Expert insights. Personalized for you.
I’m currently in the midst of a research project examining how some of the best and brightest companies in the world hire people analytics talent. Building a people analytics team for the first time isn’t like hiring a new administrative assistant or a new accountant. In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. MORE
While 77% of all organizations believe people analytics is important, only 32% feel ready or somewhat ready for analytics, according to Deloitte’s Global Human Capital Trends 2016 report. Experian — a global leader in consumer and business credit reporting and marketing services, and a Visier customer — is one organization that has successfully embraced workforce analytics. So how can practitioners take advantage of analytics’ potential? MORE
Workforce analytics have traditionally focused on HR’s use of them when their value can actually have significant overall business impacts. For example, in Deloitte Consulting’s 2018 Global Human Capital Trends report , 71% of survey participants said their companies consider people analytics a high priority, but only 10% are “very ready” to deal with it. The post Workforce Analytics Move Beyond HR appeared first on Analytics in HR. MORE
Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ let’s take it back to HR analytics…. HR analytics. Simply put, HR analytics is the data-driven approach to strategic planning by the Human Resources function. MORE
Getting started with people analytics (PA) is one thing, but making sure the adoption goes smoothly is another. In this article, we look at recent developments in the people analytics space and discuss six best practices to ensure a successful adoption of PA in your organization. MORE
At the recent HR of Tomorrow conference, we asked European CHROs and C-Suite leaders, as well as other HR executives, where they saw better people insights most improving the employee experience. Don’t hold it in HR or any one function. MORE
A majority of organizations in an initial survey are only in the early stages of HR analytics mastery. IDC analyst Kyle Lagunas names some major roadblocks and says what HR must do. IDC has been turning its research lens on the growing discipline of human resource analytics and, in 2017, released its IDC MaturityScape: Workforce Analytics Adoption 1.0 Can you describe the adoption rates of human resource analytics? Where does the analytics know-how exist? MORE
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition. People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. MORE
How to use people analytics to make better decisions–faster. People analytics empower organizations to leverage data to optimize employee experience, create the best possible organization structure and maximize productivity. What is people analytics? MORE
Let’s take a look at an organizational capabilities definition, some examples, and how L&D and HR teams can help build organizational capabilities. Let’s use a restaurant as an example of operational capabilities. Examples of organizational capabilities. MORE
According to one recent report , 90% of businesses now say that data and analytics are key to their organization’s digital transformation initiatives. More specifically, HR departments seem to be lagging. Some Additional Benefits of People Analytics. MORE
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes , the People Analytics Leader may also go by the title of vice president, senior director or director. MORE
I attended an HR analytics conference in 2014, and was very impressed by the HR analytics work done in excel by Elouise Leonard-Cross, then of Home Group, in the North-East of England. The Home Group HR team did a great job by keeping things simple. They did the basics of HR right, they ran a range of HR initiatives, from normal – training, team sizing, balancing demographics – to some fun extras such as branded fruit juices. HR Analytics MORE
This has provoked the transition into an evidence-based approach to HR functions. How does evidence-based HR benefit organizations, and how can you put it into practice at your business? Contents What is evidence-based HR? What is evidence-based HR? MORE
Many companies have either already established people analytics teams or are seriously considering developing a people analytics capability. is the latent value within individuals, teams, and organizations that people analytics can identify and unlock. MORE
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. Think future: Advanced analytics to predict, simulate, and optimize. HR has often been perceived as being “reactive” – solving issues after they arise. MORE
How people analytics drives value across the spectrum of the employee lifecycle. Bad hires, regrettable attrition, cost overruns, poor productivity — these are just a few of the challenges HR leaders face every day. Why people analytics is crucial. HR effectiveness. MORE
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics, they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all. MORE
Traditionally, HR has become one of the most human-centric aspects of an organization, and it has been challenging for practitioners to assess and evaluate performance clearly, as in the s ales department, for instance. What is HR analytics? Why do you need HR analytics? . MORE
“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? The race to adopt people analytics is heating up: according to the Bersin by Deloitte HR Technology Disruptions for 2018 report , “people analytics is now a must-have discipline within HR and business.”. But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. MORE
Data science has touched every aspect of business functions today, enabling greater speed, accuracy and improved quality of business decision making. As an inherent part of core business operations, the “people function” hasn’t been immune to this development either. any repetitive business function) via reducing the variation around the mean of the process. What is Six Sigma to HR? This is typically referred to as the “HR process entitlement level” Q. MORE
