Rather than focusing on competing externally in the market, organizations should consider responding to their employees’ desire for a personalized and meaningful experience. By applying analytical capabilities to employee preferences (e.g., De-linking pay and performance? MORE

One of my favourite sessions at ATD MENA in Riyadh where I''ve been speaking about people focused talent development and creating human capital was Jenny Dearborn''s on the value of data and analytics: it''s data science, not rocket science. The CHRO role now requires data analytics expertise. MORE

The reasons may be seem obscure to outsiders, but they are clear to those who follow the arcane practices of the wage and salary management field. In addition, an employer may select different peer comparison groups for each work group and address them differently. MORE

We're likely to pay more attention to findings that support our beliefs and to ignore competing facts and patterns in our data. The exec is often waiting for you to confirm his/her beliefs, and has little interest in competing facts. MORE

Gerry Crispin , co-creator of CareerXroads , and Steve Levy kicked off the day with a recruiting discussion around a comparison on every HR pro’s mind: the candidate as customer. Where does HR software fit in with performance management? MORE

Who among us said, “when I grow up I want to do something with borderline competency that I don’t really care about just to make enough money to survive”? An inspiring manager creates more team engagement. People Analytics will join the engagement trends. MORE

Rather than focusing on competing externally in the market, organizations should consider responding to their employees’ desire for a personalized and meaningful experience. By applying analytical capabilities to employee preferences (e.g., De-linking pay and performance? MORE

There are lots of words and concepts floating around the HR world these days that are new or different from the traditional approach – ones like “big data,” “HR analytics,” and “predictive analytics.” Connection to Analytics: Underlying all the big data talk is the concept of analytics. MORE

Employee development is at the heart of successful talent management. But it’s the ongoing training that’s at the core of talent management —and of retention. To get the most out your strongest workers, organizations need to expand training activities that increase supervisory, managerial, and executive competencies. Institutional knowledge/Knowledge management. You can find unbiased reviews and comparisons of many of these tools at Better Buys. MORE

More and more companies use pre-employment assessment tools to compare the critical competencies of their candidates helping them to find the best match for the job and the organization. Persprofile Manager. AssessFirst helps companies recruit high-performing and committed employees. MORE

Not to mention, the potential of a system to include Artificial Intelligence and predictive analytics in sourcing , recruiting and managing people more efficiently. HR departments, for instance, use applicant tracking systems to manage job ads, sort resumes, shortlist applicants, coordinate with their team/candidates and so on. Additionally, emerging advancements like predictive analytics add another dimension to recruitment decisions. MORE