Managing Transformation and Changes Using People Analytics

Digital HR Tech

Contents Challenges and transformation Leveraging people analytics beyond common practices Using people analytics in organizational change Case Study: Data-driven change with people analytics On a final note. Leveraging people analytics beyond common practices.

Become a Competent HR Professional with HR Analytics

Analytics Training

If you are an HR professional wondering how you can grow in your department, workplace, and career, you need to upskill to what is known as HR analytics today. Analytics has been touching diverse aspects of the IT realm and it has now come to HR for optimized efficiencies.

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How to Compete For Talent Against the Amazons of Your Industry–and Win


Here are some people analytics best practices to use in order to mitigate the risk of talent shortfalls: 1. When properly done, people analytics enables you to know with confidence how long it is likely to take to hire for a certain role, including time in each stage of the hiring process.

Workday Podcast: Why the Spotlight Is on People Analytics


Michael Lewis’s 2003 book “Moneyball,” and the 2011 film that followed, put a big spotlight on strategic statistical analysis, and how a professional baseball team with a relatively small budget could compete with its well-heeled rivals.

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


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.

People Analytics: Ethical Considerations

Analytics in HR

We compared it to various pieces of similar legislation and discussed whether simply complying with legislation is enough when undertaking people analytics projects. In this paper, we extend our previous work to further discuss the ethical implications of people analytics. One study estimated that 81% of people analytics projects are jeopardized by ethics and privacy concerns. [1]. Recommendations: Define the job and expected competencies as the first step.

6 Areas Where People Analytics Can Help HR Get Ahead

Career Metis

According to one recent report , 90% of businesses now say that data and analytics are key to their organization’s digital transformation initiatives. Furthermore, 73% say that people analytics will be a major priority for their company over the next five years.

Employee Referrals: A Players, Diversity Hiring, and Key Benefits


From an analytics perspective, being able to track quality of hire, time to fill, and other metrics and tie them back to the referral source is an incredibly valuable practice. Using Referrals to Improve Diversity Diversity has become an HR buzzword, thrown around in meetings and leveraged for positive PR, but what does diversity really mean? Legally, diversity refers to the age, socioeconomic background, gender, race and ethnicity differences in your workforce.

Finding Hidden Treasures – Mining for Employee Competencies

Effortless HR

What are competencies? Competencies represent the behavioral, technical, and motivational requirements for successful performance in a given role or job. A competency is usually defined as a grouping of related: Behaviors. So, why are competencies important? Identifying the needed competencies make recruiting easier and can help in coaching and training employees. What competencies do they have that can be seen, heard, or documented by colleagues and clients?

Why People Analytics isn?t Delivering on its Promised Value

Analytics in HR

According to McKinsey, People Analytics is going mainstream. Where we used to talk about what People Analytics is and how we could get started, the conversation is now shifting to how we can speed it up, implement it faster, and deliver a decent return on People Analytics investment.

Embrace design thinking to advance diversity, equity and inclusion

CLO Magazine

Despite best intentions, our diversity, equity and inclusion efforts often fail. These analytics also help determine how to cultivate the health of our workforce and what is missing along our journey. Talent Management DEI design thinking diversity and inclusion empathy ideate

Be careful! These books can change your career: People Analytics and HR-Tech reading list

Littal Shemer

These books can change your career: People Analytics and HR-Tech reading list. This list of People Analytics books is not exceptional. So here is my People Analytics reading list on Kindle, ordered chronologically, from newest to oldest. People Analytics & Text Mining with R.

Leading Analytics Teams in Changing Times

Analytics in HR

The growing use of analytics in organizations is powered by analytics teams, which are often underfunded, misunderstood, and starved for talent. Yet, despite the demand, just a quarter of analytics teams operate as “business drivers” today, proactively leveraging data to unearth business opportunity. Most are seen as internal “consultants” (41%) or “service providers” (31%) , suggesting opportunity on the side of both analytics teams, and the leadership they serve.

How Four Companies Enable their HRBPs with People Analytics

Visier - Talent Acquisition

Many organizations want to enable their HRBPs to adopt a data-driven approach and be the ambassadors for people analytics while providing consultative support to the business on talent strategy. Many told me their HRBPs are afraid of data and analytics.

How to Use People Analytics and Recognition to Strengthen Culture


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.

2 Keys to Millennial Retention: Personality Assessments and People Analytics

ATD Human Capital

Today’s workforce is more diverse, complex, and challenging than ever before. Enter A ssessment s and Analytics.

Analytics in Hiring: 4 Ways AI Helps You Find Non-Obvious Talent


When companies build a talent base with diverse abilities, its approach to products, services, problem-solving and customer service also diversifies. . Employ Predictive Analytics to Redefine Roles and Broaden Talent Pools. Sometimes, the best person for the job isn’t the obvious one.

How do we build career paths for People Analytics teams?

Analytics in HR

Many companies (69% according to the 2017 Bersin report on High Impact People Analytics ) are now realising the importance of People Analytics skills as a core part of their HR function. You need only look at the number of People Analytics jobs that are now advertised online to understand just how critical this area has become to the future of HR. In a recent interview between Geetanjali Gamel, the global leader of workforce analytics at Merck & Co.,

People Analytics Value: Moving Beyond HR to Business Impact

Visier - Talent Acquisition

Most of us are already well aware that HR technology like people analytics can help shape better business strategies. People analytics is a net new capability, and it can feel difficult to place a value on a service HR has never experienced. For example, let’s look at diversity.

The New HR: Accountable, Measurable, Analytical

Oracle HCM - Modern HR in the Cloud

This approach can be attributed in large part to the new breed of HR leaders who are taking an analytical, strategic approach which aligns people strategy with business strategy. HR’s recruiting function should adopt modern social- and analytics-based recruitment. By Aaron Green.

