would first need to highlight that there is a problem, gather the facts or data and then monitor areas that change over time… and that is where analytics in HR comes in. “HR HR HR Technology analytics hr human resources
Visier
DECEMBER 1, 2016
Embedded analytics—defined by Gartner as analytic capabilities that are “ easily accessible from inside the application, without forcing users to switch between systems ”—are one tactic that has been heralded as an effective approach for facilitating data-driven decisions.
SuccessFactors
OCTOBER 18, 2016
Advanced analytics uses statistical, machine learning and operations research models for pattern recognition, forecasting, simulation, and optimization. In addition, these new roles need to be integrated within existing processes to ensure the operationalization of analytics solutions.
What is Paul Thinking
MARCH 18, 2016
It’s been something in the back of mind, wound tight, ready to spring with the right trigger – the feeling this whole mad, headlong rush into big data and predictive analytics for HR isn’t right. I’m no Vizzini missing the point on what big data and predictive analytics mean.
TalentCulture
MARCH 7, 2017
Many company departments rely on analytics for decisions they make and strategies they implement. Through using analytics and data, these departments can get a better idea of what their customers and clients need or are looking for. With proper analytics, you could see this coming.
Visier
OCTOBER 20, 2016
Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. In fact, a consistent finding from the annual Sierra-Cedar HR Systems Survey (which I managed for 16 years) was that “ organizations with workforce analytics outperform.”. Manager Access to Analytics.
SuccessFactors
OCTOBER 28, 2016
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an out-of-sight, out-of-mind, back-room business function to a major player when it comes to company goal-setting and overall planning. Five HR analytics terms you need to know.
The Aristocracy of HR
FEBRUARY 29, 2016
The focus for our discussion was: The Future of Predictive Analytics in Talent Management. Data and Analytics Featured HR Innovation Talent Management #TAOHR A Perfect Union: Talent Management and Predictive Analytics Analytics Big Data Business Data-Driven Recruiter Development.
SuccessFactors
SEPTEMBER 1, 2017
CEOs are already bringing in executives from marketing, operations, or finance – disciplines that have been using data and analytics for years to drive their operations and outcomes – to lead HR. A key first step is understanding what’s keeping HR from embracing analytics.
Visier
MARCH 2, 2017
Here’s how to use those four elements to help tell your analytics story. By doing this, you’ll wrap up your analytics story and leave your audience feeling confident on your course of action and strategy for the future. Workforce Intelligence 101 workforce analytics
Visier
JUNE 15, 2017
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics , they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist.
TalentCulture
OCTOBER 28, 2015
Whether you’re figuring out how to acquire new users, increase customer loyalty, or build an audience with content, you’re probably using analytics to set goals and measure what’s working. Talent analytics doesn’t just help you get a warm body in a seat, either.
Cornerstone On Demand
AUGUST 4, 2015
Analytics is the new buzzword in talent management, but that doesn't mean it's the new reality. While three in four companies believe using people analytics is important, only 8 percent think their organization is “strong" in the area—with no improvement since 2014.
UpstartHR
DECEMBER 14, 2015
I think that many of us try to do the same with this big data/analytics concept. Back in college I wrote a ton of papers for various classes. Without fail, my writing process would look like this. Read some of the research available and form an opinion. Write an essay based on that opinion.
Visier
OCTOBER 24, 2016
However, while more and more HR leaders are spearheading the adoption of workforce intelligence at their organizations, they also have this critical question in mind: Once we have an HR analytics function and solution in place, how do we take full advantage of it?
ATD Human Capital
FEBRUARY 9, 2015
Driving Talent Development with Data, a new whitepaper from UNC Kenan-Flagler Business School, discusses how leading-edge companies are tapping the potential of advanced human capital analytics to improve talent acquisition, employee engagement, retention, and talent development.
HR C-Suite
AUGUST 29, 2017
Predictive analytics isn’t just for increasing sales and customer leads. Find out how predictive analytics shape the modern enterprise and how the “human factor” plays an equally important role. Featured HR Analytics HR Digital Revolution analytics hr data Metrics predictive analytics
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.
HR Times
AUGUST 3, 2017
People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Getting to high-impact analytics relies first and foremost on accurate, believable data.
INDUSTRY INSIGHTS YOUR PEERS ARE READING
86 
Let's personalize your content