The real power of big data sets about our browsing data or our consumption behaviour for example, is in its predictive ability to easily and inexpensively target individuals with tailored offers and advertisements to opt in and spend money. So how can this be applied to HR? From an HR perspective, people analytics has a very real effect on the bottom line simply because attracting and retaining the right talent can spell the difference between the success and failure of a company. MORE
Experian — a global leader in consumer and business credit reporting and marketing services, and a Visier customer — is one organization that has successfully embraced workforce analytics. While commentary on the rise of workforce analytics is in abundance, there is still very little discussion on the practical approaches HR can take to make a real impact. So how can practitioners take advantage of analytics’ potential? MORE
Here at Digital HR Tech, we talk a lot about HR innovation. After all, most of the HR technology out there aims to innovate existing HR systems and processes. As such, there are many examples of HR functions that have successfully been (partially) innovated. What is HR innovation? HR innovation is the implementation of new ideas, methods, and technologies to better meet the ever-evolving requirements of the organization and its workforce. MORE
When it comes to an agile HR function, the question is: Can HR implement an agile approach to become a customer-centered function that delivers value through agile solutions? Agility is a strategic approach to bring innovation, break functional silos and empower multidisciplinary teams to be self-managed with a customer-centric focus while accelerating profitable growth in the process. HR can use this approach to design and reinvent practices. MORE
The past two years have seen an acceleration and sophistication in demand for people analytics (PA) within businesses. The Great Resignation is a good example of this” says Ian Cook, VP of People Analytics, Visier. The price of people analytics stock is on the rise. MORE
People analytics is critical for business because, at the end of the day, insights into our data enable us to drive better outcomes for my organization, Merck KGaA, Darmstadt, Germany. Using analytics, we’re able to shape the people dimension of our business strategy by hiring the talent, retaining critical roles, and creating the best organization structure to maximize productivity. However, our people analytics showed us that there is, in fact, no magic number. MORE
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. Think future: Advanced analytics to predict, simulate, and optimize. HR has often been perceived as being “reactive” – solving issues after they arise. MORE
Analytics capability is a top human capital trend. Two of the 10 trends in Deloitte’s Global Human Capital Trends 2015 report directly focused on analytics, and as we prepare to launch the 2016 report in the next couple of weeks, I can tell you that analytics will remain a top trend. Analytics is seen as critical, and our research shows its use is climbing rapidly, in part due to an influx of new supportive technology. Workforce Analytics. MORE
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics , they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all. MORE
The ability to analyze and extract valuable insights from workforce data is an increasingly sought-after skill in HR. As more data is collected through new platforms and tools, HR professionals can identify where employee turnover is spiking and why, correlate hiring data with employee performance or demonstrate the influence of engagement on workforce productivity. But adding data-analytics competency in the HR staff is a challenge. Data Analytics Training Options. MORE
Not too long ago, the mention of the phrase “people analytics” would be met with lots of head-scratching and blank stares in the workplace. Fast forward a few years later, and people analytics is at the center of Human Resources. Contents What is people analytics? MORE
It can be used to identify the risks that workers face today, which should be acknowledged and recognized by both HR and management. People Analytics. A little less than half of HR functions being applied across the world in organizations are using AI-based applications. MORE
As more organizations climb up the HR analytics maturity curve , we continue to see new success stories coming from data-driven HR leaders who strive to move the needle on business outcomes. Whether it’s a video game developer using analytics to make headcount predictions, or a social media giant using data to determine the ROI of a new parental leave policy, the common thread is this: evidence-based HR functions can drive organization-wide change. 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. Other HR data. Other HR data. MORE
Outsmart, the leading people analytics and workforce planning conference, takes place online on May 5-6, 2021. At Outsmart, the author of this article, Ian Cook, VP, People Analytics at Visier, will deliver a Day 1 keynote on this topic. Analytic applications: The scalability advantage. MORE
Thankfully, technological advances have provided business leaders with software and methodology to track, process, and interpret worker-related data — a concept called workforce analytics. What is workforce analytics? Why do workforce analytics matter? MORE
People analytics is maturing fast. The past few years have seen a staggering growth in the adoption of people analytics for companies around the world, ranging from 45% to 120%. Organizations no longer see people analytics as separate from HR, but as an integral part of HR. Data-savvy HR professionals are seen as key enablers and companies are increasingly investing in training them to become more data-driven. How HR made customers happy. MORE
Analytics in HR
NOVEMBER 1, 2021
Let’s take a look at an organizational capabilities definition, some examples, and how L&D and HR teams can help build organizational capabilities. Let’s use a restaurant as an example of operational capabilities. Examples of organizational capabilities.
Visier
MAY 28, 2018
“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? The race to adopt people analytics is heating up: according to the Bersin by Deloitte HR Technology Disruptions for 2018 report , “people analytics is now a must-have discipline within HR and business.”. But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same.
