Expert insights. Personalized for you.
People Analytics Leader – Survive Your Onboarding! We share a lot of case studies within our People Analytics professional community. It enables us to jointly educate ourselves with great examples about connecting business questions to analytics projects and products. MORE
Although this was mainly focused on, as the name suggests, talent strategy and workforce planning, it included a lot of broader stuff on analytics too. MORE
Part 3 in the “Embedded Analytics” series that explores the many ways that companies across industries are using analytics to support innovation. In this blog, I’ll cover three of these challenges in particular, and then look at how embedded analytics can help address them. MORE
Brilliant HR in 2016 is data-driven, strategic, and impactful. HR Leadership big data datafication of HR dave ulrich diversity employee engagement HR leadership advice HR Tech HR Transformation hr trends john boudreau talent management workforce analytics MORE
Part 3 in the “Embedded Analytics” series that explores the many ways that companies across industries are using analytics to support innovation. In this blog, I’ll cover three of these challenges in particular, and then look at how embedded analytics can help address them. MORE
For years, managers from marketing to IT used big data to make smarter business decisions. Now, HR’s embracing it too—and taking big data a step further. We’re doing this by applying analytics to HR data. The result: people analytics. Pre-Conference Workshops. MORE
There were a couple of sessions, however, where the workshop title, the actual content – or both - deviated from the title on the official schedule or the original session summary enough that attendees were left wondering if they were actually sitting in the right room. MORE
Big data. People analytics. Many other fields are leveraging the power of data. And now, HR leaders are investing heavily in programs to utilize data for all aspects of workforce planning, talent management, and operational improvement. M ater the data. MORE
But even as the unrelenting rains poured down that Monday night, CenterPoint Energy personnel was in the control rooms and on the streets using smart technology and Big Data to prepare for the inevitable power outages. Next steps for data. MORE
is the president and CEO of ROI Institute and Chair of i4cp’s People Analytics Board. She, along with her husband Jack Phillips, contributes to a variety of journals and has authored many books on the subject of measurement, evaluation, analytics, and ROI. Patti will also co-present our upcoming i4cp Exchange Fall Forum in Dallas, TX as part of i4cp's ongoing People Analytics Series. I work in the field of measurement, evaluation, and analytics. Patti Phillips, Ph.D., MORE
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPs are not data-savvy. In my research , HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data! MORE
With the help of human resource analytics, workplace data can focus on talent management and the life cycle of an employee. This real-time data provides a means for human resource professionals to address critical questions about their operation and identify areas of improvement. MORE
We need to collect this data once for the work and the roles, and continue collecting it at a relatively high frequency for people data – potentially every day in a fast-changing situation. You also need a simple way to collect data and update it on a daily basis. HR Analytics MORE
In fact, the term “innovation” has fallen into the same trap as Big Data: Everybody knows it’s important; everybody knows it needs to be done; few are sure how to do it. One good way to spark creative thinking is to attend design thinking workshops. Innovate or die. MORE
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPs are not data-savvy. In my research, HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data! MORE
This article is back by popular demand to show how analytics plays a critical role in improving employee engagement and its impact on the business. . This story represents a common challenge many organizations continue to face when interpreting engagement data. MORE
People analytics is now business-critical and, more than ever, HR must take advantage of the massive opportunities that analytics provides. Why is it so important for HR to attend at least one conference on data and analytics? People Analytics & Future of Work. MORE
When it comes to making organizational decisions, good data is essential. One of the best ways to get good data is to participate in surveys. But the payoff is HUGE because the data is valuable. The ever-popular Women in Technology pre-conference workshop is back. MORE
I started my research into HR analytics over a year ago. And more importantly, there was a considerable dose of confusion around the added value that HR analytics can bring to the HR functions and more interestingly, to the business case and strategic role of HR in organizations. MORE
This article is back by popular demand to show how analytics plays a critical role in improving employee engagement and its impact on the business. . This story represents a common challenge many organizations continue to face when interpreting engagement data. MORE
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? For all the attention, how much progress has been made in the way data is used? MORE
This year’s workshops were aligned around the four key themes of Learn, Solve, Disrupt and Envision. 2019 Workshop Focus. There weren’t too many surprises this year regarding the topical focus of individual workshop sessions. The Top Workshop Picks for 2019. MORE
Many HR leaders feel pressure to do advanced analytics. They may have had some success with better reporting and basic analytics thanks to improvements in HR technology. They might have even done some advanced analytics on turnover, but that’s an isolated success. MORE
I''m taking a short break from training and speaking to attend Tucana''s People Analytics conference (22-23 April) as a blogger. MORE
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. MORE
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions. MORE
