As well as the books, I’ve been re-reviewing the Human Capital Institute’s recent Talent Strategy and Workforce Planning conference (which I’ve also already posted on here ). 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. FDE: Do you feel that corporations are doing enough when it comes to embracing digital technology? 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. MORE

65 percent of companies surveyed now rate “inclusive growth” as one of their top three goals, eclipsing strategies like “growing market share” or “being the category leader.”. Ditto for problems like “improving well-being” or “reducing attrition” or “improving our employment brand.” MORE

A dominant trend potentially reshaping the role of HR in the corporate world, relates to the rapid growth of the knowledge economy. Talent acquisition specialists have the ability to exploit their expertise in people, and place themselves at the core of corporate strategy through the use of big data and cutting edge technology. In this capacity, more data, better data, and stronger analytics lead to a more legitimate talent acquisition strategic plan. MORE

IT departments are not measured by employee recruiting, retention, and engagement metrics. Analytical. Talent analytics is a hot buzzword in HR, but sophisticated algorithms and big-data solutions are many, and choosing the right ones can often the main challenge. With the right technology (and of course, the right HR manager), corporate strategy, HR strategy and IT strategies are synchronized. MORE

HR leaders need to go beyond slicing and dicing HR data and start demonstrating direct connections to business metrics that matter most to executives—and that’s where these recent studies focused. Ensuring the employees who are hired are well suited for the work required of the role. MORE

Less of a requirement for the employer brand to look exactly like the corporate brand. This doesn’t mean that your employer branding strategy will ever be at odds with your corporate strategy – it just means your branding dollars will have more net sum impact. MORE

A CDO knows that this phase offers its own benefits and can be used as leveraged to further the corporate strategy. Adopting new processes, using new or unfamiliar systems and even new reporting structures often are met with some resistance if the transition is not managed well. MORE

By essentially saying that the business and its leader are one and the same, we don’t leave much room for true data-driven strategy. In fact, AI will let them ask questions that weren’t previously economical to answer, as well as questions they didn’t even know to ask. MORE

Brett Hurt, the co-founder and CEO of data.world, talks with Leighanne Levensaler, Workday’s senior vice president, corporate strategy, and managing director and co-head, Workday Ventures, about how the smart use of data changes a company’s culture, the early days of e-commerce, and how data.world has created the world’s largest collaborative data community. And the reality is those metrics were pretty meaningless. All of data.gov is on data.world as well. MORE

A CDO knows that this phase offers its own benefits and can be used as leveraged to further the corporate strategy. Adopting new processes, using new or unfamiliar systems and even new reporting structures often are met with some resistance if the transition is not managed well. MORE

What are Human Resource Metrics? By using Human Resource metrics. Employing human resource metrics in your business is a great way to measure the progress (or demise) of your HR actions. Why HR Metrics are Important? How well informed are you about your own business? MORE

With 2015 budget planning well underway, you’re probably in the midst of defining allocation requests and preparing to defend each line item to senior management. Metrics prove the value of applicant tracking software to the business. MORE

65 percent of companies surveyed now rate “inclusive growth” as one of their top three goals, eclipsing strategies like “growing market share” or “being the category leader.”. Ditto for problems like “improving well-being” or “reducing attrition” or “improving our employment brand.” MORE