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Digital HR Tech
JUNE 18, 2018
When it comes to an agile HR function, the question is: Can HR implement an agile approach to become a customer-centered function that delivers value through agile solutions? Agility is a strategic approach to bring innovation, break functional silos and empower multidisciplinary teams to be self-managed with a customer-centric focus while accelerating profitable growth in the process. HR can use this approach to design and reinvent practices.
Career Metis
MARCH 26, 2020
According to one recent report , 90% of businesses now say that data and analytics are key to their organization’s digital transformation initiatives. More specifically, HR departments seem to be lagging. Some Additional Benefits of People Analytics.
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Analytics in HR
JUNE 20, 2018
Workforce analytics have traditionally focused on HR’s use of them when their value can actually have significant overall business impacts. For example, in Deloitte Consulting’s 2018 Global Human Capital Trends report , 71% of survey participants said their companies consider people analytics a high priority, but only 10% are “very ready” to deal with it. The post Workforce Analytics Move Beyond HR appeared first on Analytics in HR.
Visier - Talent Acquisition
JULY 6, 2020
How people analytics drives value across the spectrum of the employee lifecycle. Bad hires, regrettable attrition, cost overruns, poor productivity — these are just a few of the challenges HR leaders face every day. Why people analytics is crucial. HR effectiveness.
Visier - Talent Acquisition
JANUARY 12, 2022
The past two years have seen an acceleration and sophistication in demand for people analytics (PA) within businesses. The Great Resignation is a good example of this” says Ian Cook, VP of People Analytics, Visier. The price of people analytics stock is on the rise.
Betterworks
JULY 21, 2021
Thankfully, technological advances have provided business leaders with software and methodology to track, process, and interpret worker-related data — a concept called workforce analytics. What is workforce analytics? Why do workforce analytics matter?
NGA Human Resources
NOVEMBER 19, 2018
People analytics is maturing fast. The past few years have seen a staggering growth in the adoption of people analytics for companies around the world, ranging from 45% to 120%. Organizations no longer see people analytics as separate from HR, but as an integral part of HR. Data-savvy HR professionals are seen as key enablers and companies are increasingly investing in training them to become more data-driven. How HR made customers happy.
Visier
JULY 18, 2018
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes , the People Analytics Leader may also go by the title of vice president, senior director or director.
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Visier
APRIL 23, 2018
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics, they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all.
|
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. Other HR data. Other HR data.
Analytics in HR
AUGUST 3, 2021
Not too long ago, the mention of the phrase “people analytics” would be met with lots of head-scratching and blank stares in the workplace. Fast forward a few years later, and people analytics is at the center of Human Resources. Contents What is people analytics?
HR Digest
JANUARY 9, 2021
It can be used to identify the risks that workers face today, which should be acknowledged and recognized by both HR and management. People Analytics. A little less than half of HR functions being applied across the world in organizations are using AI-based applications.
Analytics in HR
AUGUST 10, 2021
This has provoked the transition into an evidence-based approach to HR functions. How does evidence-based HR benefit organizations, and how can you put it into practice at your business? Contents What is evidence-based HR? What is evidence-based HR?
Visier - Talent Acquisition
NOVEMBER 16, 2021
How to use people analytics to make better decisions–faster. People analytics empower organizations to leverage data to optimize employee experience, create the best possible organization structure and maximize productivity. What is people analytics?
Visier
SEPTEMBER 28, 2016
While 77% of all organizations believe people analytics is important, only 32% feel ready or somewhat ready for analytics, according to Deloitte’s Global Human Capital Trends 2016 report. Experian — a global leader in consumer and business credit reporting and marketing services, and a Visier customer — is one organization that has successfully embraced workforce analytics. So how can practitioners take advantage of analytics’ potential?
CakeHR
SEPTEMBER 29, 2018
Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ let’s take it back to HR analytics…. HR analytics. Simply put, HR analytics is the data-driven approach to strategic planning by the Human Resources function.
Visier - Talent Acquisition
AUGUST 20, 2019
People analytics is critical for business because, at the end of the day, insights into our data enable us to drive better outcomes for my organization, Merck KGaA, Darmstadt, Germany. Using analytics, we’re able to shape the people dimension of our business strategy by hiring the talent, retaining critical roles, and creating the best organization structure to maximize productivity. However, our people analytics showed us that there is, in fact, no magic number.
Visier - Talent Acquisition
JULY 7, 2021
At the recent HR of Tomorrow conference, we asked European CHROs and C-Suite leaders, as well as other HR executives, where they saw better people insights most improving the employee experience. Don’t hold it in HR or any one function.
Visier
APRIL 6, 2018
Experian — a global leader in consumer and business credit reporting and marketing services, and a Visier customer — is one organization that has successfully embraced workforce analytics. While commentary on the rise of workforce analytics is in abundance, there is still very little discussion on the practical approaches HR can take to make a real impact. So how can practitioners take advantage of analytics’ potential?
