Remove Analytics Remove Conference Remove HR Function Remove Metrics

Steal this People Analytics Leader Job Description!

Visier

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.

Analytics Must Be HR’s Top Priority To Be Strategic

Visier

What could be more important than realizing that the world of HR is on the edge of a dramatic shift that will literally change the entire focus of HR? Unfortunately, HR leaders are frequently so busy that most haven’t found the time to realize that “The War For The Future of HR” is already over, and “data analytics” has won! The Business World Has Changed and HR Can’t Afford to Lag Behind. And that approach served HR executives well.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Why People Managers Need People Analytics Today

Visier - Talent Acquisition

Outsmart, the leading people analytics and workforce planning conference, takes place online on May 5-6, 2021. At Outsmart, the author of this article, Ian Cook, VP, People Analytics at Visier, will deliver a Day 1 keynote on this topic. People analytics everywhere.

The 71+ Biggest HR Tech Conferences to Attend in 2019

Digital HR Tech

HR tech conferences are always a great occasion to speak with industry experts in person, to see some of the coolest HR tech startups pitch their business, and to find out more about the companies behind the technology we write about here on Digital HR Tech. So, what better reason to get some of this year’s top HR tech conferences in your diary straight away, right?! Price : for end users – $2,095 (conference), $2,695 (conference + workshop).

Keeping it Simple: Driving HR analytics Value in 1 week

Analytics in HR

I attended an HR analytics conference in 2014, and was very impressed by the HR analytics work done in excel by Elouise Leonard-Cross, then of Home Group, in the North-East of England. The Home Group HR team did a great job by keeping things simple. They did the basics of HR right, they ran a range of HR initiatives, from normal – training, team sizing, balancing demographics – to some fun extras such as branded fruit juices. HR Analytics

The 71+ Biggest HR Tech Conferences to Attend in 2019

Digital HR Tech

HR tech conferences are always a great occasion to speak with industry experts in person, to see some of the coolest HR tech startups pitch their business, and to find out more about the companies behind the technology we write about here on Digital HR Tech. So, what better reason to get some of this year’s top HR tech conferences in your diary straight away, right?! Price : for end users – $2,095 (conference), $2,695 (conference + workshop).

How technology will be pivotal in the new ‘future of work’

HRExecutive

The pandemic has significantly sped up the acceleration toward the future of work—and now, forward-thinking HR leaders need to keep focused on staying ahead of the curve. Jesuthasan: Last year, I had the privilege of working with the World Economic Forum to write a report called HR 4.0:

#Analytics, Analytics, Analytics - NOT The Future of #HR #hrtechconf #hrtecheurope

Strategic HCM

I''m looking forward to the tweets from HR Technology (US), and then later HR Tech Europe, as I can''t get to either of them this year (in fact I''ve not been to HR Technology (US) for three years now since I last presented there.) Both are normally great conferences - helped by the space they operate within as there is so much new and highly impactful within HR tech. But that doesn''t mean it''s the future of HR. HR measurement

7 Metrics That the Most Data-Savvy Recruiting Teams Are Tracking

Linkedin Talent Blog

This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill. Data-driven recruiting functions already know that your company’s “speed of hire” is critical, because data reveals that the top 10% of candidates are gone by the 10 th day. And HR has unfortunately remained as the #1 CEO issue for the last four years running.

It’s Time for a People Strategy Revolution

Visier

It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. And because of that mundane reaction, when CEO’s read our metrics they certainly don’t take any action.”. RSVP for the conference nearest you (there’s no fee to attend!)

How data and storytelling can work together under the new SEC rules

HRExecutive

The panelists agreed that the SEC regulations are relatively broad, allowing employers to essentially report the human capital metrics most relevant to their stakeholders. “It’s As employers generate metrics in each of these areas, Bersin said, it yields a number of long-term business results.

It’s Time for a People Strategy Revolution

Visier

It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. And because of that mundane reaction, when CEO’s read our metrics they certainly don’t take any action.”. RSVP for the conference nearest you (there’s no fee to attend!)

10 Reasons To Shift To A Data-Driven High Business Impact HR Model

Visier

The latest survey from the prestigious Conference Board ranks Human Capital as the #1 challenge facing global CEOs. At first glance, senior HR executives might take that top ranking as a positive thing. As a result of being the top challenge for such a long period of time, it is clear that CEOs and board members fully understand the value of Human Capital, but they have also learned to expect a higher rate of strategic change than most HR functions have been able to deliver.

Data 214

Can HR Drive Business Results?

HRExecutive

As our capacity to measure just about everything increases, a new HR metric emerges to describe what’s measured. In the relentless move to a more data-driven HR function, we’re starting to drown in statistical mumbo jumbo. So far, HR can’t tell you how engagement affects the bottom line, just that it probably does because engagement can correlate to retention, and we know that hiring and training new employees is more expensive than keeping the ones we have.

Quantifying Company Culture

Collage

Combining business savvy, street smarts, and a military upbringing, Elisha brings a truly analytical mindset to modern HR. We spoke with her to learn how she thinks product development can inform people and culture and why HR metrics truly matter. __. One of the most talked-about topics in HR today is the need for metrics and quantification. Elisha’s HR philosophy: “Replenish the soil rather than deplete it.”. Q: How did you get your start in HR?

What are the most common mistakes HR organizations make when implementing new tech?

HRExecutive

Influence in HR technology comes from many places, takes many forms and continues to evolve over time. When the HRE /HR Tech Conference team met over to work on this Influencers list , we knew it would be important to consider all aspects of influence. It’s safe to say all, however, are having an important and noticeable impact on where HR technology has been, where it is today and, perhaps most importantly, where it is heading. HR Technology Conference ®.

