INDUSTRY INSIGHTS YOUR PEERS ARE READING
Our annual people analytics and workforce planning conference, Visier Outsmart, has wrapped and we’re excited to share all that happened with you. “Be With people analytics and data-driven workforce planning both ever-evolving, HR and business leaders must continuously be fearless in their pursuit of innovation and change within their organizations. HR has a responsibility to put the tools and strategies in place that will help the company do good things. 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. MORE
At the same time, digitalization represents the biggest change imperative for HR departments, requiring them to redefine themselves to help the business attract the most brilliant talent in the marketplace. Today’s talents no longer look only for a career. MORE
Originally posted on HR Tech Europe. HR Tech Europe is less than 2 weeks away. First, getting to grips with the mega-trends such as mobile enablement, social collaboration, how to handle millenials, top talent etc. First, getting the right analytical skills is vital. MORE
And when you combine this with hiring the right people in the first place, you optimize your talent for business performance. This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. MORE
Still Under Construction: The State of HR Analytics 2016 , conducted and published by the New Talent Management Network , has some compelling data about how HR functions are deploying higher level analytics and how successful they are in deriving actionable insights. 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. MORE
Here at Analytics in HR, we hope that you’re out enjoying the weather with your family and friends. Whilst relaxing and enjoying the weather, now’s a good chance to catch up on your monthly HR Analytics reading. is the Future of Talent Management. MORE
When it comes to talent management, there’s a paradox that continues to confound HR leaders. For a long time, HR departments have been called on to become more strategic—less fixated on matters that only concern HR, and more focused on matters that concern the entire business. 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. MORE
As more organizations wake up to the inevitability of data, this is the time businesses also pressurize one of the core departments of any business – the HR – to implement data analytics into its operations as well. What is HR analytics? MORE
Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. In fact, it is so often-used some regard it as almost a form of HR “smart talk” – something that many talk about, but few really understand how to do. What is HR Transformation? MORE
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. MORE
The growing impact of digital transformation on talent is undeniable, so HR executives need to start planning a strategy for closing the impending digital skills gap, according to new research from The Hackett Group. And that means HR and other executives must be prepared to manage the significant implications for talent or risk losing some of the potential value of increasingly digital operations – up to $82 million for world-class organizations, Hackett reports. MORE
And when you combine this with hiring the right people in the first place, you optimize your talent for business performance. This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. MORE
Today’s HR landscape is more complex than ever before: globalization is taking the competition for talent worldwide, four generations are in the workplace at the same time , and contract workers account for at least one-third of the workforce. Talent Management MORE
Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed. MORE
They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business. MORE
An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. In fact, the majority of leaders surveyed (73 percent) have experienced talent gaps leading to missed business objectives as a result of poor workforce planning. MORE
Top performing companies have been quick to identify talent as a critical competitive differentiator. How to attract and retain best-in-class talent? How to manage the ever-increasing total cost of workforce? How to keep a focus on the development of key talent? MORE
People Operations teams and other people managers can model L&D by attending one of the HR conferences outlined below. People Analytics and Future of Work (PAFOW). PAFOW’s mission is to serve as a central connector for all things people analytics. HR West. MORE
When it comes to attracting and retaining talented people, midsize companies are, well, caught in the middle. Cloud services give them that functionality out of the box, with enterprise-class security. Third, on-premises HR systems are too costly for most midsize companies to maintain. 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
It’s never been more important for human capital management professionals to take a good, hard look around and ask themselves whether they are truly preparing for the future. If you think they’re the same ones filling HR roles now, think again. MORE
Analytics is the new buzzword in talent management, but that doesn't mean it's the new reality. Analytics programs require a significant investment of time, money and resources, presenting a challenge for busy and budget-strapped HR departments. MORE
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
