Hilde Haems, CHRO at global payroll and HR company SD Worx , warns that companies may not want to trust high recruitment and retention rates as a metric for diversity success. “If However, Kaiser is clear that any D&I initiative will be compromised if it doesn’t key into business progress and success in the company: “We address this through the use of workforce analytics,” she says. Four organisations share their journeys to a more inclusive workforce. MORE

FDE: NGA HR is well known in the UK for its payroll solutions; however, can you tell us a bit more about your European/global footprint and the kind of digital solutions you offer to customers? We're working with AstraZeneca, with ThyssenKrupp - with some of the largest employers in the world - to help them globally transform their HR processes to streamlined, digital processes for core operational HR functions such as payroll, workforce administration, benefits and time management. MORE

Today it’s as if each C-suite exec (CEO, COO, CFO, CMO, CHRO, CTO, etc.) 1 topic on the minds of CEOs—that issue, along with the others I mentioned, cannot be owned by the CHRO alone. While the HR profession is very excited about the opportunity to finally use analytics to make better decisions, this year our research shows a need to focus on privacy, security, governance, and “auditing” of these systems in a much bigger way. The rise of the social enterprise. MORE

As this area of technology evolves, we’ll continue to see TA teams use advanced analytics & marketing tools to inform and executive their TA strategy to ensure they are hiring the right people, on time, and on budget. We measure this though Hiring Budget , which anchors recruiting costs to new hire payroll, thus allowing us to appropriately quantify our investment. Jerome Ternynck. Founder and CEO. SmartRecruiters. MORE

Payroll is increasingly under greater pressure to deliver data and in volumes and categories often overlooked. While producing reports is not exactly a new phenomenon to payroll professionals, what is new is the breadth and depth of reporting now requested. Payroll managers. MORE

Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Without effective workforce analytics and measurement practices, employers will be hard pressed to find the right diversity and inclusion programs that will keep their employees happy and positively impact the bottomline. As a result, they cannot connect that strategy to metrics the business cares about. MORE

Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Without effective workforce analytics and measurement practices, employers will be hard pressed to find the right diversity and inclusion programs that will keep their employees happy and positively impact the bottomline. As a result, they cannot connect that strategy to metrics the business cares about. MORE

Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Without effective workforce analytics and measurement practices, employers will be hard pressed to find the right diversity and inclusion programs that will keep their employees happy and positively impact the bottomline. As a result, they cannot connect that strategy to metrics the business cares about. MORE

HRTech #FutureofWork #AI #HCM #Leadership #Recruiting #WomenInTech #HRTechnology #Digitalworkplace #TalentMobility #CHRO #PeopleAnalytics #HRTechExpo #EmployeExperience #WomenInBusiness #Analytics #Chatbot #Blockchain #EmployeeExperience. aoutwater : Sr Director of Marketing for ADP DataCloud Big Data & Analytics (tweets are my own), youth baseball coach, Kayaker/Backpacker, Go Jumbos. NickyClementUL : HR VP Organisation & People Analytics @Unilever. MORE

Quality of hire is a key recruiting metric that represents the value a new hire adds to your company , specifically, how much a new hire contributes to your company’s long-term success. More important is that most of the pre-hire metrics measure recruiting efficiency and effectiveness. MORE

The traditional HR technology applications such as your HRIS, ATS, Talent Management applications, Engagement, or Payroll systems have all increased in collecting data, but the reality is when it comes to collecting data they are the tip of the iceberg. HR technology leaders must be a master of analytics , able to tease out the most important details from increasingly bigger and more complex big data in order to make decisions that will have a strategic value to the business. 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. Upwards of 80% of firms lack a CHRO that advocates for HR needs and priorities. MORE

So, it is not surprising that multinational customers like United Technologies can consolidate over 100 payroll systems across 80 countries on Workday, and many others report very large volumes with its financial management application. Take how we all use smartphones differently: a grandmother to FaceTime with her grandkids, an IT manager to remotely monitor network performance, a teenager to Snapchat with friends, a CHRO or CFO to lead their organizations while traveling. MORE

Many organizations aren’t leveraging Payroll Data to its full potential. We sat down with him to get his insights into using payroll data in a meaningful way. Visier: In your opinion, why does payroll data matter? MORE

Today it’s as if each C-suite exec (CEO, COO, CFO, CMO, CHRO, CTO, etc.) 1 topic on the minds of CEOs—that issue, along with the others I mentioned, cannot be owned by the CHRO alone. While the HR profession is very excited about the opportunity to finally use analytics to make better decisions, this year our research shows a need to focus on privacy, security, governance, and “auditing” of these systems in a much bigger way. The rise of the social enterprise. MORE

Managing Director, The People Analytics Program. As this area of technology evolves, we’ll continue to see TA teams use advanced analytics & marketing tools to inform and executive their TA strategy to ensure they are hiring the right people, on time, and on budget. We measure this though Hiring Budget , which anchors recruiting costs to new hire payroll, thus allowing us to appropriately quantify our investment. MORE