The 3 Key Metrics in HR Predictive Analytics

HR Bartender

For the past few years, every HR related trends post included predictive analytics. So, what exactly are predictive analytics? I like to think of it this way: HR metrics tell you what happened in the past. Both of these metrics are valuable, but it’s not all the information we might need to make business decisions. Predictive analytics offer insights into the future. Fitz-enz’s book “ How to Measure Human Resource Management ” is my go-to book for HR metrics.).

INTERVIEW: Dr. Jac Fitz-enz on Human Capital Metrics

HR Bartender

I learned how to turn stories into numbers by reading a book – “ How to Measure Human Resource Management ” by Dr. Jac Fitz-enz. In addition, two of his books, “Human Value Management” and “ The ROI of Human Capital ” won the Book of the Year Award by the Society for Human Resources Management (SHRM). In 1977, you founded the Saratoga Institute (SI), which is well-known for its work in human capital metrics. Lots of talk today about predictive analytics.

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

Impress Your CEO With These Strategic Business Impact Recruiting Metrics

Visier

It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics. Instead, you must focus on metrics that demonstrate a direct impact on what CEO’s really care about, the firm’s strategic goals. When you shift to this “WOW the CEO” metric model, you need to begin using business impacts as the key selection criteria for determining which metrics to report to senior executives.

6 Books Every Human Resources Professional Should Read

HR Digest

As such, to keep them updated on every information today, we brought human resources books which should be a must-have for every HR professional. The list includes both study books as well as popular HR books. The book is a well-researched text for HR professionals. .

7 HRM Books that Every HR Professional Should Read

Digital HR Tech

In this article, we will list 7 must-read HRM books that will help you do your job better – whether you’re an experienced HR professional or just getting started in the HR field. We decided to include both study books and more popular books. The study books that we’ll list are all prescribed literature for various HR courses at universities. These books help to get an in-depth understanding of Human Resources Management practices. In his book Work Rules!

Be careful! These books can change your career: People Analytics and HR-Tech reading list

Littal Shemer

These books can change your career: People Analytics and HR-Tech reading list. There are too many professional books one can read in a lifespan. This list of People Analytics books is not exceptional. I won’t be able to complete reading all of it, though I do have these books on my Kindle, ready for browsing. So here is my People Analytics reading list on Kindle, ordered chronologically, from newest to oldest. Total kindle books mentioned: 24).

Impress Your CEO With These Strategic Business Impact Recruiting Metrics

Visier

It’s also important to understand that you can’t impress a CEO with a large volume of tactical recruiting metrics. Instead, you must focus on metrics that demonstrate a direct impact on what CEO’s really care about, the firm’s strategic goals. When you shift to this “WOW the CEO” metric model, you need to begin using business impacts as the key selection criteria for determining which metrics to report to senior executives.

21 Employee Performance Metrics

Analytics in HR

Employee performance metrics are key to tracking how well employees are performing. However, when done right, employee performance metrics benefit both the organization and the employee. We listed the most important ones below and included some practical examples of each metric. There are various kinds of employee performance metrics. Work quality metrics. Work quantity metrics. Work efficiency metrics. Organizational performance metrics.

7 HR Data Sets for People Analytics

Analytics in HR

In analytics we want to contribute to solving business issues using data and statistics. This data set is created by Lyndon Sundmark , writer of Doing HR Analytics – A Practitioner’s Handbook with R Examples , for the purpose of learning to predict absence as an outcome. Lyndon provides a detailed explanation on how to do this in his book. The relevant chapter in his book is based on these two articles. IBM HR Analytics Employee Attrition and Performance.

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. Whether that’s true or not is a second – but a lot of the above can be resolved in becoming more data-driven and analytical savvy. What is HR analytics? HR analytics in literature.

7 HR Data Sets for People Analytics

Analytics in HR

In analytics we want to contribute to solving business issues using data and statistics. This data set is created by Lyndon Sundmark , writer of Doing HR Analytics – A Practitioner’s Handbook with R Examples , for the purpose of learning to predict absence as an outcome. Lyndon provides a detailed explanation on how to do this in his book. The relevant chapter in his book is based on these two articles. IBM HR Analytics Employee Attrition and Performance.

Strategically Managing Manufacturing Skills Gaps With Learning Analytics

Visier

At one factory complex in Washington, workers check out books from a company library, reports this recent WSJ article. This kind of strategic planning can’t be accomplished with isolated metrics like learning completions or learner satisfaction scores. Combine the following metrics with your business direction, and you can effectively determine where you need to take action: Trainable Employees.

