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While most organizations have more data than ever to help identify and solve problems, people and culture and business leaders continue to be surprised by experience gaps in their workforce. The answer is finding and using a different kind of data. In business today there are two types: operational data (O-data) and experience data (X-data). X-data is fundamentally different. MORE
While most organizations have more data than ever to help identify and solve problems, people and culture and business leaders continue to be surprised by experience gaps in their workforce. The answer is finding and using a different kind of data. In business today there are two types: operational data (O-data) and experience data (X-data). X-data is fundamentally different. MORE
Nurse burnout–a state of physical, mental and emotional exhaustion caused by chronic stress–is a common problem in healthcare, one that came up often when I served as Director of Workforce Analytics and Special Projects at Vancouver Coastal Health, one of the largest healthcare organizations in British Columbia. As baby boomers reach post-retirement age, their demands on the healthcare system increase. This is where people analytics can make a difference. MORE
There is a way to avoid this continuing to happen… HR, it is time to embrace your inner Data Ninja! HR analytics and workforce planning. Although companies generally have useful workforce data distributed across the business, fewer than 22% of those surveyed by Harvard Business Review felt able to leverage this data. This means that 78% struggled to connect and analyze workforce data as a basis for talent-related discussions. MORE
Talent acquisition analytics and Big Data are introducing a new world of recruitment, serving the technologically developed business world in a manner that can provide clear and consistent results in the name of employee resourcing. Human resources departments are now able to assess which institutions and organizations are producing the best talent, and can exploit this data when it comes to their own recruitment. Data revolutionizes human capital management. MORE
Unfortunately, many companies still base their talent plans on unreliable sources and methods such as using country retirement age instead of actual retirement age data, outdated benchmarks, and financial headcount budgets with no historical trends or link to business strategy, and sadly, gut feel. Instead, HR and workforce planners should be looking to people analytics to enable them to make better strategic decisions. Data vizualisation of a workforce plan. MORE
Analytic data is allowing the human resources function to more accurately measure their successes, formulate effective strategies for future human capital development and justify the implementations of new policies and practices. The existence of easily accessible data is transforming business performance, leaving less room for error and guesswork and more space for educated predictions of business and talent progression within the company. MORE
A shrinking pool of workers with advanced manufacturing skills, along with baby boomer retirements, is contributing to this major talent shortfall. In fact, 94% of manufacturing executives say it’s the most effective strategy for skilled production workforce development, according to data gathered by Deloitte and the Manufacturing Institute. How to get this metric: You will need these kind of data sources: HRIS data, LMS data, exit data, and performance data. MORE
Cue: analytics. Do managers really need analytics? Well, for HR professionals who want to breed a strategic, tactical and operational management team, then analytics are essential. Analytics provide managers with insights that allow them to take proactive actions to align the workforce, boost engagement levels and drive the bottom line. Still unsure of the value of analytics? Here are twenty-one reasons why analytics should shape your engagement strategy. MORE
One of the articles of faith of the analytics movement is that we should move towards predictive analytics. The first hint that there might be something wrong with predictive analytics is when you go to a conference and hear three or four presenters mentioning the concept. The first speaks about how important predictive analytics is and gives the example of predicting flight risk. The second is a case study where they implemented predictive analytics on flight risk. MORE
Health care providers tend to lag other industries in the adoption of new business processes and technologies, and we find this to be consistent in the industry’s use of big data and analytics to improve organization performance. Yet, the successful use of data analytics in other industries could indicate that it’s time for health care systems to up their game. Using data to drive more effective health care workforce planning. MORE
Many company departments rely on analytics for decisions they make and strategies they implement. Through using analytics and data, these departments can get a better idea of what their customers and clients need or are looking for. While analytics may be used primarily in logistics or marketing, HR is beginning to dip its toes into the world of tracking and measuring insights through analytics software. Data-Backed Hiring and Promotion Processes. MORE
With baby boomers heading into retirement — by 2050 an estimated 88.5 But there is another retirement population that is perhaps even more worrying to them: nurses. This means that more than one million RN’s will reach retirement age within the next 10-15 years, leading to a drastic shortage of skilled, tenured nurses. Improving HCAHPS Scores with Data-Driven HR. Navigating Nurse Retirement with the New Workforce Planning. MORE
As the global head of workforce analytics at Johnson & Johnson, Piyush Mathur is passionate about improving business outcomes through better people decisions for J&J’s 140,000 employees worldwide. Why any organization is ready for people analytics. MORE
