INDUSTRY INSIGHTS YOUR PEERS ARE READING
Our annual people analytics and workforce planning conference, Visier Outsmart, has wrapped and we’re excited to share all that happened with you. “Be With people analytics and data-driven workforce planning both ever-evolving, HR and business leaders must continuously be fearless in their pursuit of innovation and change within their organizations. HR has a responsibility to put the tools and strategies in place that will help the company do good things. MORE
I was working on client and other things at home last week but did manage to catch the HR Congress' virtual CHRO summit. MORE
Do you see yourself becoming a respected and successful CHRO one day? And without the accurate insight based on up-to-the-minute analytics, firms may be fixing the wrong process. Today’s CHRO Must Look Beyond HR. MORE
Q & A with CDM Smith CHRO, Carlos S. Gatti: How does CDM Smith’s commitment to innovation affect its talent management strategy? Echalar: To ensure that our company can continue to drive innovative client solutions, my team focuses on strategies for recruiting, retaining and redeploying highly technical professionals. Gatti: How do you align CDM Smith’s talent strategy with shifting market and client needs? The post Q&A with CDM Smith CHRO, Carlos S. MORE
In the age of Big Data, business leaders and HR professionals are still learning to combine age-old intuition with analytics when it comes to making workforce decisions. So, where should organizations looking to implement an analytics program begin? MORE
HR practices now often help to implement strategy at the organization level, and as organizations seek to match their brands with their organizational culture, CHROs find themselves in an expanded role uniquely suited to support their top executives. MORE
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. MORE
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs. MORE
We recently got our hands on IBM’s new Global CHRO Stud y, “Unplug from the past: The Chief Human Resources Officer perspective,” and it’s a report that anyone interested in HR and human capital should peruse carefully. Download your copy of the CHRO Survey here. MORE
Imagine someone who leads a high-impact HR organization in the year 2021: The CHRO—or perhaps her title is Chief Employee Experience Officer or Chief People Officer—connects to an earnings call to help the CEO explain how new people programs drove the latest uptick in profitability. Skills Required of the Future CHRO. So, if we have a vision of how the CHRO of the future operates, what should be done today to create this hypothetical future? MORE
The HR Digest: Organizations have recognized the importance of using people analytics to de-bias hiring and rewards – but then fail to accelerate in skills identification and tackling biases. The post Peter Fasolo, CHRO at Johnson & Johnson, On the Value of Transformational Growth and Innovation appeared first on The HR Digest. Featured Leadership Strategy cognitive diversity Johnson & Johnson People Analytics Peter Fasolo transformational growth MORE
As a result, an organization’s people strategy is critical – and is a top concern of CEOs. Analytics is the difference between guessing and making fact-based decisions. They wouldn’t have been able to uncover this insight without analytics. MORE
Today’s CHRO is faced with a crushing set of opportunities to screw up. Here are a dozen ways to do the CHRO job badly enough to get replaced: Use ROI as the exclusive hurdle for new projects. Pretend people analytics is just a new way to talk about reports. MORE
As a former CHRO (Chief Human Resources Officer), I’m familiar with the role. We need a new definition of the CHRO. Take this information forward and you can see a newer, bigger definition of the CHRO. CHRO is a business role. CEOs act from a larger business strategy. MORE
People analytics is no longer a nice-to-have, but a must-have for all HR leaders. Whether you’re just beginning your journey or looking to advance your practices, attending conferences is one of the best ways to accelerate the maturity of your data and analytics capabilities. MORE
I’ve already written about the importance of having self-service analytics in the finance department to help make more informed business decisions. The CHRO of the future must use people analytics and employee data to make strategic decisions about their company’s workforce. When people analytics are easily accessible to everyone, we can make better decisions faster. When people analytics are easily accessible to everyone, we can make better decisions faster. MORE
They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business. MORE
I invite you to participate in a survey we are currently running on People Analytics maturity, value, and best practices. End the Disconnect Between our People and Business Strategies. Participate In the Survey on People Analytics Market Maturity, Value and Best Practices. MORE
Any leader–whether a CHRO, an IT director or a leader in reporting and analytics–that’s thinking of buying or deploying people analytics has seen that data-driven organizations outperform. Why Most People Analytics Don’t Achieve Value. How to Succeed with People Analytics. MORE
