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? 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. Product updates.

Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

Visier

This all changed in 1980, when Dr. Jac Fitz-enz — now celebrated as the father of human capital strategic analysis and measurement — founded the Saratoga Institute , and developed the first international HR benchmarking service. In this first wave of benchmarking, HR was provided with static comparison data that was typically 24 months old. Enter HR Benchmarking 2.0: The demands of a volatile business world will lead to the rise of what I call HR benchmarking 2.0.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

6 Areas Where People Analytics Can Help HR Get Ahead

Career Metis

According to one recent report , 90% of businesses now say that data and analytics are key to their organization’s digital transformation initiatives. Furthermore, 73% say that people analytics will be a major priority for their company over the next five years.

Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

Visier

This all changed in 1980, when Dr. Jac Fitz-enz — now celebrated as the father of modern HR — founded the Saratoga Institute , and developed the first international HR benchmarking service. In this first wave of benchmarking, HR was provided with static comparison data that was typically 24 months old. Enter HR Benchmarking 2.0: The demands of a volatile business world will lead to the rise of what I call HR benchmarking 2.0. The post Why Benchmarking 2.0

15 HR Analytics Case Studies with Business Impact

Analytics in HR

It is time that HR analytics starts to show the value it delivers to the business. This is hard to do as people analytics is still an emerging field. For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Quite a few case studies have come from the excellent Strategic Workforce Analytics report by Corporate Research Forum. 15 HR Analytics Case Studies. People analytics also helped E.ON

Product Update: Industry Benchmarks Make Insights Even More Accurate

Hireology

Insights – Hireology’s analytics platform –just received an update to make our benchmarks even more accurate. Industry benchmarks make it easy to measure and compare aspects of your hiring process to other businesses like yours to see how you stack against the competition. Before today, Insights measured benchmarks comparing your hiring process to all other Hireology customers. This week’s update makes these benchmarks much relevant to our customers.

HR Benchmarking: All You Need to Know to Get Started

Analytics in HR

Benchmarking is a practice used across industries to make comparisons between and within organizations. HR benchmarking helps make HR processes and policies at your organization more effective. Truly valuable benchmarking looks at the nuances of your organization and geography.

Raising the bar in benchmarking

Analytics in HR

Even the legendary Chinese general Sun Tzu was a sucker for benchmarking. In this article I’ll explore the origins, future, flaws, and benefits of benchmarking. . The origins of benchmarking. The term benchmarking (in its current meaning) originated in the eighties. He wanted to look into it and called for ‘a benchmark, something that I can measure myself against to understand where we have to go from here’. The flaws of current benchmarking.

7 Ways To Measure Employees’ Productivity

Hppy

What is Employee Productivity? Employees’ productivity is the amount of work done by an employee in a particular period. High employee productivity is crucial to the success of an organization. . How To Measure Employees’ Productivity?

How to Identify Future Leaders with Talent Analytics

Analytics in HR

Talent analytics enables organizations to gain incredible insights into their workforce. One of the best applications of this type of analytics is identifying and nurturing potential leaders for your organization. Contents What is talent analytics? What is talent analytics?

New Benchmarks and a 2-Speed Strategy to Close Competitive Gaps

ClaimVantage

Switching the Benchmark. Before we begin looking at the external pressures and how to close the gap, we should look outside of insurance for a moment at the concept of the benchmark. In the world of investing, certain investments, such as mutual funds, use benchmark funds.

Find Merck KGaA Found the Ideal Span of Control Using People Analytics

Visier - Talent Acquisition

People analytics is critical for business because, at the end of the day, insights into our data enable us to drive better outcomes for my organization, Merck KGaA, Darmstadt, Germany. Using analytics, we’re able to shape the people dimension of our business strategy by hiring the talent, retaining critical roles, and creating the best organization structure to maximize productivity. However, our people analytics showed us that there is, in fact, no magic number.

The 4 Elements of Analytics Storytelling

Visier

Here’s how to use those four elements to help tell your analytics story. Communicate the right context—for instance, previously established goals, historical data, KPIs, or industry benchmarks—to your audience so they understand why the data is important. Will it make them more productive? 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.

What is HR Analytics?

HR Digest

HR or Human Resource Analytics is the analysis that is made about the human resource or employees of the company so that strategies could be framed accordingly to improve their performance outcome and retain them for a longer period. The post What is HR Analytics?

The 4 Elements of Analytics Storytelling

Visier

Here’s how to use those four elements to help tell your analytics story. Communicate the right context—for instance, previously established goals, historical data, KPIs, or industry benchmarks—to your audience so they understand why the data is important. Will it make them more productive? 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.

Want real HR change? Look to data and analytics

HRExecutive

Advertisement Seventy-five percent of companies are using technology solutions for managing employee relations—an 11% increase from 2019—allowing them to create employee data repositories and gain better analytics capabilities.

What is HR Data Analytics & How Do We Leverage It?

Ultimate Software

But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. But what exactly is HR data analytics and how can HR leverage it to achieve organizational goals? HR Data Analytics Definition. HR analytics may be referred to as people analytics, workforce analytics, or talent analytics depending on the context of the data.

