6 Steps for Ethically Sound People Analytics

Visier

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. No Data Ethics, No Sustainable Analytics Value.

Reports vs Analytics: What’s the Difference?

Visier

In today’s competitive business landscape, organizations are increasingly turning to analytics to give them the answers they need to make decisions with greater confidence. So, what are analytics and how are they different from reports? Reports provide data; analytics provide insight”.

Report 403

The Ultimate Guide to Success with People Analytics

Visier

Any leader–whether a CHRO, an IT director or a leader in reporting and analytics–that’s thinking of buying or deploying people analytics has seen that data-driven organizations outperform. Reference the CHRO blog, the people analytics leader blog, the HRBP manager of the future blog).

Make HR Analytics a Priority, But See the Bigger Picture

Visier

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.

People, HR & Analytics

Speaker: Rodney B. Bolton SPHR, CEO, HR BIZZ

HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction.

The Six Skills for People Analytics Success

Visier

Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The leader of any workforce analytics team has one of the most exciting and demanding jobs in the business – and especially in the Human Resources function.

What the Union of ONA and People Analytics Means

Visier

When ONA metrics can be viewed alongside and within the context of broader people analytics, they add a whole new dimension to your workforce insight. Adding ONA insight to people analytics can also reveal the risks and opportunities associated with your diversity and inclusion efforts.

Why HR Needs Mid-Level Analytics Projects

Visier

The most exciting stories of people analytics involve big data yielding surprising findings that deliver an enterprise-wide impact. Dozens of analytic projects for the mid-level can be done every year. How to Succeed with Mid-Level Analytics Projects.

How to Protect Yourself From Biased Analytics

Ultimate Software

Analytics are super cool. While these are all great, admirable goals, analytics pose risk too. One of the biggest risks analytics pose is unlawful discrimination. We’ve known that analytics can be discriminatory for a while now. Analytics are tools, not decision makers.

What is HR Analytics?

Analytics in HR

The question “what is HR analytics?” is asked by a lot of HR professionals who want to get started with people analytics. In this post, we will explain what HR analytics is and how it will shape businesses in the future. HR analytics holds a promise to change all of this.

Humans and Bots: How to blend human skills and AI to build customer intimacy and drive growth

Speaker: Claire Beatty, Editorial Director - Asia, MIT Technology Review Insights

Why a Data Warehouse is Not the Analytics Cure-All

Visier

As data warehouse platforms evolve, they will embrace analytics and support different information types; the result will be a new era of data warehousing,” reported eWeek. The idea of leveraging best practices for each domain is as true for analytics as it is for business process platforms.

Seven People Analytics Responsibilities of the Future CHRO

Visier

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.

CHRO 320

Why Workforce Analytics Shouldn’t Start with the Data

Visier

One of the most common models in HR analytics is shown in Figure 1. This isn’t entirely wrong; it’s just not the best way to approach analytics and it’s caused some heartaches for HR professionals trying to do the right thing. The hard way to an analytics story.

Deliver Business Impact: Nine Dimensions for People Analytics Excellence

Visier

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? And so David Green and I created the Nine Dimensions for Excellence in People Analytics model, which is now being used by many organisations to help gain impact in the discipline of People Analytics. People Analytics Best Practices

Applicant Tracking System Vendor Comparison Matrix

Integration EEO / OFCCP Compliance Reporting and Analytics Vendors for Enterprises Vendors for Small Businesses Newton Software, Inc.

3 complexities of people analytics and how to create order through an ecosystem

Bersin with Deloitte

So is the people analytics market that exists to help you make sense of it all. Here’s an approach to manage that complexity so you can turn the promise of people analytics into actual insights for running your business. Figure 1: Use of people analytics technologies.

Make HR Analytics a Priority, But See the Bigger Picture

Visier

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.

Which Comes First: Management or Analytics Software?

Visier

As CEO of Visier, a company that helps business leaders use data to answer critical questions, the dynamic that I find myself ruminating about most is management and analytics software. The answer is analytics, and here’s why. Analytics software is the exact inverse.

The HR Analytics Management Cycle

Analytics in HR

I started my research into HR analytics over a year ago. And more importantly, there was a considerable dose of confusion around the added value that HR analytics can bring to the HR functions and more interestingly, to the business case and strategic role of HR in organizations.

Dice 2018 Recruitment Automation Report

interact with candidates to the predictive analytics that identify professionals’. and scheduling Analytics and. engagement Analytics and. RECRUITMENT. AUTOMATION. REPORT AI and Hiring: How today’s recruiters are bracing.

Employee Turnover: Solve It Using 4 Levels of Analytics

HR Bartender

In thinking about analytics, I could see how using the four levels of analytics could be a good approach for problem solving. Here’s an overview of the four analytics levels and how it could be applied to address a challenge many organizations face: employee turnover.

Transform Company Culture with Good Communication Analytics

HR Bartender

During the Society for Human Resource Management (SHRM) Annual Conference this summer, Dawn Klinghoffer, Microsoft’s head of people analytics, mentioned that 86 percent of companies say they’re trying to change culture. Here are the four qualities that Workplace Analytics can measure: 1.

Workforce Analytics 101 [Infographic]

Visier

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

How People Analytics Supports Change Management

Visier

People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. How Can People Analytics support Change Management?

5 Culture Trends for 2019

use of analytics also plays a role in helping. Automated Talent Management 1990s-2000s 2004-2012 2012-2017 2019+ Integrated Talent Management Engagement, Fit, Culture, Analytics Productivity, Performance, Teams AUTOMATE INTEGRATE ENGAGE PERFORM Talent Management: Integrated processes and.

3 Mistakes To Avoid When Starting an HR Analytics Function

Visier

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. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all. Analytics needs to be closely tied to business issues.

The 4 Elements of Analytics Storytelling

Visier

Here’s how to use those four elements to help tell your analytics story. By doing this, you’ll wrap up your people analytics story and leave your audience feeling confident on your course of action and strategy for the future. People Analytics Best Practices workforce analytics

Upskilling HR in People Analytics

Bersin with Deloitte

People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet. The post Upskilling HR in People Analytics appeared first on Bersin by Deloitte. HR Capability Development Human Resources People Analytics

Making Human Resource Management Smarter with Analytics

SutiHR

Today, the trend is to use analytics and big data applications throughout the hiring process. The post Making Human Resource Management Smarter with Analytics appeared first on SutiHR. HR Human Resources Analytics in HR HR analytics

17 Features Every ATS Must Have

Analytics and Reporting A robust analytics engine with pre-built and customizable reports that help you identify. Easy Posting to Job Boards. Free and premium job postings to leading careers sites like Indeed, LinkedIn, and. Glassdoor - all at the click of a button.

Upskilling HR in People Analytics

Bersin with Deloitte

People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet.

People analytics for SMEs

Analytics in HR

However, we’re getting the question more and more whether people analytics also applies to small and medium enterprises. Is People Analytics relevant for SMEs? Each of the three essential building blocks for people analytics help to manage Human Resources in a better way.

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

Visier

“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Building your People Analytics Solution.

The 4 Elements of Analytics Storytelling

Visier

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

Dice 2018 Tech Salary Report

HANA (High Performance Analytical Application) $ 118,569 -8.1% Dice 2018 Tech Salary Report Released January 22, 2018 WHILE TECH SALARIES. REMAIN FLAT, EMPLOYERS. OFFER OTHER INCENTIVES.