I’m currently in the midst of a research project examining how some of the best and brightest companies in the world hire people analytics talent. Building a people analytics team for the first time isn’t like hiring a new administrative assistant or a new accountant. MORE
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
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
There are tons of data being generated, but not enough insight, and not enough action. Not the right kind, anyway MORE
Having entered the predictive analytics space three years ago, Ultimate Software has seen HR teams start to rely on these important metrics for taking action in their organizations. Predictive analytics are good for people and good for business. 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
HR Business Partner HR News HR Trends analytics FeaturedFor decades, HR organizations have operated with a “softer approach” to business, relying more on intuition and less on hard facts to make workforce decisions. 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
Talent acquisition analytics and Big Data are introducing a new world of recruitment, serving the technologically developed business world in a manner that can provide clear and consistent results in the name of employee resourcing. 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
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
Despite years of hype, development, and openhanded spending, big data and business analytics haven’t lived up to their massive potential. I believe it’s because of their unique and innovative approach to business—and more specifically, human resources—analytics. 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
As an advocate of analytics its pains me to reveal the truth that analytics never delivers answers. Strategic HR analytics Data FeaturedNo matter how big your data set or how clever your analysis, you will never be able to prove a proposition beyond doubt. 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
How can leaders use analytics to identify the best ways to accelerate women’s career progress? How Analytics Can Reduce Gender Disparity. The solution requires analytics that look “outside the lines.” What do these alternative analytics look like? 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
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
The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’). MORE
The Future of HCM Analytics. Analytics aren’t just for statisticians anymore. There’s growing buzz for analytics in HCM. For HR leaders embracing analytics in 2016, we predict a more productive year. HCM analytics are key to unlocking these troves. 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
A new way of managing talent is beginning to emerge within the human resources world called “people analytics.”. HR Insights HR News & Trends Best practices Change management HR analytics HR management HR trends predictive analytics talent analytics talent management workplace data MORE
This is especially important when working with data and analytics, and extracting data as databases have become much easier to use. When focusing on analytics and the use of system data, System Administrators must focus on today’s environment, and what the requirements are for tomorrow’s data. 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
JUNE 20, 2017
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.
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.
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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.
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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.
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?
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
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
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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.
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.
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.
TLNT: The Business of HR
JUNE 2, 2017
As an advocate of analytics its pains me to reveal the truth that analytics never delivers answers. Strategic HR analytics Data FeaturedNo matter how big your data set or how clever your analysis, you will never be able to prove a proposition beyond doubt.
WorkXO
MAY 3, 2017
There are tons of data being generated, but not enough insight, and not enough action. Not the right kind, anyway
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.
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.
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.
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
Lighthouse
MARCH 7, 2017
I’m currently in the midst of a research project examining how some of the best and brightest companies in the world hire people analytics talent. Building a people analytics team for the first time isn’t like hiring a new administrative assistant or a new accountant.
TLNT: The Business of HR
FEBRUARY 9, 2015
A new way of managing talent is beginning to emerge within the human resources world called “people analytics.”. HR Insights HR News & Trends Best practices Change management HR analytics HR management HR trends predictive analytics talent analytics talent management workplace data
Ultimate Software
DECEMBER 8, 2015
The Future of HCM Analytics. Analytics aren’t just for statisticians anymore. There’s growing buzz for analytics in HCM. For HR leaders embracing analytics in 2016, we predict a more productive year. HCM analytics are key to unlocking these troves.
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.
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?
Ultimate Software
JUNE 24, 2015
Having entered the predictive analytics space three years ago, Ultimate Software has seen HR teams start to rely on these important metrics for taking action in their organizations. Predictive analytics are good for people and good for business.
Visier
MARCH 15, 2017
Despite years of hype, development, and openhanded spending, big data and business analytics haven’t lived up to their massive potential. I believe it’s because of their unique and innovative approach to business—and more specifically, human resources—analytics.
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.
Visier
SEPTEMBER 30, 2016
The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).
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.
New to HR
OCTOBER 20, 2015
Talent acquisition analytics and Big Data are introducing a new world of recruitment, serving the technologically developed business world in a manner that can provide clear and consistent results in the name of employee resourcing.
HRchitect
JUNE 18, 2015
This is especially important when working with data and analytics, and extracting data as databases have become much easier to use. When focusing on analytics and the use of system data, System Administrators must focus on today’s environment, and what the requirements are for tomorrow’s data.
Visier
JANUARY 14, 2016
How can leaders use analytics to identify the best ways to accelerate women’s career progress? How Analytics Can Reduce Gender Disparity. The solution requires analytics that look “outside the lines.” What do these alternative analytics look like?
TLNT: The Business of HR
APRIL 12, 2017
HR Business Partner HR News HR Trends analytics FeaturedFor decades, HR organizations have operated with a “softer approach” to business, relying more on intuition and less on hard facts to make workforce decisions.
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