Key takeaways from People Analytics World, London 2018 – Part 1

Littal Shemer

Key takeaways from People Analytics World, London 2018 – Part 1. People Analytics World is a leading European annual conference on HR Analytics, Workforce Planning and Employee Insight, in which I was privileged to attend on April 2018. Alec Levenson , Senior Research Scientist at USC Marshall Center for Effective Organizations, suggested how to make People Analytics a part of organizational strategy. Productivity is not an individual issue. People Analytics

How Workday is Doubling Down on Data and Analytics

Workday

At Workday, we’ve designed all of our products to give customers more visibility—into their workforces, financials, recruiting pipeline, and more. We’re extending this visibility with two new products, Workday Benchmarking and Workday Prism Analytics. Let’s dive a little deeper into how both these new offerings extend the power of Workday’s built-in analytics to help our customers gain even more insights into their data.

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? To answer this question we should first take a look at the building blocks of people analytics and see if they are also relevant for SMEs. Each of the three essential building blocks for people analytics help to manage Human Resources in a better way. Statistics and data analytics. Data analytics.

Unlocking the power of digital adoption analytics

LACE Partners

In this week’s blog we speak to Matt Sturman , Senior Technical Consultant at AppLearn about the findings of their latest whitepaper; ‘ Understanding Digital Adoption Analytics ’. Tell us about your latest whitepaper; ‘ Understanding Digital Adoption Analytics’.

How to Calculate Productivity: An HR’s Guide

Analytics in HR

Organizations today are facing the question of how to accurately measure productivity, particularly as the world becomes more and more remote. Furthermore, the question of measuring productivity has moved beyond measuring a simple ‘output.’ How to calculate productivity.

Benchmark Myopia and the Need for Business Drivers

SMD HR

It is a typical practice in many industries to be curious about, and focus on, benchmarks to get an idea of “where you stand” on a particular metric. To be clear, benchmarks are a good piece of information to know when examining your performance—but when leaders, particularly in HR, live and die (i.e., When you stop and think about it, a benchmark is just a pursuit to achieve somewhat better-than-average against a number that may not even reflect a true reality. Benchmarkin

Creating a new SaaS NPS benchmark with digital experience intelligence

Qualtrics

As a marketer, a customer success team, or product manager, you want to know the impact your work has on the business—from email opens and bounce rates to month-over-month conversion rates and feature adoption rates.

People Analytics Has Arrived

Analytics in HR

When I asked, “Who has a people-analytics team?”, Indeed, people analytics is coming to a theater near you. People-analytics teams range in size from 2 percent to 7 percent of the total HR workforce. The most primitive tools are essentially the latest form of benchmarking, while the most sophisticated offer the capacity to fine tune HR delivery to optimize organizational performance. They often provide industry-wide data for benchmarking purposes.

HR Analytics – The “GPS” of True HR Transformation

Visier

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. These include: Setting the global HR strategy: requires change analytics capabilities. Numbers behind HR – benchmarking & analytics.

Why companies should invest in People Analytics

Engagedly

People Analytics can be a fortune-maker for businesses! Companies can now understand how to engage, retain and ensure the productivity of their employees. People Analytics has become an indispensable strategy that allows companies to make better management and business decisions.

How Embedded Analytics Help Payroll Companies Stay Innovative

Visier - Talent Acquisition

70% of companies cite people analytics as a top priority, and many are already mining their HR data to optimize business processes. Because data analytics is becoming a critical competitive advantage , not just a “nice to have.”. People analytics is a top priority for every CHRO.

How Embedded Analytics Help Payroll Companies Stay Innovative

Visier - Talent Acquisition

70% of companies cite people analytics as a top priority, and many are already mining their HR data to optimize business processes. Because data analytics is becoming a critical competitive advantage , not just a “nice to have.”. People analytics is a top priority for every CHRO.

New Research Indicates Desire for Recognition, Feedback

TalentCulture - Recruiting

From streamlining their review processes to running more frequent pulse surveys, organizations around the world are seeking to make changes that will ultimately boost employee performance and productivity. In the past several months, many companies have modified their performance programs.

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

Visier

At this year’s Visier Outsmart (our annual user conference), we were fortunate to have two notable industry thought leaders take part: Tom Davenport, Big Data luminary and pioneer of the concept of “competing on analytics,” and Dr. John Sullivan, internationally renowned HR thought leader (and guest writer on the Visier blog ). The Four Eras of Analytics in Workforce and Elsewhere: From Artisanal Analytics to Augmented Automation — Tom Davenport. Artisanal Analytics.

People Analytics Has Arrived

HRExecutive

When I asked, “Who has a people-analytics team?”, Indeed, people analytics is coming to a theater near you. People-analytics teams range in size from 2 percent to 7 percent of the total HR workforce. The most primitive tools are essentially the latest form of benchmarking, while the most sophisticated offer the capacity to fine tune HR delivery to optimize organizational performance. Prebuilt Reports, Dashboards and Benchmarking.

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.

CHRO 40

Measuring HR: Bringing People Analytics to Human Resources

Zenefits

Data analytics has the potential to turn information held into actionable processes and outcomes. Data analytics has the potential to turn information into actionable processes and outcomes. More than screening for skills and experience, data analytics has the ability to spot key experiential information that may someday be widely used to predict a candidate’s potential for success.

Why Benchmarking Sucks

SAP Innovation

Benchmarking has its roots in the Total Quality Management philosophy. The benchmarking process is simple: Determine who is best in class at something and copy them. Benchmarking is usually aimed at a business process or operations. Go-to-market processes for products, order fulfillment and human resource practices are among the many organizational functions that get benchmarked. The post Why Benchmarking Sucks appeared first on TalentCulture.