AIHR Live with Dave Millner “The HR Curator”

Analytics in HR

In this short interview, Erik discusses the most important HR and HR analytics topics with the one and only “HR Curator” Find out about the digital future of HR from the expert, Dave Millner! Today we’re going to talk a bit about HR analytics. Dave, what I want to ask you first is… What are some of the areas of HR analytics that you’re most excited about, that trigger you the most? HR Analytics

Data 72

HR Tech Influencers Address Impact of Emerging Tech

HRExecutive

What area of the HR function will be most impacted by emerging technologies, and why? We are reaching a point where standalone talent and core HR systems are too complex and we need integrated experiences, based on employee journeys. In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make? How can HR leaders best make the business case for HR technology investment? Josh Bersin. Advisor.

HR Meets Technology: The Ten Facets Of Culture

TalentCulture

HR is experiencing a watershed moment. It’s not like the massive shift from virtual punchcards and e-forms to Cloud-based applications and analytics. It’s not the sudden appearance of millennials texting in the staff cafeteria, or the first Internet conference call. It’s the shift to a new paradigm: HR and Technology is essential to the success of an organization. HR is connected to strategy. HR is critical for success. Back to analytics here.

A New Era of Data in HR?

Compensation Cafe

A quick poll on how you use data across your HR function: First, do you rely on Excel spreadsheets, business intelligence and visualization tools, or an in-house data science team? Perhaps more importantly, are you still looking at the same metrics as a decade ago, new metrics that have emerged only over the past couple of years, or some blend of both? He writes: “As a literal definition, HR does not actually have big data, or more precisely, almost never does.

Visit us at #HRTechConf

Compensation Today

Long gone are the days of HR being seen as a department of corporate cops. These days, HR is at the core of their businesses, reinventing the entire employee experience, and it’s enabled by some of the most forward thinking technology in business right now. It’s why thousands of people are headed to Chicago to explore the potential enabled by new HR Technologies at #HRTechConf. Some big topics are on the slate for HR Tech this year.

Human Resources Needs a Common Language for Managing Business Data

Oracle HCM - Modern HR in the Cloud

True, everyone in HR shares some common metrics, such as head count and time-to-fill. But HR is not even close to having anything like the working standards established by the Financial Accounting Standards Board (FASB) or the International Financial Reporting Standards (IFRS). HR Big Data With modern HR systems now producing, collecting, and storing reams of data, a next logical step is to make sense of it all to enable intelligent business decisions.

TECH+ 2021: Executive Summary

Paycor

Paycor hosted TECH+, our annual national partner conference on Feb 1st and 2nd and this year, the event was virtual. Here are 11 key takeaways: #1: Transparency, Technology and Data Analytics are Transforming Employee Benefits. What’s the advantage of data analytics?

HR Tech Weekly: Episode #253: Stacey Harris and John Sumser

HR Examiner

Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. HR Tech Weekly. SmartRecruiter HiringSuccess Conference 1,200+ attendees Link ». People Analytics Firm Visier Announces Appointment of Nick Lisi as Chief Sales Officer Link ».

HR: Always be Marketing with Katharine Mobley

The SHRM Blog

HR: Always be Marketing -- Whether you know it or not, HR is always sending a message to potential candidates and employees. As an HR Insiders blogger, I conducted a Q & A with Katharine to learn more about how --and why-- HR should always be marketing. Katharine, the title of the 2018 HR Tech Conference session where you will be a panelist is HR: Always Be Marketing. In what ways is HR becoming the “new marketing”?

Tools 64

The (Multi)-Million / Billion Dollar Issue HR Must Address

i4cp

As Barbara Whye, Intel’s Chief Diversity Officer, shared at the 2018 i4cp conference; of the more than 10,000 cases that have been opened over the past two-plus years, 90% have resulted in a save. It’s been reported, per a leaked memo from Salesforce.com board member Colin Powell, that the cloud-computing company actually includes Glassdoor ratings as a key metric when considering companies to acquire.

HR Tech Influencers Look to the Future of Work

HRExecutive

Influence in HR technology comes from many places, takes many forms and continues to evolve over time. When the HRE /HR Tech Conference team met over the winter to work on this Influencers list, we knew it would be important to consider all aspects of influence. It’s safe to say all, however, are having an important and noticeable impact on where HR technology has been, where it is today and, perhaps most importantly, where it is heading. HR Technology Top Stories

ADP 85

HR Meets Technology: 10 Facets Of Culture

SAP Innovation

HR is experiencing a watershed moment. It’s not like the massive shift from virtual punchcards and e-forms to cloud-based applications and analytics. It’s not the sudden appearance of Millennials texting in the staff cafeteria, or the first Internet conference call. It’s the shift to a new paradigm: HR and technology is essential to the success of an organization. HR is connected to strategy. HR is critical for success. Back to analytics here.

What is now business critical on the HR Director’s agenda?

Strategic HCM

We’ll be following up on the issues raised in the HR Directors Business Summit unconference, and discussed in the final unpanel, at the organisers’ new community forum, HR InSights. Of the business, and of the HR function too (eg in Ed Lawler’s presentation, and also demonstrated in the HR with Distinction awards). Planning and analytics. Analytics. And this might indicate that HR really hasn’t got a good handle on HR measures and analytics.

Don't blame the Ulrich model

Strategic HCM

I’m looking forward to chairing Symposium Event’s Successful HR Business Partnering Summit on 5th November. Well, maybe not quite these words… but examples of businesses that have identified and developed business partnering approaches which make sense for them – their sector and organisational context, business strategy, capability of existing HR staff and line managers etc. also see details on Symposium’s Leveraging HR Technology Forum ) Capability.