In previous weeks, I shared job descriptions for the Leader of the People Analytics function and the HR Business Partner Manager of the future. As promised here is the people analytics-focused responsibilities for the CHRO role. The CHRO must be the ambassador for employees too. MORE
Developing Tomorrow’s Leaders, Today The purpose of people analytics, according to Helena Gottschling, CHRO at Royal Bank of Canada, is to enlighten and balance talent conversations. In an interview with The HR Digest, Gottschling talks about people analytics and building a reliable pipeline of leadership talent. The HR Digest: People analytics has a strong place on the strategic agenda of the Royal Bank of Canada. Would you call it more analytical or intuitive? MORE
Finance Director Europe speaks to Michael Custers at NGA HR about how the company plans to build a culture of more streamlined and efficient digital strategies to bring the two departments closer together. But it's really a matter of them mapping out an all-encompassing strategy for every digital tool across the entire company, not just in nooks and crannies. Another way that HR and finance are coming together is in the approach to analytics and HR data. MORE
The recently released report from the ROI Institute and the Institute for Corporate Productivity (i4cp), Four Ways to Advance Your People Analytics , examines workforce analytics advances, trends, barriers, and more. I love how analytical acumen is proliferating across HR. 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. Organizational Leadership Strategic HR Strategy Featured people analytics MORE
Event Name: Employer Branding Strategies Conference. EmployerBranding #EmployerBrand #SRSC #TalentAcquisition #Recruiting #RecruitmentMarketing #SanDiego #HireBetter #Hiring #HRTribe #CHRO #HROS #EmployeeAdvocacy. 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. Recommended Read: The Rise of the People Strategy Platform ]. Bridging the Gulf Between People and Business Strategy. 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. Recommended Read: The Rise of the People Strategy Platform ]. 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. 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. Recommended Read: The Rise of the People Strategy Platform ]. 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. MORE
The HR Digest: Organizations have recognized the importance of using people analytics to de-bias hiring and rewards – but then fail to accelerate in skills identification and tackling biases. The post Peter Fasolo, CHRO at Johnson & Johnson, On the Value of Transformational Growth and Innovation appeared first on The HR Digest. Featured Leadership Strategy cognitive diversity Johnson & Johnson People Analytics Peter Fasolo transformational growth MORE
The position of a CHRO or Chief Human Resource Officer is gravely fundamental in every business. That’s why every HR member planning to become a CHRO must first accept the responsibility of being the reason for a success or failure. However, there are crucial steps on how to become a CHRO. Gone are days when CHRO positions are determined by how much experience one has as an HR. So, how can one make it to CHRO? Understand the business strategy. MORE
In the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy , researchers found that: Although most large enterprises collect a variety of workforce data, many CEOs currently are not using human capital metrics or analysis to make strategic business decisions. CEOs don’t ask for the metrics, HR does not deliver them effectively, or the CHRO is not using them to help connect people strategy with business strategy. MORE
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs. MORE
closed Day 2 of the 2019 IMPACT conference with a compelling story about the development of an HR strategy for the company—including the elimination of titles, the creation of a growth mindset, and a holistic approach to using tools. Business strategy and objectives. MORE
Meet The Woman Who Has Changed IBM’s History Harnessing the power of data analytics to transform process, people, and culture is not easy. Today, as Diane Gherson, CHRO IBM, transforms global workforce outcomes through talent analytics and data, she is not afraid to put forward profoundly ambitious and path-breaking ideas. The CHRO of IBM, Diane Gherson however, has different views and she has translated the term “human+machine interaction” into HRM practices. MORE
My colleagues in the United Kingdom have just released a new e-book called “Enabling ‘Intelligent Insights’ to Shape a Workforce Revolution in Financial Services,” and I’m sharing it with every CHRO in banking that I know. The future of work is a topic that interests me greatly. MORE
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes, the People Analytics Leader may also go by the title of vice president, senior director or director. MORE
Visier
JULY 31, 2018
In previous weeks, I shared job descriptions for the Leader of the People Analytics function and the HR Business Partner Manager of the future. As promised here is the people analytics-focused responsibilities for the CHRO role. The CHRO must be the ambassador for employees too.
HRExecutive
APRIL 1, 2019
Today’s CHRO is faced with a crushing set of opportunities to screw up. Here are a dozen ways to do the CHRO job badly enough to get replaced: Use ROI as the exclusive hurdle for new projects. Pretend people analytics is just a new way to talk about reports.
