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11 HR Analytics Courses Online

Analytics in HR

This article lists the eleven best HR analytics courses in the world today. Getting started with HR analytics – also called People Analytics – is a big step for a lot of people and organizations. An HR analytics course that answers these questions can be invaluable. Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. on people analytics.

Introducing Insights: User-Friendly Reporting & Analytics To Unlock Your Hiring Metrics


Hireology is excited to announce its latest feature: Insights – easy-to-understand reporting that provides clear visibility into hiring metrics, highlighting points of strength and weakness in the hiring process. Insights enables business owners and talent acquisition leaders to gain a clear understanding of hiring performance across locations and managers, and shows this success compared to peers using industry-specific benchmarks.

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The Three Vital Metrics for Every Employment Role

Talent Analytics

The Three Vital Metrics for Every Employment Role. By Pasha Roberts, Chief Scientist, Talent Analytics, Corp. Likewise, “industry benchmarks” are next to useless – companies differ, regions are different, and enterprises evolve over time. Executive leadership is a small sample with less turnover – not as useful for analytics. Section 4: Employee Lifetime Value and Cost Modeling. One Role at a Time.

Why Investing in a Talent Management System Should Be a Priority at Your Dealership


With hundreds of technology solutions available to dealerships today – including dealership management systems, inventory management systems, website providers, CRM systems, reputation management solutions, and more – it can be difficult to determine which solutions are worth the investment. When debating between countless solutions for your dealership, a hiring and talent management system is one solution you shouldn’t overlook.

HR Analytics – The “GPS” of True HR Transformation


The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. 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. Demonstrating the business value that HR provides by putting metrics in place. These include: Setting the global HR strategy: requires change analytics capabilities.

3 Hiring and Talent Management Trends for 2018

MIKE 2.0

The hiring landscape constantly evolves to meet the demands of today’s job seekers – and throughout the next year, hiring and talent management will experience continued change. We’ve pulled together a list of key hiring and talent management trends to be aware of as the New Year kicks off. Over the next year, there will be a continued shortage of skilled talent in the job market, making it a tough, competitive market for employers.

The Future of Business: People Analytics for Everyone

Visier - Talent Acquisition

Over the past decade it has become clear that organizations don’t just need people analytics, but effective people analytics. According DDI’s 2018 Global Leadership Forecast , people analytics efforts were more likely to fail than not. Accelerate among line managers.

Identify Your HR Needs To Determine The Appropriate Analytics Solution

Analytics in HR

Last year, analyst Josh Bersin noted in a Forbes article that his studies have shown 69% of companies are embarking on a people analytics strategy. However, many human resource (HR) leaders constantly intermingle people analytics with workforce analytics and talent analytics. The Evolution Of Workforce Planning And Talent Management Solutions. Gaining A Full View With People Analytics. Analytics News & Blogs

The 5 Steps of Analytics-Driven Workforce Planning

Analytics in HR

Unfortunately, many companies still base their talent plans on unreliable sources and methods such as using country retirement age instead of actual retirement age data, outdated benchmarks, and financial headcount budgets with no historical trends or link to business strategy, and sadly, gut feel. Instead, HR and workforce planners should be looking to people analytics to enable them to make better strategic decisions. Use analytics to support talent management and hiring.

Quality of Hire: A Vaguely Valid Metric?

China Gorman

The infographic, found in Linkedin’s Talent Blog, 4 Recruiting Trends to Watch in 2016 , boils the report down to 4 key points – and they are good ones: Quality of Hire is the magic metric. Linkedin’s data show that around the world, the KPIs that define quality of hire shift between three primary metrics: New Hire Performance Evaluation. Hiring Manager Satisfaction. These are interesting and good metrics.

Analytics Must Triumph Over Subjectivity in Developing Talent

Brandon Hall

Organizations must take aggressive steps to dramatically reduce human subjectivity and bias embedded in talent practices. They must rely much more heavily on AI and data analytics to drive talent decisions. Data-driven decision-making provides a sound foundation for deciding how to develop talent across the enterprise. Only then can talent development show how, where and when talent must evolve. Data and Analytics Should Lead Investment Priorities.

Get Onboard the HR Analytics Movement

Brandon Hall

So, managing that cost analytically makes good sense. In fact, 41% of organizations told Brandon Hall Group that the second biggest driver of human capital management (HCM) technology acquisition was to enable better reporting and analytics of HR data. But when asked how they are executing on the analytics priority, 56% of organizations admitted they do not yet have workforce planning and analytics in place, or if they do, they manage it manually via spreadsheets.

Challenges and Opportunities for Talent Managers / 6 - Strategic HCM

Strategic HCM

1 global online influencer in talent management. #6 Fistful of Talent. Social Advantage (Management 2.0 SuccessFactors Performance and Talent Management Blog. Challenges and Opportunities for Talent Managers / 6: Measurement. Of course in most of the reports I’ve been reviewing, there are also the requisite comments on needing to measure talent better. Labels: HR measurement , HR role , Talent management.