3 Reasons Why People Analytics Should Be a Priority for Every HR Team

Linkedin Talent Blog

We’ve run the numbers and the results suggest that it’s time for HR professionals to add data analytics to their tool belts, if they haven’t done so already. People analytics will improve your company’s performance. People analytics can also be used to attract talent.

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

A Pulse on People Analytics


Nearly 70% of respondents to the 2016 i4cp/ROI Institute study on the state of human capital analytics expected to see their analytics budgets grow in 2017. Through a seven-question pulse survey, we received feedback from 147 HR and people analytics professionals. Respondents were asked to identify the three outputs that most reflect their activity in analytics. These results align with other predictions that suggest that 2017 will be the year of people analytics.

Global HR Competencies ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

Global HR Competencies. Ive previously provided a quick reaction to Ulrichs newest competencies and will probably provide more commentary on them from the Middle East HR Summi t where I see him next. Which is of course going to require some change management, so this competency remains.

Top Skills of High Performing HR Data Scientists


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

Data 404

Analytics Leaders: What You Can Learn from the BI Community’s Mistakes

Visier - Talent Acquisition

This poses a dilemma for analytics leaders because, while it is difficult for both drives to coexist, both are what’s needed to make analytics successful. This is true for all types of analytics, and people analytics in particular. Consider diversity as an example.

‘We need cognitive diversity to bring in new perspectives and ideas’


More than a third (37%) of organisations surveyed for the report said they were not effective at recruiting for cognitive diversity (also referred to as ‘neurodiversity’), which is a key predictor of positive team performance. Organisations were also found to be poor at leveraging the benefits of cognitive diversity; just a quarter (25%) of respondents said their organisation was effective in this area. News Diversity and inclusion Talent management

Here’s How Your Word Choices Could Affect Hiring Gender-Diverse Talent

Linkedin Talent Blog

That’s right, language matters and in our new global Language Matters Gender Diversity report , we’re diving into just how much of an impact words have on your hiring and employee engagement strategies. Talent Leadership Diversity

Revelation: Diversity Does Not Mean Disharmony

Inpower Coaching

Leaders want insightful, competent collaborators who can get the job done and win the day. To that end, women represent diversity not strife and disharmony. Diversity of thought is vital to an organization; disharmony, fatal. Diversity excites; it doesn’t enrage.

Why Using Data Is Your Key to Increasing Diversity, According to This Tech Leader

Linkedin Talent Blog

It takes courage to push for diversity, but using data—which comes naturally to an engineer like Leslie—has helped him drive change. While arguments for diversity are sometimes dismissed as too emotional or not urgent, data can help you make a powerful case that leads to progress. “It’s

A Comprehensive 101 Guide To The Responsibilities of The HR Manager


known as diversity and inclusion. Benefits and compensation management Compensation and benefits may sound dry, but like all other things in human resources, this is a diverse, challenging and important topic. You need to be analytical, but have interpersonal skills.

Dr. Michael Moon: Social Technology and HR Analytics at Work


Michael Moon is a leading expert on HR analytics and social technology in the workplace. This was before people analytics was really on anyone's radar. Dr. Moon realized early on that running reports, analyzing data, and making recommendations were seen as three separate competencies, yet she wanted to combine those skills into a cohesive strategy. Have an analytical / business mindset -- HR requires much more than merely liking to help people.

To Build or Buy with Embedded BI

Aberdeen HCM Essentials

The profile of the average end user is evolving, and that means a more diverse set of people are interacting with software every day. dashboards, search-based analytics, and data discovery tools) within their commercial offerings. Figure 1: ISVs Try Not to Reinvent the Analytics Wheel.

How to Create a More Transgender Inclusive Workplace


According to Kristen Schilt , trans men generally report increased perceptions of authority and competence relative to their female counterparts, fewer unwanted sexual advances, access to male-dominated social circles, and greater opportunities for career advancement.

AI Makes Organizations More Humane


Can we compete with startups when it comes to strong human relationships? We use heavy analytics to determine their individual preference and facilitate their customer journey. AI for diversity. This may lead to lack of workplace diversity and lost potential.

10 Soft Skills Job Seekers Will Need to Advance Their Careers (2020)

Career Metis

Businesses encourage collaboration among their teams since it promotes self-analysis, creates a talent pool of experienced and competent people, and make employees learn from each other. Take classes on data analytics and accounting information systems. 9) Cross-Cultural Competence.

2018 HR & HCM Technology Trends: Three Forces Reshaping the Future of Work

Ultimate Software

Current diversity and inclusion (D&I) efforts need to be redefined and updated to bring ongoing positive change for people organizations. People-first AI means organizations and managers using machine learning to better understand what motivates employees, how to more effectively recruit and retain talent, and how to improve on the employee experience at work by using both their own skills and knowledge combined with the near-instantaneous analytical power of AI.

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The 21 metrics you need for Strategic Workforce Development

Analytics in HR

The post The 21 metrics you need for Strategic Workforce Development appeared first on AIHR Analytics. HR AnalyticsMost organizations, small and large, have a defined vision, mission, and strategy.

The bold new world of talent: 10 predictions for 2016

HR Times

These changes, which impact organizations in every country, are coupled with a workforce that is increasingly diverse (in gender, age, culture, and nationality), demanding, and mobile. Diversity, inclusion, and gender inequality have reached board-level priority.

‘Upskilling’ a top priority for the decade ahead

HR Digest

In an interview with The HR Digest , Tyszko explains the crucial importance of tapping into hidden talent in new ways and achieving diversity, equality and inclusion goals in 2020. The HR Digest: How can companies commit to truer diversity and make progress without disenfranchising white men?