Reports vs Analytics: What’s the Difference?

Visier

In today’s competitive business landscape, organizations are increasingly turning to analytics to give them the answers they need to make decisions with greater confidence. So, what are analytics and how are they different from reports? Reports provide data; analytics provide insight”.

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What is HR Data Analytics & How Do We Leverage It?

Ultimate Software

But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. HR Data Analytics Definition. Last year’s annual employee turnover.

The Importance of Analytical Thinking Ability in HR

Something Different

Said competencies (along with the nature of HRG/employee relations roles) tend to position talented HR pros well to facilitate cross-functional dialogues between leaders and individual contributors alike.

How to Get Started with People Analytics

Namely

People analytics continues to be one of the hottest topics in the world of HR. When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. That’s why companies everywhere are focused on getting a better understanding of their people data and how it relates to day-to-day operations and long-term strategy. We’re using technology to manage every step of the employee lifecycle.

Workplace Fairness Insights Revealed by Your Reports

HRIS Payroll Software

Many employees beg to differ, however, believing that there are favoritism, wage gaps, and other symptoms of unfairness abundant in their workplace. Reports and metrics can help you to litmus test the fairness in your workplace, revealing inequities that you may not have spotted and unearthing dissatisfaction that could be eroding your productivity levels and prosperity. Pulling up salary metrics and examining them for fairness can help you to spot wage gaps.

Secure the Right HR Business Partner Manager for the Future

Visier

Last week, I shared the job description for the People Analytics Leader (you can download the job description template for your use here). One who, in addition to having responsibilities for the HR aspects of their job, is successful at enabling people analytics within their organizations.

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People Analytics and Driving Growth: Part III : Performance and Organizational Network Analysis

MapHR

HR Exchange Network editor Mason Stevenson continues his series on people analytics and driving growth. People Analytics Are Growing Performance Data and the analysis around it can be used for more than finding problems and preventing them. Some 73,000 employees respond.

Opinion: Why ‘bad’ data can be good news for your organisation

cipHR

When HR professionals talk about data analytics , generally they focus on the good stuff. But every employer is at a different point in their data journey; some we work with have very little or even no people data to draw on at all, while others use a balanced scorecard to identify their financial, internal, customer, learning and growth metrics. For example, in our field of dispute resolution, a commonly cited financial metric is staff turnover.

Why your HR data doesn’t have to be 100% accurate

Analytics in HR

As HR professionals and executives are trying to move the workforce analytics agenda forward, we are still facing challenges. Although the urgency for data-driven decision making in HR is increasing, the maturity of workforce analytics is still quite low in most organizations.

Data 95

What to do when the data says you’re wrong

HR Examiner

“As we continue into the era of data analytics, big data, AI, and personal tracking devices every HR professional should be prepared to face data that contradicts their beliefs sooner or later. Analytics Big Data Data Editorial Advisory Board HR Technology HRExaminer Stacey Harris

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Do You Know the Difference Between Analyzing and Reporting?

Analytics in HR

What are analytics and how are they different from reports? Simply summed up: “Reports provide data; analytics provide insight,” which is true, but not really helpful if you don’t know how, or why, this happens to be the case. Reports provide data; analytics provide insight”.

ICYMI: HR Developments Through the Decades

SMD

Executives want to believe in the value of their employees, but often struggle to understand how the HR function drives value through the organization’s people. Analytics Employee Surveys

5 HR Analyst Job Descriptions – A Brief Analysis

Analytics in HR

Most job focus on administrative tasks and basic reporting, very much in line with what van de Heuvel and Bondarouk noticed in 2016: HR analytics is focusing on very basic tasks. Your responsibilities will include: Develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics. Prepare all letters or contracts for any changes to employee terms and conditions e.g. flexible working. Pepsico: HR Analytics / Data Scientist Junior Analyst. HR Analytic

7 HRM Books that Every HR Professional Should Read

Digital HR Tech

These are defined in five parts: recruitment, placement & talent management, training & development, compensation, and employee relations. Predictive HR Analytics: Mastering the HR Metric. The book explores metrics and analytics in much more detail.

#MeToo and the Workplace: HR and Sexual Harassment Policy

LaborSoft

In the wake of the #MeToo movement, HR and employee relations managers were sent scrambling. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. #MeToo and the Workplace.

What Will HR Look Like in 2021?

Namely

The results suggest that HR is more metrics-driven than ever, and increasingly willing to embrace technology to deliver measurable insights on HR initiatives and strategies. Data Matters More Than Ever The future continues to look bright for HR analytics. Data and analytics” was voted the top trend to keep an eye on in 2018, beating out “AI and automation,” “design thinking,” and “Blockchain.” What does the future hold for HR?

How HR Can Impact Business Outcomes 100% of the Time

HR Daily Advisor

Instead, human resource (HR) departments need to focus on employee experiences. Shifting the focus from typical HR outcomes of interest such as employee engagement or job satisfaction, to business outcomes such as customer satisfaction or financial performance is the first step.

What Your Company Can Learn by Tracking Employee Turnover

LaborSoft

HR departments stand to gain a lot by tracking employee turnover. This key HR metric can help companies assess and prioritize changes or adjustments to their culture or practices in order to decrease attrition and ensure retention of employees in the future. Ultimately, employee turnover can result in the wasting of resources and training , as well as put a drain on your company’s bottom line. Tracking Employee Turnover

The Role of the HR Business Partner

EmployeeConnect

The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. What is a HR Business Partner HR Business Partner – This role is an exempt level position which is relatively less of a manager and more of a consultant. They are relatively much less focussed on administration and compliance.

The HR Business Partner is (Still) the Hottest Job in HR (i4cp login required)

i4cp

Another powerhouse discipline affecting jobs in HR is the application of sophisticated people analytics. The April 2019 HBR article Is HR the Most Analytics-Driven Function? by Tom Davenport, Distinguished Professor of Management and Information Technology at Babson College, highlights the accelerated rate of improvement in HR’s analytical maturity. b) delivering multiple appropriate interventions that help leaders provide an employee experience that attracts, ?retains

Hire a Marketer for Your HR Department

TalentCulture

In a way, the HR department plays an integral role in shaping the company culture, from the way the employer brand is represented during the recruiting process, to the how employees perceive the company. In-house marketing can help HR improve employee morale.

Experts Predict the Future of HR

Namely

Today, online software and tools have made paper obsolete, and the profession is more metric-driven than ever before. Debra Squyres (Namely): My first job in HR was in the employee relations department of a financial services company. When I started as an Employee Relations Specialist, women weren’t allowed to wear pants at work. We’re more invested in our employees than ever before. Employees now know what their options are.

7 Reasons Why it is a Great Time to be in Human Resources!

NCHRA

There are awesome predictive models for accelerating hiring, improving selection reliability, leadership, performance management, the success of mergers and acquisitions, and increasing employee engagement, to name a few! By Victor Assad - Strategic Human Resources Consultant.

#Employee Feedback Is The Killer App #HR

TalentHQ

A new market has emerged: Employee feedback apps for the corporate marketplace. As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention?

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Modern HR, Kuala Lumpur, Malaysia ~ HR to HR 2.0 and Human.

Strategic HCM

Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. ECTalent - big data analytics.

iCIMS 70

Challenges and Opportunities for Talent Managers / 6 - Strategic HCM

Strategic HCM

Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? They are very good at telling a CEO how the business is performing today relative to its peers, but not at indicating whether the organisation is investing enough in employees to generate future growth.