As a concept, people analytics (or human capital analytics) has been around for years. Yet, if you’re like most businesses, the idea of incorporating advanced analytics into your HR practice is fairly new. What is people analytics? Who can use people analytics? MORE
This is where HRMS and people analytics comes in to help. . It doesn’t matter if you’re a big or small organization or your recruiting needs are few or many, combining your HRMS with people analytics –especially one with talent acquisition analysis built-in –will provide you with a valuable weapon in the fight to attract the best talent to your organization. . Why Better HR Analytics and Processes Lead to Better Recruiting. Take Your Recruitment to the Data-driven Level. MORE
The Key to Advancing D&I: Data and Technology. Data is essential to advancing D&I goals, but not just any data. These data points become especially important when doing location-based analysis or when companies need to replace a retiring workforce with new talent. MORE
Analytics are central to understanding the organization and designing its future. But organizations often end up with the wrong data and ineffective analysis in preparation for organization design. 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. Historically, personality data has been slow to collect and unreliable to use. MORE
But today’s technology brings us something far more reliable on which to base the future of your company and the management of its most valuable resource: Big data. Data-driven HR is here, and the time to adopt it is now. Public companies that use data-driven HR methods, or “people analytics,” show 30 percent higher stock market returns than the Standard & Poor 500 index. But which data should you use, and how can you employ it to make the best hiring decisions? MORE
Below, I outline different ways people analytics can be used to support these processes. Succession planning with data. Analytics can help you evaluate: Strength of your pipeline. Is there a retirement risk among the succession candidates on your slate? MORE
But the change she’s most excited about is the rise of HR analytics. . “Thanks to analytics, now we have proof.” Tavis, who left the corporate world for academia several years ago, oversees a new graduate-level human resource program in HR analytics at New York University’s School of Professional Studies. Master’s-level HR programs in analytics are becoming increasingly common. “Recruiting is prime for analytics,” he says. MORE
Careers used to progress linearly–you’d start at the bottom and climb up the rungs of a clearly defined ladder until you retired–but the world of work has changed so much. However, the reality is many managers don’t have access to the historical or predictive data that could help them coach their staff with an eye to the future. Using People Analytics in Career Growth Discussions. MORE
If you’ve been thinking about upgrading your HR technology platforms consider this: your choice can make a difference in your business’ capability to analyse the goldmine of employee data – data that so often lays dormant within clunky and antiquated systems. Payroll Data MORE
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’). Making strategic workforce decisions without the data to back them up is as good as guessing, and it’s an issue that has long prevented HR from making a bigger impact on business outcomes. MORE
Here’s a mind-blowing fact to spark up the late-summer doldrums: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. In terms of HR, it’s a gold mine of Big Data. I view this as more about enabling flexibility in talent management , recruiting and retention — all of which are increasing in importance as Boomers retire, taking with them their deep base of knowledge and experience. Data privacy. MORE
People analytics is a must-have in every organization, and it is increasingly being used to measure and understand the abstract concept of culture: What levers in the employee lifecycle improve our productivity levels? In an interview with ic4p , Genentech, a global biotechnology organization, shared how they used attrition data paired with people analytics to understand which employees were at risk at their organization. Step 4: Build the right story using data journalism. MORE
In the following graph, we see how many hires are being made, by comparison to the number of job openings: For nearly the entire history of the JOLTS data, more hires are tracked than job openings, but recently this relationship has switched. An estimated 50 percent of the oil and gas industry’s workforce is set to retire in the next five to seven years, a phenomenon known as the Great Crew Challenge. What critical skills will we lose from retiring workers in the next 5 years? MORE
The makeup of the workforce is changing at a rapid pace: baby boomers are retiring out of the talent pool, the gig economy is shaking up the structure of teams, and the growth in knowledge worker roles is outpacing the number of people who can fill them. Workforce analytics provides the insights needed to accomplish this, but to be clear, it’s not simply about analyzing the large quantities of workforce data available in HR and business systems. MORE
We also need to practice more scenario-planning, dive deeper into the data, consider the unexpected and build up those planning muscles. Pryor: There’s plenty of data. The challenge is knowing what to focus on and how to understand what the data is telling you. MORE
We will specifically examine how forecasting models can be deployed in R and end with an example analysis on the rise in popularity of the term “people analytics” The goal is to know what’s coming…. These examples represent the highly popular realm of “Predictive Analytics”. MORE
