Reports vs Analytics: What’s the Difference?

Visier

In today’s competitive business landscape, organizations are increasingly turning to analytics to give them the answers they need to make decisions with greater confidence. So, what are analytics and how are they different from reports? Reports provide data; analytics provide insight”.

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Top 10 People Analytics Difference Makers to Look For

Visier

It’s the place to be for the latest and greatest in HR technology trends–especially analytics. . With that in mind, here’s my top 10 list of what makes Visier unique for people analytics: 1. For example, what are the factors affecting your resignation rate?

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Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for People Analytics

Visier

“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Building your People Analytics Solution.

How To Reduce Employee Turnover with Workforce Analytics

Visier

The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

Visier

The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). The eras are: Analytics 1.0: Artisanal Analytics.

How To Reduce Employee Turnover with Workforce Analytics

Visier

The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).

The Basics of Big Data, HR Analytics & Predictive Analytics

SMD HR

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.” Example : A good example of big data outside of HR is in consumer banking.

5 Advanced Data Analysis Techniques Applied to People Analytics

Analytics in HR

In previous articles, I have given multiple examples of how employees can benefit from data analytics. As a people analytics practitioner, I work with organizations to gain insights into their workforce and design effective strategies to organize for success. HR Analytics

Advanced Analytics for Agile Organization Design: 5 Principles

Analytics in HR

Analytics are central to understanding the organization and designing its future. In this article, I propose a number of solutions, including: New data models, better analytics, non-defined space and feedback loops are needed for organizations to get organization design right.

People Analytics in SMBs: Small Data, Huge Impact

Littal Shemer

People Analytics in SMBs: Small Data, Huge Impact. Furthermore, a small or medium business may lack the appropriate volume of data, the resources for shiny Analytics tools, and the right talent to lead initiatives and projects. Analytics tools. Analytics in SMBs.

How Foot Locker Can Reduce Employee Turnover with Workforce Analytics

Visier

The Era of Foot Locker Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR HR analytics’ or ‘talent analytics’).

Diagnosing and Preventing Nurse Burnout Using People Analytics

Visier

HR needs to take a compassionate approach to reducing nurse burnout and, strange as it may sound, people analytics and data can truly help in the effort to see the issues from the nurse’s point of view. This is where people analytics can make a difference.

How to Use People Analytics and Recognition to Strengthen Culture

Bonusly

Data and analytics are the next big thing in HR, but do you really know how to implement your findings in meaningful ways? Still, HR analytics is relatively new and often undervalued. Analytics can also help reduce existing biases for real or perceived discrimination or favoritism.

How Can You Use Predictive Analytics in Recruiting?

HR Daily Advisor

The field of predictive analytics has tools that aim to answer those types of questions. What Is Predictive Analytics? Predictive analytics, as the name implies, seeks to make predictions based on data analysis. The post How Can You Use Predictive Analytics in Recruiting?

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

Shelter Insurance Brings HR, Financials, and Analytics Together, part 1

Workday

So when Shelter Insurance went on to deploy Workday Human Capital Management (HCM) and Workday Prism Analytics we were thrilled, knowing they would gain even greater value from Workday. Can you share an example of HR processes prior to your Workday deployment, and how those are now processed today? For example, we built reports for our 200 budget managers, each of whom oversees a cost center. For example, why do people leave?

People Analytics: Money Talks

i4cp

While only 32% of respondents to the 2016 i4cp/ROI Institute study, The Promising State of Human Capital Analytics , report pursuing people analytics projects that include converting benefits of such programs to money, 69% report pursuing projects that include conducting impact and ROI studies. Converting measures to money normalizes measures so we can make comparisons across investments. is the president and CEO of ROI Institute and Chair of i4cp’s People Analytics Board

Top Skills of High Performing HR Data Scientists

Visier

The support of the CHRO and other key leaders can go a long way in ensuring organization-wide interest in people analytics, but you will need other enablers to evangelize adoption. Many roles contribute to successful people analytics enablement. People Analytics Best Practices

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HR Analytics – Transformative HR

Strategic HCM

For example HR was a job family with subfamilies such as HR Development and HR Business Partner. Competency models – were tailored to local business units through the use of additional competencies – so not quite an apples to apples comparison is it then?