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

Linkedin Talent Blog

Without that shift, not only will you consistently fail to recruit top talent, but also you will have literally no chance of landing the more difficult-to-recruit innovators. 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. Talent Analytics

LinkedIn and Glint – Potential HCM Technology Powerhouse in the Making

Brandon Hall

and Daria Friedman , Principal Analyst, Talent Acquisition, Brandon Hall Group. Their offerings can also can be integrated into an organization’s overall talent-development strategy and business-performance metrics.

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4 New Ways to Help Analyze Talent Pools


As we spend more and more time online and on our smart phones, we’re generating unprecedented amounts of data, leaving behind digital breadcrumbs that can be mined for talent identification purposes. New analytics technologies are empowering HR leaders with the data and insights needed to help attract, hire, manage and retain the talent they need to drive business success. 4 New Ways to Help Analyze Talent Pools. 4 New Ways to Help Analyze Talent Pools.

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How to Create a Data-Driven Employee Retention Plan in 10 minutes

Visier - Talent Acquisition

This makes benchmarking against your past rates complicated and confusing. Begin by ensuring your resignation rate is calculated using the same metric by all departments and locations. Looking for more information on how to drive retention strategies with people analytics?

How to Fail at HR Analytics in 7 Easy Steps

Data Solutions International

So imagine my ambivalence when HR Magazine approached me with the idea of describing my greatest mistakes leading the build-out of a talent analytics initiative at ConAgra Foods, a Fortune 200 company. But I have to admit it: In 2014, the same year I received several national commendations for my work in talent analytics, I was also (in my estimation) one of the “leading losers” in the field. A ‘leading loser’ shares what he learned the hard way—so you won’t have to.


What Are the Right Spans and Layers For Your Organization?

Visier - Talent Acquisition

In a recent webinar , Visier’s Director of Product Marketing, Caitlin Bigsby, spoke with Catherine Garrett, SVP of HR Administrative Management at Comerica, about using a more thoughtful, data-driven approach for optimizing spans and layers. From getting a trusted headcount number to predicting who will leave, their discussion makes it clear why people analytics is a powerful ally for HR today. For example, the data showed that 30% of their organization was in a management role.

10 Reasons To Shift To A Data-Driven High Business Impact HR Model


In order to move from this “list of challenges” to the “corporate asset list,” I have found that HR and its key functions like recruiting, retention and learning must move to dramatically increase their measurable business impacts by adopting analytics and data-driven decision-making. Unfortunately, a study by AICPA revealed that only 12% of CEO’s were confident with Human Capital metrics. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities.

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How Does Turnover Impact Your Organization’s Bottom Line?

Visier - Talent Acquisition

Employee turnover is a critical challenge that almost all HR managers stress over. There are certainly some benefits to knowing your attrition rates over time: you can benchmark your current success against past years, and loosely measure the success of your retention strategies.

New series offers guidance on talent acquisition


To succeed in the critical, and complex, challenge of assessing and transforming today’s emerging talent-acquisition strategies, employers can use as much help as they can get. That being the case, they just may discover some highly useful information in a new six-part series , Guide to Talent Acquisition for the Future , created in partnership by Cielo, a strategic recruitment-process outsourcing partner, and global industry analyst Josh Bersin.

Want to Know What Your Peers Are Doing to Strengthen Talent Acquisition?


With low unemployment numbers in the Eurozone and Asia-Pacific as well, we’re facing a global-scale talent shortage. Hiring costs are on the rise as companies compete to identify and acquire top talent. Here at nonprofit business-benchmarking organization APQC, we recently surveyed 552 companies from across the globe to learn how they’re approaching talent acquisition in this competitive landscape. A Failure to Capitalize on Analytics.

Transparency, Visibility, Insight: RiseSmart is Raising the Bar on Outplacement Analytics


Human resources professionals know that analytics are important; however, “what analytics?” Analytics” is simply information resulting from an analysis of data or statistics. After all, once a layoff or a massive restructuring event is over, the employees who are separated from the organization no longer seem to affect talent management data. This makes analytics difficult.

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HR’s New Year Resolution: Move Up the Workforce Intelligence Maturity Curve


While workforce analytics and workforce planning are increasing in priority , most organizations have not progressed to take advantage of the opportunity that workforce data provides. Many that have graduated from metrics to analytics use it very simplistically, often to respond to one-off data requests such as “how many employees were hired last month?” Managing employee data, and turning it into business impact is, therefore, a perfect scenario for a maturity model.