The war for talent is raging across industries and countries, and nowhere is the fight more intense than in data science and analytics. The reality: traditional HR struggles to fulfill the analytics remit. Even the most apt HR teams are already struggling to fulfill their analytics remit. They rely on traditional approaches to HR that don’t resonate with this unique set of experts. Moreover, in the analytics community, word-of-mouth matters. 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. However, our people analytics showed us that there is, in fact, no magic number. Talent Management MORE
Organizations that have analytics talent, whether it’s a dedicated team or just a single data-loving person within the HR function, often struggle with how to leverage the expertise they bring to the table. Talent Management Consultant, and Hal Halbert, Reporting Manager, to talk about how the HR/talent function can align and work with the analytics team. . MORE
If you’re a small business attempting to navigate the $12 billion HR software market, the sheer number of available options can be daunting (full research available to Gartner clients). If you can get the functionality you need at no cost, it’s a win-win, right? MORE
Human resources (HR) organizations are experiencing a critical, yet fortuitous, moment. As digital technology continues to be pervasive in the form of mobile apps, GPS, 3D touch-enabled sensors, activity trackers, and wearables, HR is challenged with innovating unconventional ways of working. MORE
Still Under Construction: The State of HR Analytics 2016 , conducted and published by the New Talent Management Network , has some compelling data about how HR functions are deploying higher level analytics and how successful they are in deriving actionable insights. MORE
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce. MORE
This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it. Create value through HR. HR’s role is not simply to translate business strategy — but to drive it. MORE
How is it, then, that in a recent Argyle survey of top HR executives, 62 percent say they are not using social and collaboration software at work? Why aren’t more HR executives taking advantage of that opportunity? Social Is HR’s Business. By Cara Capretta & Bertrand Dussert. MORE
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. That is because we report mostly tactical metrics that focus on costs, rather than the strategic ones that cover HR areas that impact corporate revenue. MORE
This year’s survey report, “ Creating People Advantage 2014-2015: How To Set Up Great HR Functions: Connect, Prioritize, Impact ” included responses from 3,507 people in 101 countries across industries such as industrial goods, consumer goods, and the public sector. 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. MORE
15Five
DECEMBER 18, 2018
People Operations teams and other people managers can model L&D by attending one of the HR conferences outlined below. People Analytics and Future of Work (PAFOW). PAFOW’s mission is to serve as a central connector for all things people analytics. HR West.
Visier
JULY 7, 2016
When it comes to talent management, there’s a paradox that continues to confound HR leaders. For a long time, HR departments have been called on to become more strategic—less fixated on matters that only concern HR, and more focused on matters that concern the entire business.
Visier
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. However, our people analytics showed us that there is, in fact, no magic number. Talent Management
China Gorman
JANUARY 10, 2017
Still Under Construction: The State of HR Analytics 2016 , conducted and published by the New Talent Management Network , has some compelling data about how HR functions are deploying higher level analytics and how successful they are in deriving actionable insights.
Visier
MARCH 27, 2015
And when you combine this with hiring the right people in the first place, you optimize your talent for business performance. This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies.
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.
|
TLNT: The Business of HR
FEBRUARY 1, 2017
Still Under Construction: The State of HR Analytics 2016 , conducted and published by the New Talent Management Network , has some compelling data about how HR functions are deploying higher level analytics and how successful they are in deriving actionable insights.
Analytics Training
DECEMBER 22, 2017
As more organizations wake up to the inevitability of data, this is the time businesses also pressurize one of the core departments of any business – the HR – to implement data analytics into its operations as well. What is HR analytics?
Cornerstone On Demand
AUGUST 4, 2015
Analytics is the new buzzword in talent management, but that doesn't mean it's the new reality. Analytics programs require a significant investment of time, money and resources, presenting a challenge for busy and budget-strapped HR departments.
Visier
MARCH 27, 2015
And when you combine this with hiring the right people in the first place, you optimize your talent for business performance. This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies.
Visier
MARCH 31, 2016
Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. In fact, it is so often-used some regard it as almost a form of HR “smart talk” – something that many talk about, but few really understand how to do. What is HR Transformation?
|
Oracle HCM - Modern HR in the Cloud
AUGUST 6, 2015
When it comes to attracting and retaining talented people, midsize companies are, well, caught in the middle. Cloud services give them that functionality out of the box, with enterprise-class security. Third, on-premises HR systems are too costly for most midsize companies to maintain.
