An HRIS, also known as a Human Resources Information Systems, or Human Resource Management System (HRMS) is the ultimate combination of Information Technology and Human Resources. This article will explain how an HRIS works, how they relate to HR analytics, and how they can be successfully selected and implemented. Traditional HRIS systems and HR Analytics – The Synergy. Over the last half-decade, there has been an ever-increasing narrative built around HR analytics. MORE

engagement and culture, says that the feedback from employee engagement surveys can drive positive change. For example, one organization that works with Korn Ferry encourages its leaders and managers to set goals for culture initiatives based on engagement survey results. MORE

workforce changing jobs annually, the result is a $250 billion-plus market just for products related to recruitment, advertisement, assessment and interviewing. According to recent research from Raven Intel and the International Association for Human Resource Information Management, HR leaders report their tech projects continue to disappoint in the all-important success quotient. Sears says traditional change management (e.g. MORE

As we finally enter into Summer, I continue to focus on three things: Human capital / talent management Social capital / collaboration Strategic HR innovation. Human Capital / Talent Management Some of my most recent insights into talent management have developed from attending the Economist Group’s Talent Management Summit as an official media partner. This is the text of my third e-newsletter if you didn’t receive it. MORE

Beyond the initial hiring process, these same companies match initial hiring success to longer term metrics such as retention , alignment of employee and manager goals , and overall employee engagement (ranging from individual task completion to innovation and contribution rates). These organizational performance metrics put pressure on HR to make changes in response to finance and / or operations. MORE

I am fascinated by the analytics, trends and insights. Take for example the 2017 Mercer Talent Trends Study : “93% of executives surveyed stated they plan to make significant organizational design changes in the next 2 years yet only 11% of HR professionals stated that redesigning jobs is a priority.” Perhaps you believe our organization is not ready such levels of change yet. The HR Identity Change. The Implications For Talent Management. [su_quote MORE

HR has unique contributions to make in this, not just based on the individuals, but also through a renewed focus on Organizational performance. He points out at the relevant strategic importance of People Analytics, especially related to Network Analysis. MORE

As organizations struggle with the fundamental challenge of defining and enabling productivity, HR functions such as rewards, performance management, and leadership are facing the need to shift mindsets and approaches. Posted by Julie Hiipakka on December 3, 2018. MORE

We have to make these changes. With #HRTech, we have to make changes. Communication is something that is in some ways, out of the hands of Talent Management or typical HR protocols, but we still have to deal with the aftermath or change management. Everything from performance to engagement plans will be more personal, focused on an employee or a group of employees. How do you manage multiple benefits packages and create individual engagement plans? MORE

Sifting through analytics has never been easier with Oracle HCM Cloud to help your team find diamonds in the data. We’re especially interested in hearing how you: Present data in new and insightful ways to both line managers and HR professionals. Metrics can include: Time savings. MORE

If you haven’t started the migration (or should I say integration), to social, mobile, analytics, and cloud technologies, it’s time to pull your fingers out of your ears and stop that loud singing. Disruptive technologies on these platforms are changing the way HR works. They’re changing the way we work, and that means the organisations we work in, often at pretty fundamental levels. Well, they’re even changing up the very businesses they’re in. Managing performance. MORE

HR has unique contributions to make in this, not just based on the individuals, but also through a renewed focus on Organizational performance. He points out at the relevant strategic importance of People Analytics, especially related to Network Analysis. Implement organisational design and change management. Organisational Metrics that evaluate how organisations balance profit with purpose will gain a lot more influence. MORE