Get Hppy
SEPTEMBER 26, 2016
As a former CHRO (Chief Human Resources Officer), I’m familiar with the role. We need a new definition of the CHRO. Take this information forward and you can see a newer, bigger definition of the CHRO. CHRO is a business role. CEOs act from a larger business strategy.
Visier
APRIL 28, 2016
Do you see yourself becoming a respected and successful CHRO one day? And without the accurate insight based on up-to-the-minute analytics, firms may be fixing the wrong process. Today’s CHRO Must Look Beyond HR.
Visier
MARCH 12, 2019
Any leader–whether a CHRO, an IT director or a leader in reporting and analytics–that’s thinking of buying or deploying people analytics has seen that data-driven organizations outperform. Why Most People Analytics Don’t Achieve Value. How to Succeed with People Analytics.
Visier
JULY 18, 2018
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business.
|
Visier
MARCH 7, 2017
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs.
HR Digest
MAY 2, 2019
Developing Tomorrow’s Leaders, Today The purpose of people analytics, according to Helena Gottschling, CHRO at Royal Bank of Canada, is to enlighten and balance talent conversations. In an interview with The HR Digest, Gottschling talks about people analytics and building a reliable pipeline of leadership talent. The HR Digest: People analytics has a strong place on the strategic agenda of the Royal Bank of Canada. Would you call it more analytical or intuitive?
Visier
FEBRUARY 16, 2018
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs.
China Gorman
NOVEMBER 25, 2014
HR practices now often help to implement strategy at the organization level, and as organizations seek to match their brands with their organizational culture, CHROs find themselves in an expanded role uniquely suited to support their top executives.
Workday
SEPTEMBER 13, 2016
Imagine someone who leads a high-impact HR organization in the year 2021: The CHRO—or perhaps her title is Chief Employee Experience Officer or Chief People Officer—connects to an earnings call to help the CEO explain how new people programs drove the latest uptick in profitability. Skills Required of the Future CHRO. So, if we have a vision of how the CHRO of the future operates, what should be done today to create this hypothetical future?
|
Cornerstone On Demand
AUGUST 25, 2015
In the age of Big Data, business leaders and HR professionals are still learning to combine age-old intuition with analytics when it comes to making workforce decisions. So, where should organizations looking to implement an analytics program begin?
Visier
JANUARY 30, 2019
People analytics is no longer a nice-to-have, but a must-have for all HR leaders. Whether you’re just beginning your journey or looking to advance your practices, attending conferences is one of the best ways to accelerate the maturity of your data and analytics capabilities.
HR Digest
MAY 3, 2019
The HR Digest: Organizations have recognized the importance of using people analytics to de-bias hiring and rewards – but then fail to accelerate in skills identification and tackling biases. The post Peter Fasolo, CHRO at Johnson & Johnson, On the Value of Transformational Growth and Innovation appeared first on The HR Digest. Featured Leadership Strategy cognitive diversity Johnson & Johnson People Analytics Peter Fasolo transformational growth
HRmarketer
AUGUST 1, 2018
We recently got our hands on IBM’s new Global CHRO Stud y, “Unplug from the past: The Chief Human Resources Officer perspective,” and it’s a report that anyone interested in HR and human capital should peruse carefully. Download your copy of the CHRO Survey here.
Analytics in HR
JANUARY 23, 2019
In the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy , researchers found that: Although most large enterprises collect a variety of workforce data, many CEOs currently are not using human capital metrics or analysis to make strategic business decisions. CEOs don’t ask for the metrics, HR does not deliver them effectively, or the CHRO is not using them to help connect people strategy with business strategy.
HR Digest
MAY 1, 2019
Meet The Woman Who Has Changed IBM’s History Harnessing the power of data analytics to transform process, people, and culture is not easy. Today, as Diane Gherson, CHRO IBM, transforms global workforce outcomes through talent analytics and data, she is not afraid to put forward profoundly ambitious and path-breaking ideas. The CHRO of IBM, Diane Gherson however, has different views and she has translated the term “human+machine interaction” into HRM practices.
Visier
MARCH 20, 2018
As a result, an organization’s people strategy is critical – and is a top concern of CEOs. Analytics is the difference between guessing and making fact-based decisions. They wouldn’t have been able to uncover this insight without analytics.