While wearables may pose a threat to your company’s secure data, could they potentially save your employees’ lives, too? Organizations may step into a murky area if they want to access data provided by personal devices primarily because it is personal data on a personal device. MORE
ECTalent - big data analytics. So I was pleased to listen to a short input from the Economists Kenneth Cukier on big data. Kenneth started by supporting Andy Albons message that big data analytics are about knowing which way to jump when our assumptions provide wrong. MORE
I’m going to argue here that many organisations using HR analytics to improve their people programmes are fooling themselves. Let me explain: evidence-based HR analytics relies on a model something like this: HR programme –> Competencies –> Employee performance –> Org performance. The role of HR analytics is to calculate whether your HR programmes do in fact raise employee competencies and performance. appeared first on Analytics in HR. MORE
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions. MORE
In fact, the term “innovation” has fallen into the same trap as Big Data: Everybody knows it’s important; everybody knows it needs to be done; few are sure how to do it. One good way to spark creative thinking is to attend design thinking workshops. Innovate or die. MORE
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions. MORE
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPS are not data-savvy. In my research, HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data! MORE
HR Challenges in A Data-Driven World. My personal endeavor to educate HR leaders by exposing them to data science fundamentals is continuing. I was privileged to interview lately one of my data heroes , Tracey Smith , about her experiences and efforts. People Analytics MORE
A question we commonly hear is “what are data sources that can be used for analytics?” In this article, we will list a number of common data sources in HR and the broader business that will be helpful in your people analytics efforts. HRIS data. Other HR data. MORE
From AI to data storytelling, here are the juiciest takeaways and latest insights from the People Analytics & Future of Work conference (PAFOW) held in Philadelphia (September 5-6, 2019). Underestimate People Analytics at your peril. Use People Analytics to build stories. MORE
Analytics in HR
MARCH 2, 2020
A question we commonly hear is “what are data sources that can be used for analytics?” In this article, we will list a number of common data sources in HR and the broader business that will be helpful in your people analytics efforts. HRIS data. Other HR data.
Visier
FEBRUARY 6, 2018
People analytics is now business-critical and, more than ever, HR must take advantage of the massive opportunities that analytics provides. Why is it so important for HR to attend at least one conference on data and analytics? People Analytics & Future of Work.
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HR Bartender
JUNE 3, 2018
When it comes to making organizational decisions, good data is essential. One of the best ways to get good data is to participate in surveys. But the payoff is HUGE because the data is valuable. The ever-popular Women in Technology pre-conference workshop is back.
Visier
JULY 24, 2019
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPs are not data-savvy. In my research , HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data!
Acendre
JUNE 11, 2019
With the help of human resource analytics, workplace data can focus on talent management and the life cycle of an employee. This real-time data provides a means for human resource professionals to address critical questions about their operation and identify areas of improvement.
WorkHuman
APRIL 23, 2018
Big data. People analytics. Many other fields are leveraging the power of data. And now, HR leaders are investing heavily in programs to utilize data for all aspects of workforce planning, talent management, and operational improvement. M ater the data.
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Analytics in HR
APRIL 8, 2019
I started my research into HR analytics over a year ago. And more importantly, there was a considerable dose of confusion around the added value that HR analytics can bring to the HR functions and more interestingly, to the business case and strategic role of HR in organizations.
SuccessFactors
JUNE 5, 2019
Part 3 in the “Embedded Analytics” series that explores the many ways that companies across industries are using analytics to support innovation. In this blog, I’ll cover three of these challenges in particular, and then look at how embedded analytics can help address them.
SuccessFactors
JUNE 5, 2019
Part 3 in the “Embedded Analytics” series that explores the many ways that companies across industries are using analytics to support innovation. In this blog, I’ll cover three of these challenges in particular, and then look at how embedded analytics can help address them.
Analytics in HR
JANUARY 28, 2019
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPs are not data-savvy. In my research, HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data!
Littal Shemer
JULY 24, 2019
People Analytics Leader – Survive Your Onboarding! We share a lot of case studies within our People Analytics professional community. It enables us to jointly educate ourselves with great examples about connecting business questions to analytics projects and products.
|
Littal Shemer
AUGUST 31, 2019
HR Challenges in A Data-Driven World. My personal endeavor to educate HR leaders by exposing them to data science fundamentals is continuing. I was privileged to interview lately one of my data heroes , Tracey Smith , about her experiences and efforts. People Analytics
Qualtrics HR
SEPTEMBER 12, 2019
From AI to data storytelling, here are the juiciest takeaways and latest insights from the People Analytics & Future of Work conference (PAFOW) held in Philadelphia (September 5-6, 2019). Underestimate People Analytics at your peril. Use People Analytics to build stories.
Visier
JULY 25, 2017
This article is back by popular demand to show how analytics plays a critical role in improving employee engagement and its impact on the business. . This story represents a common challenge many organizations continue to face when interpreting engagement data.