Why Talent Analytics Matter

TalentCulture

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. A newer and possibly more critical area where both qualitative and quantitative data is making a difference is talent analytics. Talent analytics doesn’t just help you get a warm body in a seat, either. What ARE Talent Analytics? What Moneyball Taught Us About Analytics.

Top 5 Trending HR analytics Articles of October 2018

Analytics in HR

Here at Analytics in HR, we’re definitely noticing the weather changes. Enjoy the following top articles in the HR Analytics space of October 2018! #5: 5: 3 common mistakes that can derail your team’s predictive analytics efforts. The right metrics? HR Analytics

People Analytics Case Study: How HR made customers happy

Analytics in HR

At AIHR we get a lot of requests for case studies to make the analytics process more tangible. In their new book, Predicting Business Success , Scott Mondore and co-authors provided one of the most interesting studies we’ve come across. Process: Leveraging Smarter Analytics.

My opinions about the Ethics of People Analytics and AI

Littal Shemer

My opinions about the Ethics of People Analytics and AI. Since 2016, I’ve been sharing in this blog many kinds of content that aimed to push the People Analytics profession forwards. But what’s beyond People Analytics? And of course, People Analytics.

Top 5 Trending HR analytics Articles of April 2018

Analytics in HR

People analytics is emerging and becoming mainstream. The top articles of April features a new book on people data and analytics, a podcast, and a few in-depth articles on the role of value creation and AI in people analytics. Wharton has a very good reputation for people analytics. In the podcast, Jenny explains the opportunities for leaders in people analytics. According to Jenny, “the number 1 reason is the lack of expertise in data and analytics”.

How to Turn HRBPs into People Analytics Evangelists

Visier - Talent Acquisition

But to do this, HRBPs must manifest superb data and analytical skills. Early last year, I embarked on a research effort to determine critical practices to succeed with people analytics. I also looked into key roles that contribute to the success of analytics. A Vice President responsible for HR operations at a top US bank told me that his HRBPs weren’t up to the task of evangelizing people analytics. Why is people analytics important?

5 Ways to Add Value Using Analytics in HR

Spark Hire

Using People Analytics can help you tremendously in this endeavor. In this article, I will show you 5 ways on how you can add value using Analytics in HR. Employee engagement is often seen as the most important metric for people management, for several reasons.

How the LEGO Group is leading the way in people analytics

Qualtrics

In 2015, she moved to financial services firm Prudential Plc to set up their first advanced people analytics function, covering talent management and succession planning as well. This was groundbreaking for the brand, and made Melissa one of a group of HR pioneers leading the way in the analytics space around this time. Now Vice President of People Analytics and Insights at the LEGO Group, she’s spearheading new approaches at one of the world’s most beloved brands.

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. People Analytics

HR Analytics – Calculating Success

Strategic HCM

I’ve been re-reading a couple of books in preparation for another workshop on HR Metrics. It’s a pretty turgid book, but then it does focus on measurement, which isn’t the most naturally entertaining topic area (I always struggle slightly to make my measurement workshops as stimulating as my other trainings). It’s certainly a way of better understanding strategy, but its not an analytical approach! And I’m largely unimpressed by the book’s case studies.

Looking for HR – Or Any – Job Security? Try Analytics

SuccessFactors

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. According to recent research from Deloitte , 71% of companies think HR data analytics is an organizational priority, but fewer than 1 in 10 report having usable data. Still skeptical about whether HR needs to catch up and the importance of analytics in corporate life?

The rise of evidence-based decision-making: why HR needs to make friends with metrics

cipHR

Today’s push for evidence can be seen as an evolution of analytics-based HR practice in the context of persistent macro-economic complexity, and a quest for humanisation within HR itself. It’s partly because we’ve been talking more about analytics in general, and professional bodies such as the CIPD and SHRM have picked up on it. People default to look for empirical studies, data charts and books to validate everything,” he says.

4 Ways to Build Agile Teams Using People Analytics

Visier - Talent Acquisition

As Michael Arena, the VP of talent and development at Amazon Web Services (and author of book Adaptive Space) argues in this Q&A , the core recipe is actually agility and stability combined : “In other words, you have to be agile enough to move away from where you are and meet the market where it is. Here are four ways that people analytics helps HR leaders go beyond traditional methods so they can rapidly deploy high-performing teams: #1.

How important is leadership for business success? Soccer may provide an answer. Workforce Analytics should do the rest

All about Human Capital

Michael Lewis’ fantastic book “Moneyball” , which has been made into a movie with Brat Pitt in the lead role, describes how Billy Beane, the manager of the small team Oakland A’s used figures, facts and analysis to produce results in baseball beyond what one could and should expect. This is illustrated in the figure below from the same book. I would like for Workforce Analytics to come up with the answer to that.