5 Essential Workforce Planning Tools for any HR professional

Analytics in HR

This strategy is executed in all the different functional HR areas, like recruitment, performance management, rewards & promotions, etc. As you can see, the matrix maps employees in different categories, ranging from “talent risk”, which are low potential and low performance, all the way to “consistent stars”, who are high potential and high performance. Using these categories, employees can be managed very effectively. HR Analytics

The Art, Science and Impact of Implementing Data-Driven HR in 2017

Cornerstone On Demand

According to Deloitte’s 2016 Global Human Capital Trends report , 77 percent of companies believe that using “people analytics” is important, but the capabilities are lacking. A Bersin by Deloitte study found that companies using sophisticated people analytics see 30 percent higher stock market returns than the S&P 500, and HR teams are four times more likely to be respected by their counterparts for data-driven decision-making. Categories: Talent Management

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Segmentation: Divide and Conquer

Analytics in HR

Can you segment employees as we do with customers, so that activities like talent development improve and correspond to each employee’s profile? In this post, I show you in a very practical example how we’ve brought a classic marketing technique to the people analytics environment. For more information, see my post on the 12 Things that People Analytics Learned from Marketing. 5.1 Talent Management. HR Analytics

Top 3 Workforce Risks In Financial Services

SAP Innovation

However, just one-third of finance executives say talent available in leadership positions is sufficient to drive global growth, and fewer than half say leadership is equipped to lead a diverse workforce or knows how to inspire and engage employees. Workforce management in the digital economy demands leaders who think globally, use diversity and stay one step ahead of constant change. New Workforce 2020 Study: 5 Ways High Performing Companies Manage People and the Business.

Hireology 2018 Year in Review: See How Our Customers Saved Time and Money While Driving Quality Applicants


Hireology Customer Success Metrics. At a time of record-low unemployment, it’s more important than ever before for employers to focus on having a strong hiring strategy to attract top talent. We continuously identify new ways to help our customers attract, hire and manage top talent.

How Healthcare Employers Can Manage Nursing Talent More Strategically


How Healthcare Employers Can Manage Nursing Talent More Strategically May. So how can healthcare organizations optimize their nursing talent management strategy to succeed in this competitive environment? First and foremost, healthcare organizations need to address problems in the work environment that can lead to employee dissatisfaction, burnout and turnover, and that starts with nursing management. What are your pay benchmarks?

HR Must Modernize to Meet New Employee Demands

Oracle HCM - Modern HR in the Cloud

Attracting, retaining, and promoting your best people has become more challenging than ever in the high-stakes competition for talent. The talented, high achievers on whom companies depend on to compete and win now expect any information they need to be instantly available, whenever and wherever they need it, from any device. Successful companies are increasingly turning to data analytics to recruit talent from the outside or develop people from within.

The Future Of HR Will Be Dramatically Different, So Better Plan Now

TLNT: The Business of HR

Each of these individual changes will require HR leaders to “rethink” and redesign nearly every aspect of Talent Management. These critical areas include: What are the principles that will guide HR and Talent Management in the future? Who are the benchmark firms that are already leading the way? How historical metrics will be replaced with a forward-looking data-driven HR model that “influences” managers with data and predictive analytics.

Hireology Q2 2019 in Review: Learn About Our Latest Updates


At Hireology, we’re continuously focused on helping our customers more efficiently attract, hire and manage top talent. Hireology Customer Success Metrics. More than 7,000 businesses trust Hireology to help them attract quality candidates, manage the hiring process and streamline post-hire HR efforts. During the second quarter of 2019, Hireology customers saw continued success with hiring, including the following key metrics: Q2 2019 Product Updates.

Here’s How a Slow Hiring Process Impacts Your Bottom Line


Yet many recruiters and hiring managers have accepted the length of a hiring process as inevitable. The longer the hiring process continues, the more it costs a company in money, talent and long-term competitiveness. Companies risk degrading the skill and talent of their own workforce as they slowly spiral into irrelevance. According to the Society for Human Resources Management Human Capital Benchmarking Report, the median cost per hire for US companies is $2,000.

Using surveys during remote work to improve the employee experience


That’s why HR and people management leaders continually seek a tool to capture both feedback and employee experience. Including an employee Net Promoter Score (eNPS) question can give you a single metric that you can monitor and seek to improve over time. To capture our employee engagement in general, we use ENPS as a metric. We started with a general benchmark and have been striving to improve on it every quarter. Our analytics tools are especially helpful.

HRTech -Transforming Employee Performance Management

Possible Works

Thanks to the rapid implementation of HR technology, employee performance management is moving away from traditional models like annual performance appraisals to a more dynamic mode of operation. Today performance management involves taking various things into account — from goal-setting to performance planning to employee engagement. The use of HR technology in performance management ensures that this happens in a seamless way. .

HRTech -Transforming Employee Performance Management

Possible Works

Thanks to the rapid implementation of HR technology, employee performance management is moving away from traditional models like annual performance appraisals to a more dynamic mode of operation. Today performance management involves taking various things into account — from goal-setting to performance planning to employee engagement. The use of HR technology in performance management ensures that this happens in a seamless way. .

HR Supercharged: How Modern Tech is Changing Work

ClearCompany Recruiting

Not to mention, the potential of a system to include Artificial Intelligence and predictive analytics in sourcing , recruiting and managing people more efficiently. HR departments, for instance, use applicant tracking systems to manage job ads, sort resumes, shortlist applicants, coordinate with their team/candidates and so on. Additionally, emerging advancements like predictive analytics add another dimension to recruitment decisions.

HR Tech Weekly: Episode #253: Stacey Harris and John Sumser

HR Examiner

People Analytics Firm Visier Announces Appointment of Nick Lisi as Chief Sales Officer Link ». So throwing out calculations and metrics again, I don’t spend as much time in the recruiting space, I think, as many others including yourself.