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Today, HR systems equipped with advanced dataanalytics capabilities enable businesses to make informed, data-driven decisions that enhance workforce efficiency and productivity. One of the most powerful applications of HR analytics in workforce planning is predicting future talent needs.
While the term may not be in the limelight anymore—Google searches for “boomerang employee” and similar phrases peaked in 2022—data from multiple labor market analytics platforms supplied to HR Brew suggests that boomerang employees, as a trend, are sticking around. That number jumped to 3.1% in July 2024. Around 4.3%
“Data is at the heart of this.” ” What workforce data does HR need? The transition from reactive to proactive workforce planning requires a data shift in how organizations view their talent ecosystem. Companies are also using data to rethink how they classify and hire workers, says Leeby.
Workforce forecasting, once a reactive exercise based largely on historical data and guesswork, has become a strategic necessity for future-focused companies. Today, they serve as powerful data enginestracking everything from employee turnover and hiring trends to productivity, engagement, and skills development.
Learning Objectives: 🤖 Analyze the impact of AI and emerging technologies on HR functions, including practical applications for automation, dataanalytics, and decision support while understanding ethical considerations and implementation challenges.
These systems will be able to sift through large amounts of data much faster than a human HR manager ever could, making the recruitment process more efficient and effective. This allows HR teams to align staffing costs with the overall business strategy and make data-driven decisions about workforce investment.
Strong HR values require investing time and resources in data In my mind, one of the most important actions for now is to invest time, staff resources and dollars into developing a stockpile of clean, accurate, well-managed and relevant workforce data. This work is critical for multiple reasons.
The evolving role of HR in organizations today is more strategic, data-driven, and integral to shaping company culture and employee experiences. They encompass a broad range of functionalities, including talent acquisition, performance management, employee training and development, compensation management, and workforce analytics.
Move from reports to problem statements Clark shared that Wells Fargo is shifting from a focus on reporting to a deeper emphasis on analytics. In the first year, we focused on gathering data and setting up a data warehouse to provide reliable, usable data.” This is part of a two-year journey for us,” she said. “In
Through interviews with HR and Future of Work thought leaders, third-party research, insights gained from Visier’s experts, and benchmarking data, we have uncovered three critical areas where leaders must rethink their talent approaches. How to leverage people analytics and ONA to survive the ongoing health crisis
HR provides real-time data on headcount, turnover, and labor costs that sharpens budget accuracy. What Data-Driven Planning Actually Looks Like The magic happens when HR metrics (turnover, time-to-fill, engagement) combine with financial data (budgeting, cost-per-hire, ROI).
Traditionally viewed as separate systems, HR and payroll actually share a wealth of overlapping data employee records, job classifications, benefits, hours worked, and more. Integrated systems eliminate this redundancy data only needs to be entered once, and it flows automatically where needed.
The bill also prohibits AI that uses a workers personal information for predictive analytics, a key measure applauded by data privacy pros. Privacy and data transparency. But if that data is used for a different purpose, training some new in-house AI system, perhaps, companies should be having these discussions now.
Key Features: Advanced AI candidate matching Customizable recruitment workflows Easy job posting to major job boards Automated resume parsing and ranking Comprehensive analytics and reporting Best For: Small to medium-sized agencies looking for a cost-effective yet powerful solution.
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Ideally, people analytics can improve on instinct and gut feeling.
Forecasting involves looking at historical data and identifies trends over time, allowing you to see where and when your team needs help. Methodologies: Workforce forecasting relies on forward-looking quantitative methods like scenario modeling, predictive analytics, and trend analysis. Some larger ERP systems (e.g.,
Data-Driven Decision Making HR software often includes analytics tools that provide actionable insights into workforce trends. With access to real-time data , businesses can make smarter decisions, such as: Identifying high-performing employees for promotions or rewards.
Good people analytics software can drive smart business decisions. HR pros we spoke to reported that platforms and resources that provide data crucial to good people management are a must. This saves us hours of time doing manual reporting; it’s like having a data scientist on demand.
We can get through this,” said Christina Janzer, SVP of research and analytics at Slack. ”We The permissions needed to access the correct data to perform those tasks are also already set, taking the guesswork out of using AI at work. We just need to address the blockers.” AI agents perform pre-programmed approved tasks.
The importance of People Analytics continues to rise as organizations mine a growing volume of employee data to yield insights to support decision-making and drive organizational strategy. Adoption rates are climbing steadily and more mature organizations are increasingly leveraging new analytics capabilities.
Centralised Employee Data Management As your employee headcount increases, so does the volume of information you need to manage contracts, emergency contacts, performance reviews, leave records, and more. Without HR software , this data is often stored across multiple systems or buried in email chains.
With a smart, data-driven workforce planning strategy that aligns with your long-term vision. Use Workforce Analytics to Drive Smart Decisions Gut instinct isnt a strategy. Tap into workforce analytics to understand turnover trends, employee performance, skills gaps, and future talent risks. Lets break it downMP-style.
Data Security & Role- Based Access With sensitive employee data and health- related information in play, choose a system that meets industry- standard security protocols and offers granular access controls. From onboarding and performance to workforce analytics and compliance, its designed to handle complex HR workflows.