Two Pressing Priorities for HR Executives: Social and Analytics

Oracle HCM - Modern HR in the Cloud

The same survey found that while 91 percent use technology to track applicants and recruiting, only 36 percent have an established technology system in place for HR analytics. Data-Driven HR: Beyond Reporting to Analytics. Although people often use the terms interchangeably, reporting is not the same as analytics. CHROs clearly understand that they need metrics. HR General Interest analytics executive hr social By Cara Capretta & Bertrand Dussert.

How HR Metrics Help You Make Smarter Decisions

SAP Innovation

Most HR departments aren’t that advanced yet, but the ones that are taking analytics seriously will have a huge advantage over their competitors. The future of HR metrics is predictive, but that’s not fully ready yet. As HR teams start to get better with their people analytics, everyone in the company will share the responsibility of measuring and optimizing these numbers. Predictive HR metrics. HR metrics in recruiting. Learn more about HR metrics.

Using Microsoft R Server and Other Microsoft Technologies to Embed HR Analytics Into HR Practices

Analytics in HR

HR Analytics is still in its infancy in most organizations. or read the book I published: [link]. you may remember that there are at least 3 broad categories that have the capacity generate HR-related information/data that can benefit from the use of HR Analytics: Traditional HR Metrics – information generated because of ‘onboarding, participation in, and offboarding’ of employees as they interact with organizations. Analytics News & Blogs

Workforce analytics Part 2: Informing labor cost optimization

HR Times

In Workforce analytics Part 1 , we discussed three key questions about labor spending that workforce analytics can help organizations answer: (1) How am I doing?, (2) In Part 2, we look at the how to use the answers analytics uncovers and put them to work in the form of labor cost optimization: the process of refining policy, people, process, and technology to realize desired savings and improvements. Lisa has authored three books on WFM systems.

Getting People Analytics Right: Josh Bersin Shares the Right Approach and Tools

Linkedin Talent Blog

A recent report from Deloitte found that 71% of companies view people analytics — the practice of collecting, cleaning, and interpreting data about employees to make better business decisions — as a high priority at their organization. To help bridge the gap between interest and adoption, Josh Bersin , founder of Bersin, Deloitte Consulting LLP, recently partnered with LinkedIn Learning to create a crash course in people analytics. Talent Analytics

How HR Metrics Help You Make Smarter Decisions

SAP Innovation

Most HR departments aren’t that advanced yet, but the ones that are taking analytics seriously will have a huge advantage over their competitors. The future of HR metrics is predictive, but that’s not fully ready yet. As HR teams start to get better with their people analytics, everyone in the company will share the responsibility of measuring and optimizing these numbers. Predictive HR metrics. HR metrics in recruiting. Learn more about HR metrics.

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

Linkedin Talent Blog

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. So if you are planning to make or continue the transition towards a focus on data, I recommend that you benchmark against the metric driven practices at Google. And in the book, he clearly outlines Google’s data-driven practices in detail. Talent Analytics

HR Metrics and Business Partnering in South Africa

Strategic HCM

I’ve just booked my flights back to South Africa where I’ll be delivering a session on HR metrics in a couple of weeks time (22nd & 23rd February). And I’ve got another blog post on metrics coming out shortly (hopefully tomorrow!). I’m also back in Johannesberg to to do a repeat session on 23rd and 24th April, then a session on HR business partnering on 25th and 26th April. If you’re in South Africa, I promise these will be great sessions so why not come along? –

People analytics and learning: Driving workforce development by delivering the right solution to the right people at the right time

Bersin

The context for learning analytics. 5 This growing need for upskilling, 6 the expansion of learning beyond the classroom, and the proliferation of data sets are the building blocks of a new era for the learning function: an era in which analytics powers the learning function to operate as a driver of the business, providing valuable insight and guidance on how to develop the workforce to optimize business outcomes. This is the cue for real-time learning analytics and insights.

People analytics in the world of small to medium-sized organizations

Newmeasures

The terms used to describe this trend are many: people analytics, data science, data-driven organizations, predictive modeling, machine learning. The world of people analytics may seem overwhelming, but the basic premise is actually quite simple and it is worth understanding.

Why Using More People Analytics Could Have Unintended Consequences

i4cp

Use of data and analytics impacts almost every area of business today. Most of the discussion of analytics is focused on the positives—that is, the huge potential for using data and analytics to make better decisions, improve efficiency, make better products, etc. Like most things in life though, there are the possibilities of downsides, of unintended consequences or side effects of using more data and analytics in business.