Lighthouse
MARCH 7, 2017
I’m currently in the midst of a research project examining how some of the best and brightest companies in the world hire people analytics talent. Building a people analytics team for the first time isn’t like hiring a new administrative assistant or a new accountant. In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals.
Digital HR Tech
OCTOBER 27, 2020
Getting started with people analytics (PA) is one thing, but making sure the adoption goes smoothly is another. In this article, we look at recent developments in the people analytics space and discuss six best practices to ensure a successful adoption of PA in your organization.
Visier - Talent Acquisition
APRIL 30, 2021
Outsmart, the leading people analytics and workforce planning conference, takes place online on May 5-6, 2021. At Outsmart, the author of this article, Ian Cook, VP, People Analytics at Visier, will deliver a Day 1 keynote on this topic. Analytic applications: The scalability advantage.
HR Times
AUGUST 3, 2017
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition. People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too.
Digital HR Tech
MAY 7, 2018
Here at Digital HR Tech, we talk a lot about HR innovation. After all, most of the HR technology out there aims to innovate existing HR systems and processes. As such, there are many examples of HR functions that have successfully been (partially) innovated. What is HR innovation? HR innovation is the implementation of new ideas, methods, and technologies to better meet the ever-evolving requirements of the organization and its workforce.
Visier - Talent Acquisition
MAY 27, 2021
Many companies have either already established people analytics teams or are seriously considering developing a people analytics capability. is the latent value within individuals, teams, and organizations that people analytics can identify and unlock.
Analytics in HR
JULY 29, 2019
I attended an HR analytics conference in 2014, and was very impressed by the HR analytics work done in excel by Elouise Leonard-Cross, then of Home Group, in the North-East of England. The Home Group HR team did a great job by keeping things simple. They did the basics of HR right, they ran a range of HR initiatives, from normal – training, team sizing, balancing demographics – to some fun extras such as branded fruit juices. HR Analytics
Digital HR Tech
SEPTEMBER 19, 2018
Data science has touched every aspect of business functions today, enabling greater speed, accuracy and improved quality of business decision making. As an inherent part of core business operations, the “people function” hasn’t been immune to this development either. any repetitive business function) via reducing the variation around the mean of the process. What is Six Sigma to HR? This is typically referred to as the “HR process entitlement level” Q.
Benify
MAY 2, 2018
The real power of big data sets about our browsing data or our consumption behaviour for example, is in its predictive ability to easily and inexpensively target individuals with tailored offers and advertisements to opt in and spend money. So how can this be applied to HR? From an HR perspective, people analytics has a very real effect on the bottom line simply because attracting and retaining the right talent can spell the difference between the success and failure of a company.
SuccessFactors
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. Think future: Advanced analytics to predict, simulate, and optimize. HR has often been perceived as being “reactive” – solving issues after they arise.
SuccessFactors
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. Think future: Advanced analytics to predict, simulate, and optimize. HR has often been perceived as being “reactive” – solving issues after they arise.
HR Times
FEBRUARY 29, 2016
Analytics capability is a top human capital trend. Two of the 10 trends in Deloitte’s Global Human Capital Trends 2015 report directly focused on analytics, and as we prepare to launch the 2016 report in the next couple of weeks, I can tell you that analytics will remain a top trend. Analytics is seen as critical, and our research shows its use is climbing rapidly, in part due to an influx of new supportive technology. Workforce Analytics.
Analytics in HR
MAY 29, 2019
The ability to analyze and extract valuable insights from workforce data is an increasingly sought-after skill in HR. As more data is collected through new platforms and tools, HR professionals can identify where employee turnover is spiking and why, correlate hiring data with employee performance or demonstrate the influence of engagement on workforce productivity. But adding data-analytics competency in the HR staff is a challenge. Data Analytics Training Options.
Visier
JUNE 15, 2017
HR leaders recognize that they should be using analytics to support decision making. Since many HR leaders don’t have a good sense of how to get value from analytics , they move it off their plate by passing it to the HR reporting team or to some newly hired data scientist. Not surprisingly, HR leaders are not familiar with the role the average HR professional plays in analytics so they don’t involve them at all.
Visier
JULY 11, 2017
As more organizations climb up the HR analytics maturity curve , we continue to see new success stories coming from data-driven HR leaders who strive to move the needle on business outcomes. Whether it’s a video game developer using analytics to make headcount predictions, or a social media giant using data to determine the ROI of a new parental leave policy, the common thread is this: evidence-based HR functions can drive organization-wide change.
Keka HR Blog
JANUARY 28, 2021
Traditionally, HR has become one of the most human-centric aspects of an organization, and it has been challenging for practitioners to assess and evaluate performance clearly, as in the s ales department, for instance. What is HR analytics? Why do you need HR analytics? .
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