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’). Making strategic workforce decisions without the data to back them up is as good as guessing, and it’s an issue that has long prevented HR from making a bigger impact on business outcomes. Retirement Trends. MORE
You’d start at the bottom and climb up the rungs of a clearly defined ladder until you retired, but the world of work has changed so much. However, the reality is many managers don’t have access to the historical or predictive data that could help them coach their staff with an eye to the future. Where analytics fits in. The post Analytics Can Play a Key Role In Career Planning Conversations appeared first on Analytics in HR. Analytics News & Blogs MORE
The baby boomer generation is beginning to hit retirement age, and companies must prepare for what could be a major exodus. The US Bureau of Labor Statistics reports that as many as one out of ten workers will retire either this year or the next. The first thing to realize about the upcoming retirement boom is that it may not be so much of a boom. Economists have predicted the baby boomers’ retirement for years now, but it hasn’t happened. MORE
Here’s a fact I find fascinating: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. For HR, there’s a gold mine of Big Data. I view this as more about enabling flexibility in talent management, recruiting and retention — all of which are increasing in importance as Boomers retire, taking with them their deep base of knowledge and experience. Companies also want: • Data security. Data privacy. MORE
We often talk about the employee lifecycle , the “recruit to retire” journey of an individual through multiple human capital processes. Workforce planning and analytics may sound intimidating, but it’s important to note that it does not require a huge investment in technology and solutions to get started. Unfortunately, our research showed that 31% of organizations indicated that workforce data and analytics were used only by HR and not the business. MORE
In this webinar we will explain how a single suite can benefit your oraganisation by: Integrating data across HR platforms. Allowing greater and easier access to data and analytics. As the rate of change in the workplace accelerates, businesses are growing increasingly complex. MORE
Analytics in HR
AUGUST 31, 2020
We will specifically examine how forecasting models can be deployed in R and end with an example analysis on the rise in popularity of the term “people analytics” The goal is to know what’s coming…. These examples represent the highly popular realm of “Predictive Analytics”.
TalentCulture
SEPTEMBER 22, 2016
The baby boomer generation is beginning to hit retirement age, and companies must prepare for what could be a major exodus. The US Bureau of Labor Statistics reports that as many as one out of ten workers will retire either this year or the next. The first thing to realize about the upcoming retirement boom is that it may not be so much of a boom. Economists have predicted the baby boomers’ retirement for years now, but it hasn’t happened.
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HRO Today
APRIL 20, 2021
The Key to Advancing D&I: Data and Technology. Data is essential to advancing D&I goals, but not just any data. These data points become especially important when doing location-based analysis or when companies need to replace a retiring workforce with new talent.
Insperity
SEPTEMBER 24, 2020
As a concept, people analytics (or human capital analytics) has been around for years. Yet, if you’re like most businesses, the idea of incorporating advanced analytics into your HR practice is fairly new. What is people analytics? Who can use people analytics?
Analytics in HR
JUNE 3, 2019
One of the articles of faith of the analytics movement is that we should move towards predictive analytics. The first hint that there might be something wrong with predictive analytics is when you go to a conference and hear three or four presenters mentioning the concept. The first speaks about how important predictive analytics is and gives the example of predicting flight risk. The second is a case study where they implemented predictive analytics on flight risk.
Ascender
JUNE 24, 2021
In this webinar we will explain how a single suite can benefit your oraganisation by: Integrating data across HR platforms. Allowing greater and easier access to data and analytics. As the rate of change in the workplace accelerates, businesses are growing increasingly complex.
Visier
SEPTEMBER 30, 2016
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’). Making strategic workforce decisions without the data to back them up is as good as guessing, and it’s an issue that has long prevented HR from making a bigger impact on business outcomes. Retirement Trends.
Visier
NOVEMBER 24, 2016
We often talk about the employee lifecycle , the “recruit to retire” journey of an individual through multiple human capital processes. Workforce planning and analytics may sound intimidating, but it’s important to note that it does not require a huge investment in technology and solutions to get started. Unfortunately, our research showed that 31% of organizations indicated that workforce data and analytics were used only by HR and not the business.
Ascender
JANUARY 22, 2020
If you’ve been thinking about upgrading your HR technology platforms consider this: your choice can make a difference in your business’ capability to analyse the goldmine of employee data – data that so often lays dormant within clunky and antiquated systems. Payroll Data
TalentCulture
MARCH 7, 2017
Many company departments rely on analytics for decisions they make and strategies they implement. Through using analytics and data, these departments can get a better idea of what their customers and clients need or are looking for. While analytics may be used primarily in logistics or marketing, HR is beginning to dip its toes into the world of tracking and measuring insights through analytics software. Data-Backed Hiring and Promotion Processes.