Data-driven decision-making: By analyzing KPI progress, for instance, by using an HR dashboard , HR teams can make informed, data-based decisions and choices about policies, resource allocation, and workforce strategies. Put simply, HR KPIs are not just average employee data.
Speaker: Jana Fuelberth, President & Co-Founder, analytic.li
HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives. March 14, 2018 11 AM PST, 2 PM EST, 7 PM GMT
HR Brew, using a data analysis provided by Live Data Technologies , reviewed the educational and professional histories of more than 16,400 current CHROs and chief people officers (CPOs) to identify trends in their journeys to the C-suite. Where you plant your roots makes all the difference, especially for a CHRO.
From AI to analytics, the right tech stack transforms workforce planning from reactive guesswork into a proactive, data-driven strategy. Deploy Data Collection & Forecasting Tools Modern workforce planning requires a 360-degree view. Leverage the power of modern HR technology.
Many CHROs report consistent organizational demands: become more data-driven, show concrete ROI on AI investments, improve cost efficiency and productivity, and keep pace with competitors already leveraging AI technologies. They automate data collection processes where feasible and ensure both data quality and accessibility.
The shift from traditional HR methods to data-driven strategies has been transformative. At the heart of this transformation is workforce analytics, often powered by advanced HR software. However, with the advent of advanced HR software, there is now a wealth of workforce data available to HR teams. What is Workforce Analytics?
Speaker: Dr. Michael Moon, Director of People Insights, ADP
People analytics can help uncover what motivates your employees and what matters to them. The first step in doing this is defining what you are trying to measure and deciding what data will be needed. By understanding what motivates your employees, you will be able to provide a better employee experience.
The ability of artificial intelligence to extract valuable insights and patterns inside large datasets that would be difficult or impossible for humans to perform is the true AI unlock for businessesbut its only an unlock if its sitting atop a foundation of useful and unbiased data. We need to understand these insights.
AI-driven tools and dataanalytics pave the way for efficient, engaging, and future-proof learning strategies. #1 With AI agents expanding into the functionality of the LMS, the capacity to deliver fast, accurate data analysis has great potential to illustrate the impact of learning across the organization.
This data enables employers to make strategic decisions around hiring, budgeting, and workforce planning. It involves collecting and categorizing data related to employee demographics, such as full-time or part-time status, contractor roles, and temporary workers.
HR Analytics has revolutionized the capabilities of the workplaces that have adopted these explorative systems, but some considerations have gone unexplored. Specifically, were talking about the relationship between HR analytics and data privacy. HR analytics and data privacy are linked in many intricate ways.
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year.
More than half of workers and leaders are worried about the growing overlap between tasks performed by humans and technology, according to new data from Deloitte. It helps companies make data-driven decisions to optimize workplace operations. HR tech innovation is driven by shifting workforce dynamics and AI advancements.
Catherine Magne , VP of HR, Lasso BambooHR is a favorite, but honestly, any solid system that acts as a true hub for employee data. Siya Thakkar , people coordinator, Go City BambooHR—it’s made data management way less painful, especially when working with distributed teams.
Data-driven decision-making is crucial. An HRIS can revolutionise how HR departments manage and utilise their data, providing a robust platform for enhancing reporting and analytics. An HRIS can revolutionise how HR departments manage and utilise their data, providing a robust platform for enhancing reporting and analytics.
Reasons for absence : Collect data on the reasons for absenteeism to address any underlying issues, such as health concerns or workplace dissatisfaction. How to track : Separation data : Track the number of employees leaving the company within a specific period and calculate the turnover rate as a percentage of the total workforce.
Looking for guidance on how to use people analytics across your talent programs? One solution: consider deploying a people analytics platform that can equip your team with the information and tools they need to find and keep world-class talent efficiently and effectively.
With AI and data-driven tools changing how recruitment works, gaining knowledge in these areas can help you stand out and bring more value to your role. Certification also helps you master talent acquisition techniques like passive sourcing, AI-driven recruiting, and dataanalytics, which can lead to better hiring outcomes.
Analytics Tools: Provides actionable insights into scheduling trends and workforce productivity. ” (Source: G2 ) Cons Analytics features are not as robust for large enterprises. While it doesn’t support importing data from external calendars, it can sync schedules with Google Calendar and Outlook for better accessibility.
Data-driven decision-making has become a cornerstone of effective management. In 2025, people analytics has emerged as a transformative force, enabling HR professionals to gain deeper insights into employee behaviour, engagement, and performance. It involves collecting, analysing, and interpreting data to inform HR decisions.
Example : Suppose you’re a tech company in need of a skilled data analyst with knowledge of the latest analytics tools. Continuous Improvement : Staffing agencies track and analyze recruitment data, which they use to refine their approach.
Speaker: Andrew Gadomski, Managing Director, Aspen Analytics
But, those required parts can be augmented to include data like we've never seen before. And, we have the science to back up the data and decipher it. Attendees can expect to learn: What's REALLY Happening in Analytics and Metrics: Does it Work? What does it all mean and how can we benefit?' How to Decipher Today's A.I.
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