Visier
SEPTEMBER 5, 2017
Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Recommended Read: The Rise of the People Strategy Platform ]. 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.
Visier
SEPTEMBER 5, 2017
Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Recommended Read: The Rise of the People Strategy Platform ]. 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.
Visier
SEPTEMBER 5, 2017
Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Recommended Read: The Rise of the People Strategy Platform ]. Bridging the Gulf Between People and Business Strategy.
GattiHR
APRIL 23, 2018
Q & A with CDM Smith CHRO, Carlos S. Gatti: How does CDM Smith’s commitment to innovation affect its talent management strategy? Echalar: To ensure that our company can continue to drive innovative client solutions, my team focuses on strategies for recruiting, retaining and redeploying highly technical professionals. Gatti: How do you align CDM Smith’s talent strategy with shifting market and client needs? The post Q&A with CDM Smith CHRO, Carlos S.
HR Digest
MAY 3, 2019
The HR Digest: Organizations have recognized the importance of using people analytics to de-bias hiring and rewards – but then fail to accelerate in skills identification and tackling biases. The post Peter Fasolo, CHRO at Johnson & Johnson, On the Value of Transformational Growth and Innovation appeared first on The HR Digest. Featured Leadership Strategy cognitive diversity Johnson & Johnson People Analytics Peter Fasolo transformational growth
Analytics in HR
NOVEMBER 23, 2018
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes, the People Analytics Leader may also go by the title of vice president, senior director or director.
NGA Human Resources
JULY 22, 2016
Finance Director Europe speaks to Michael Custers at NGA HR about how the company plans to build a culture of more streamlined and efficient digital strategies to bring the two departments closer together. But it's really a matter of them mapping out an all-encompassing strategy for every digital tool across the entire company, not just in nooks and crannies. Another way that HR and finance are coming together is in the approach to analytics and HR data.
Bersin with Deloitte
APRIL 17, 2019
closed Day 2 of the 2019 IMPACT conference with a compelling story about the development of an HR strategy for the company—including the elimination of titles, the creation of a growth mindset, and a holistic approach to using tools. Business strategy and objectives.
Visier
MAY 30, 2018
Our annual people analytics and workforce planning conference, Visier Outsmart, has wrapped and we’re excited to share all that happened with you. “Be With people analytics and data-driven workforce planning both ever-evolving, HR and business leaders must continuously be fearless in their pursuit of innovation and change within their organizations. HR has a responsibility to put the tools and strategies in place that will help the company do good things.
SuccessFactors
JULY 24, 2017
They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business.
i4cp
OCTOBER 11, 2018
The recently released report from the ROI Institute and the Institute for Corporate Productivity (i4cp), Four Ways to Advance Your People Analytics , examines workforce analytics advances, trends, barriers, and more. I love how analytical acumen is proliferating across HR.
Visier
DECEMBER 6, 2017
I invite you to participate in a survey we are currently running on People Analytics maturity, value, and best practices. End the Disconnect Between our People and Business Strategies. Participate In the Survey on People Analytics Market Maturity, Value and Best Practices.
TLNT: The Business of HR
OCTOBER 5, 2017
Indeed, in today’s resource-competitive environment, CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Organizational Leadership Strategic HR Strategy Featured people analytics
HRmarketer
APRIL 26, 2019
Event Name: Employer Branding Strategies Conference. EmployerBranding #EmployerBrand #SRSC #TalentAcquisition #Recruiting #RecruitmentMarketing #SanDiego #HireBetter #Hiring #HRTribe #CHRO #HROS #EmployeeAdvocacy.
Strategic HCM
JUNE 5, 2018
I was working on client and other things at home last week but did manage to catch the HR Congress' virtual CHRO summit.
SuccessFactors
AUGUST 14, 2019
My colleagues in the United Kingdom have just released a new e-book called “Enabling ‘Intelligent Insights’ to Shape a Workforce Revolution in Financial Services,” and I’m sharing it with every CHRO in banking that I know. The future of work is a topic that interests me greatly.
Workday
SEPTEMBER 22, 2017
I’ve already written about the importance of having self-service analytics in the finance department to help make more informed business decisions. The CHRO of the future must use people analytics and employee data to make strategic decisions about their company’s workforce. When people analytics are easily accessible to everyone, we can make better decisions faster. When people analytics are easily accessible to everyone, we can make better decisions faster.
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