Visier
FEBRUARY 25, 2016
With baby boomers heading into retirement — by 2050 an estimated 88.5 But there is another retirement population that is perhaps even more worrying to them: nurses. This means that more than one million RN’s will reach retirement age within the next 10-15 years, leading to a drastic shortage of skilled, tenured nurses. Improving HCAHPS Scores with Data-Driven HR. Navigating Nurse Retirement with the New Workforce Planning.
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Visier
NOVEMBER 15, 2017
The makeup of the workforce is changing at a rapid pace: baby boomers are retiring out of the talent pool, the gig economy is shaking up the structure of teams, and the growth in knowledge worker roles is outpacing the number of people who can fill them. Workforce analytics provides the insights needed to accomplish this, but to be clear, it’s not simply about analyzing the large quantities of workforce data available in HR and business systems.
HR Times
AUGUST 18, 2017
Health care providers tend to lag other industries in the adoption of new business processes and technologies, and we find this to be consistent in the industry’s use of big data and analytics to improve organization performance. Yet, the successful use of data analytics in other industries could indicate that it’s time for health care systems to up their game. Using data to drive more effective health care workforce planning.
Analytics in HR
OCTOBER 8, 2018
Analytics are central to understanding the organization and designing its future. But organizations often end up with the wrong data and ineffective analysis in preparation for organization design. 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. Historically, personality data has been slow to collect and unreliable to use.
TalentCulture
AUGUST 15, 2016
Here’s a mind-blowing fact to spark up the late-summer doldrums: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. In terms of HR, it’s a gold mine of Big Data. I view this as more about enabling flexibility in talent management , recruiting and retention — all of which are increasing in importance as Boomers retire, taking with them their deep base of knowledge and experience. Data privacy.
Visier
MAY 9, 2018
A shrinking pool of workers with advanced manufacturing skills, along with baby boomer retirements, is contributing to this major talent shortfall. In fact, 94% of manufacturing executives say it’s the most effective strategy for skilled production workforce development, according to data gathered by Deloitte and the Manufacturing Institute. How to get this metric: You will need these kind of data sources: HRIS data, LMS data, exit data, and performance data.
Visier - Talent Acquisition
JUNE 26, 2019
This is where HRMS and people analytics comes in to help. . It doesn’t matter if you’re a big or small organization or your recruiting needs are few or many, combining your HRMS with people analytics –especially one with talent acquisition analysis built-in –will provide you with a valuable weapon in the fight to attract the best talent to your organization. . Why Better HR Analytics and Processes Lead to Better Recruiting. Take Your Recruitment to the Data-driven Level.
New to HR
OCTOBER 20, 2015
Talent acquisition analytics and Big Data are introducing a new world of recruitment, serving the technologically developed business world in a manner that can provide clear and consistent results in the name of employee resourcing. Human resources departments are now able to assess which institutions and organizations are producing the best talent, and can exploit this data when it comes to their own recruitment. Data revolutionizes human capital management.
Visier
JANUARY 7, 2016
In the following graph, we see how many hires are being made, by comparison to the number of job openings: For nearly the entire history of the JOLTS data, more hires are tracked than job openings, but recently this relationship has switched. An estimated 50 percent of the oil and gas industry’s workforce is set to retire in the next five to seven years, a phenomenon known as the Great Crew Challenge. What critical skills will we lose from retiring workers in the next 5 years?
HRExecutive
FEBRUARY 6, 2019
But the change she’s most excited about is the rise of HR analytics. . “Thanks to analytics, now we have proof.” Tavis, who left the corporate world for academia several years ago, oversees a new graduate-level human resource program in HR analytics at New York University’s School of Professional Studies. Master’s-level HR programs in analytics are becoming increasingly common. “Recruiting is prime for analytics,” he says.
TalentCulture
MARCH 24, 2017
But today’s technology brings us something far more reliable on which to base the future of your company and the management of its most valuable resource: Big data. Data-driven HR is here, and the time to adopt it is now. Public companies that use data-driven HR methods, or “people analytics,” show 30 percent higher stock market returns than the Standard & Poor 500 index. But which data should you use, and how can you employ it to make the best hiring decisions?
Visier
DECEMBER 14, 2017
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’). Making strategic workforce decisions without the data to back them up is as good as guessing, and it’s an issue that has long prevented HR from making a bigger impact on business outcomes.