HR & Workforce Analytics Innovation (London Data Festival)

Strategic HCM

As I've posted previously, adoption of analytics in HR has been relatively slow in comparison to other departments. Well next Tuesday and Wednesday, 10th and 11th May, I'm in London for possibly the biggest UK based event on data and analytics in business and HR that we've seen to date.

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.

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.

How To Use Cohort Analysis for Better Workforce Decisions

Visier

Without analytics to back up these decisions , it’s impossible to tell if an employee is being rewarded fairly. For example, if she is below the median on pay and above the median on performance for the group, then the data suggests she could be worth the additional salary.

Benefits of the Single-Instrument Assessment Approach

InforHCM

Examples of such topics that we have investigated in the past few years include mobile equivalence (is the assessment experience the same on mobile vs. desktop?), Director, Talent Science & Analytics.

#atdMENA Jenny Dearborn and Big Data Analytics in Saudi Arabia

Strategic HCM

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.

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Influence Your CEO With WOW And OW! Talent Data

Visier

This “think piece” is designed to challenge your thinking on talent metrics/analytics. In my view, a significant part of the CEO dissatisfaction comes from the weak metrics and analytics that HR has been providing them. Predictive analytics… over historical metrics.

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How To Use Cohort Analysis for Better Workforce Decisions

Visier

Without analytics to back up these decisions , it’s impossible to tell if an employee is being rewarded fairly. For example, if she is below the median on pay and above the median on performance for the group, then the data suggests she could be worth the additional salary.

Why People Leave Their Jobs (and How Their Reasons Should Shape Your Organization’s Talent Strategy)

Something Different

We’ve learned to focus on moments that allow people to make these comparisons.”. . ^In People Analytics Talent Management hr human resources<www.teambonding.com> Happy Monday all. . .

Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for Workforce Intelligence

Visier

But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Recently, I learned about a large software organization’s quest to build a workforce analytics solution.

5 Employee Engagement Best Practices to Keep in Mind

Digital HR Tech

For example, even when two companies have the same engagement score, workers may feel very, very differently. For a full comparison between the two, check this article on measuring employee engagement. In addition, when you want to compare the score with next year’s score, you need to have the exact same questions to make a good comparison. What has helped a company is value-adding analytics. Employee Experience HR Analytics employee engagement Employee experience

3 Must-Read Digital HR and HR Tech Articles of August 2018

Digital HR Tech

The top articles of August feature employer branding lessons from Beyoncé and Jay-Z, a people analytics case study, an article on developing the great human leaders of tomorrow, and a video with some of the most exciting current developments in HR technology.

The Next Stage of Intent Data – Part 2

Aberdeen HCM Essentials

For the purpose of this example, we will skip questions 4 and 5 in this series. This form of aggregation enabled us to create company profiles and make comparisons between them, determining the optimal candidates for targeting.

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8 Questions to Ask for Effective HR Reports

EmployeeConnect

Managers can often customise their reports on the fly, view information in real-time on custom dashboards and work with innovative analytics tools that generate predictive modelling. Other information can be included for comparison purposes, but the essential data must be easy to find. For example, BI insights about a competitor might favour the company’s successes while glossing over its failures. Analytics HR Tech Technology

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How continuous improvement can help optimize HR processes

Analytics in HR

People that have to administrate a lot of records make mistakes, typos, forget things and take shortcuts (for example by filling in a dash or a zero in a required field because it will help them submit a form quicker). A comparison that springs to mind is that of shoplifting.

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Why HR Should Go Above and Beyond the New ISO Standards

Visier

Investors may ask about the human capital metrics during earning calls, for example, and CEOs will be left in the lurch if they don’t have the right numbers. Take something like diversity — which continues to be a top priority for CEOs around the world — as an example.

Raising the bar in benchmarking

Analytics in HR

For example, if you want to compare how successful the people in your street are, there are a ton of variables that you can take into account. Just like in my previous article on the second wall in HR , I’d urge you to read Patrick Coolen’s great article on continuous analytics.

Workday Unveils Data-as-a-Service Based on Customer Demand

Workday

They explained how the time is right to deliver a service that extends the analytical power of Workday in an innovative new way—and most importantly, our customers have been asking us for this service. There will be several components to this offering over time, but we’ll start by delivering best practice benchmarking that lets customers uncover insights around organizational performance with peer comparisons. For example: Workday Usage Benchmarks.