Visier
JANUARY 25, 2018
This article is back by popular demand to show how analytics plays a critical role in improving employee engagement and its impact on the business. . This story represents a common challenge many organizations continue to face when interpreting engagement data.
Analytics in HR
MAY 30, 2018
I’m going to argue here that many organisations using HR analytics to improve their people programmes are fooling themselves. Let me explain: evidence-based HR analytics relies on a model something like this: HR programme –> Competencies –> Employee performance –> Org performance. The role of HR analytics is to calculate whether your HR programmes do in fact raise employee competencies and performance. appeared first on Analytics in HR.
Analytics in HR
JANUARY 28, 2019
But to do this, HRBPs must manifest superb data and analytical skills. Research says HRBPS are not data-savvy. In my research, HRBPs are not yet succeeding with the challenge to be comfortable using data. Further, maybe only 10% were comfortable and competent with data!
HR Daily Advisor
JULY 13, 2017
For years, managers from marketing to IT used big data to make smarter business decisions. Now, HR’s embracing it too—and taking big data a step further. We’re doing this by applying analytics to HR data. The result: people analytics. Pre-Conference Workshops.
Bersin with Deloitte
APRIL 5, 2018
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions.
HR Times
APRIL 5, 2018
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions.
HR Times
SEPTEMBER 25, 2018
Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions.
Compensation Cafe
JUNE 5, 2017
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? For all the attention, how much progress has been made in the way data is used?
HR Daily Advisor
FEBRUARY 12, 2018
While wearables may pose a threat to your company’s secure data, could they potentially save your employees’ lives, too? Organizations may step into a murky area if they want to access data provided by personal devices primarily because it is personal data on a personal device.
Strategic HCM
JANUARY 16, 2015
I''m taking a short break from training and speaking to attend Tucana''s People Analytics conference (22-23 April) as a blogger.
Saba
AUGUST 4, 2017
Many HR leaders feel pressure to do advanced analytics. They may have had some success with better reporting and basic analytics thanks to improvements in HR technology. They might have even done some advanced analytics on turnover, but that’s an isolated success.
Visier
DECEMBER 31, 2015
Brilliant HR in 2016 is data-driven, strategic, and impactful. HR Leadership big data datafication of HR dave ulrich diversity employee engagement HR leadership advice HR Tech HR Transformation hr trends john boudreau talent management workforce analytics
Strategic HCM
MAY 21, 2013
ECTalent - big data analytics. So I was pleased to listen to a short input from the Economists Kenneth Cukier on big data. Kenneth started by supporting Andy Albons message that big data analytics are about knowing which way to jump when our assumptions provide wrong.
SuccessFactors
NOVEMBER 21, 2018
In fact, the term “innovation” has fallen into the same trap as Big Data: Everybody knows it’s important; everybody knows it needs to be done; few are sure how to do it. One good way to spark creative thinking is to attend design thinking workshops. Innovate or die.
SAP Innovation
SEPTEMBER 2, 2015
But even as the unrelenting rains poured down that Monday night, CenterPoint Energy personnel was in the control rooms and on the streets using smart technology and Big Data to prepare for the inevitable power outages. Next steps for data.
SuccessFactors
NOVEMBER 21, 2018
In fact, the term “innovation” has fallen into the same trap as Big Data: Everybody knows it’s important; everybody knows it needs to be done; few are sure how to do it. One good way to spark creative thinking is to attend design thinking workshops. Innovate or die.
Compensation Cafe
MAY 17, 2019
This year’s workshops were aligned around the four key themes of Learn, Solve, Disrupt and Envision. 2019 Workshop Focus. There weren’t too many surprises this year regarding the topical focus of individual workshop sessions. The Top Workshop Picks for 2019.
Strategic HCM
MARCH 2, 2012
Although this was mainly focused on, as the name suggests, talent strategy and workforce planning, it included a lot of broader stuff on analytics too.
Compensation Cafe
MAY 20, 2019
There were a couple of sessions, however, where the workshop title, the actual content – or both - deviated from the title on the official schedule or the original session summary enough that attendees were left wondering if they were actually sitting in the right room.
Analytics in HR
MARCH 11, 2020
We need to collect this data once for the work and the roles, and continue collecting it at a relatively high frequency for people data – potentially every day in a fast-changing situation. You also need a simple way to collect data and update it on a daily basis. HR Analytics
i4cp
SEPTEMBER 5, 2017
is the president and CEO of ROI Institute and Chair of i4cp’s People Analytics Board. She, along with her husband Jack Phillips, contributes to a variety of journals and has authored many books on the subject of measurement, evaluation, analytics, and ROI. Patti will also co-present our upcoming i4cp Exchange Fall Forum in Dallas, TX as part of i4cp's ongoing People Analytics Series. I work in the field of measurement, evaluation, and analytics. Patti Phillips, Ph.D.,
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