Visier
JUNE 20, 2018
Careers used to progress linearly–you’d start at the bottom and climb up the rungs of a clearly defined ladder until you retired–but the world of work has changed so much. However, the reality is many managers don’t have access to the historical or predictive data that could help them coach their staff with an eye to the future. Using People Analytics in Career Growth Discussions.
Analytics in HR
SEPTEMBER 10, 2019
Unfortunately, many companies still base their talent plans on unreliable sources and methods such as using country retirement age instead of actual retirement age data, outdated benchmarks, and financial headcount budgets with no historical trends or link to business strategy, and sadly, gut feel. Instead, HR and workforce planners should be looking to people analytics to enable them to make better strategic decisions. Data vizualisation of a workforce plan.
HRExecutive
DECEMBER 21, 2020
We also need to practice more scenario-planning, dive deeper into the data, consider the unexpected and build up those planning muscles. Pryor: There’s plenty of data. The challenge is knowing what to focus on and how to understand what the data is telling you.
Analytics in HR
AUGUST 23, 2018
You’d start at the bottom and climb up the rungs of a clearly defined ladder until you retired, but the world of work has changed so much. However, the reality is many managers don’t have access to the historical or predictive data that could help them coach their staff with an eye to the future. Where analytics fits in. The post Analytics Can Play a Key Role In Career Planning Conversations appeared first on Analytics in HR. Analytics News & Blogs
New to HR
JANUARY 19, 2016
Analytic data is allowing the human resources function to more accurately measure their successes, formulate effective strategies for future human capital development and justify the implementations of new policies and practices. The existence of easily accessible data is transforming business performance, leaving less room for error and guesswork and more space for educated predictions of business and talent progression within the company.
Visier
JUNE 5, 2018
Nurse burnout–a state of physical, mental and emotional exhaustion caused by chronic stress–is a common problem in healthcare, one that came up often when I served as Director of Workforce Analytics and Special Projects at Vancouver Coastal Health, one of the largest healthcare organizations in British Columbia. As baby boomers reach post-retirement age, their demands on the healthcare system increase. This is where people analytics can make a difference.
Achievers
MAY 20, 2014
Cue: analytics. Do managers really need analytics? Well, for HR professionals who want to breed a strategic, tactical and operational management team, then analytics are essential. Analytics provide managers with insights that allow them to take proactive actions to align the workforce, boost engagement levels and drive the bottom line. Still unsure of the value of analytics? Here are twenty-one reasons why analytics should shape your engagement strategy.
Visier - Talent Acquisition
JUNE 24, 2020
Below, I outline different ways people analytics can be used to support these processes. Succession planning with data. Analytics can help you evaluate: Strength of your pipeline. Is there a retirement risk among the succession candidates on your slate?
SuccessFactors
OCTOBER 30, 2019
While most organizations have more data than ever to help identify and solve problems, people and culture and business leaders continue to be surprised by experience gaps in their workforce. The answer is finding and using a different kind of data. In business today there are two types: operational data (O-data) and experience data (X-data). X-data is fundamentally different.
SuccessFactors
OCTOBER 30, 2019
While most organizations have more data than ever to help identify and solve problems, people and culture and business leaders continue to be surprised by experience gaps in their workforce. The answer is finding and using a different kind of data. In business today there are two types: operational data (O-data) and experience data (X-data). X-data is fundamentally different.
SuccessFactors
JUNE 8, 2017
There is a way to avoid this continuing to happen… HR, it is time to embrace your inner Data Ninja! HR analytics and workforce planning. Although companies generally have useful workforce data distributed across the business, fewer than 22% of those surveyed by Harvard Business Review felt able to leverage this data. This means that 78% struggled to connect and analyze workforce data as a basis for talent-related discussions.
Visier - Talent Acquisition
APRIL 2, 2019
People analytics is a must-have in every organization, and it is increasingly being used to measure and understand the abstract concept of culture: What levers in the employee lifecycle improve our productivity levels? In an interview with ic4p , Genentech, a global biotechnology organization, shared how they used attrition data paired with people analytics to understand which employees were at risk at their organization. Step 4: Build the right story using data journalism.
Qualtrics
FEBRUARY 20, 2020
As the global head of workforce analytics at Johnson & Johnson, Piyush Mathur is passionate about improving business outcomes through better people decisions for J&J’s 140,000 employees worldwide. Why any organization is ready for people analytics.
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