Get Hppy
APRIL 14, 2016
An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. In fact, the majority of leaders surveyed (73 percent) have experienced talent gaps leading to missed business objectives as a result of poor workforce planning.
UpstartHR
MARCH 18, 2019
Organizations that have analytics talent, whether it’s a dedicated team or just a single data-loving person within the HR function, often struggle with how to leverage the expertise they bring to the table. Talent Management Consultant, and Hal Halbert, Reporting Manager, to talk about how the HR/talent function can align and work with the analytics team. .
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.
SuccessFactors
JULY 24, 2017
They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business.
Visier
MAY 30, 2018
Our annual people analytics and workforce planning conference, Visier Outsmart, has wrapped and we’re excited to share all that happened with you. “Be With people analytics and data-driven workforce planning both ever-evolving, HR and business leaders must continuously be fearless in their pursuit of innovation and change within their organizations. HR has a responsibility to put the tools and strategies in place that will help the company do good things.
Benify
MAY 2, 2018
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.
Analytics in HR
SEPTEMBER 13, 2018
Top performing companies have been quick to identify talent as a critical competitive differentiator. How to attract and retain best-in-class talent? How to manage the ever-increasing total cost of workforce? How to keep a focus on the development of key talent?
Analytics in HR
JULY 2, 2018
Here at Analytics in HR, we hope that you’re out enjoying the weather with your family and friends. Whilst relaxing and enjoying the weather, now’s a good chance to catch up on your monthly HR Analytics reading. is the Future of Talent Management.
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.
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.
SuccessFactors
SEPTEMBER 1, 2017
It’s never been more important for human capital management professionals to take a good, hard look around and ask themselves whether they are truly preparing for the future. If you think they’re the same ones filling HR roles now, think again.
Visier
MARCH 30, 2017
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. That is because we report mostly tactical metrics that focus on costs, rather than the strategic ones that cover HR areas that impact corporate revenue.
Visier
OCTOBER 23, 2017
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce.
Analytics in HR
APRIL 19, 2018
The war for talent is raging across industries and countries, and nowhere is the fight more intense than in data science and analytics. The reality: traditional HR struggles to fulfill the analytics remit. Even the most apt HR teams are already struggling to fulfill their analytics remit. They rely on traditional approaches to HR that don’t resonate with this unique set of experts. Moreover, in the analytics community, word-of-mouth matters.
Visier
OCTOBER 23, 2017
It goes without saying that great HR functions are strategic: they play a vocal role in critical business decisions and control a significant portion of a company’s expenses. Yet the most commonly monitored HR metrics do very little to deliver true insight into the workforce.
Visier
JULY 5, 2018
Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed.
Capterra
AUGUST 27, 2018
If you’re a small business attempting to navigate the $12 billion HR software market, the sheer number of available options can be daunting (full research available to Gartner clients). If you can get the functionality you need at no cost, it’s a win-win, right?
Oracle HCM - Modern HR in the Cloud
SEPTEMBER 12, 2014
How is it, then, that in a recent Argyle survey of top HR executives, 62 percent say they are not using social and collaboration software at work? Why aren’t more HR executives taking advantage of that opportunity? Social Is HR’s Business. By Cara Capretta & Bertrand Dussert.
SuccessFactors
FEBRUARY 18, 2019
At the same time, digitalization represents the biggest change imperative for HR departments, requiring them to redefine themselves to help the business attract the most brilliant talent in the marketplace. Today’s talents no longer look only for a career.
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.
SuccessFactors
NOVEMBER 29, 2016
Human resources (HR) organizations are experiencing a critical, yet fortuitous, moment. As digital technology continues to be pervasive in the form of mobile apps, GPS, 3D touch-enabled sensors, activity trackers, and wearables, HR is challenged with innovating unconventional ways of working.
China Gorman
JANUARY 20, 2015
This year’s survey report, “ Creating People Advantage 2014-2015: How To Set Up Great HR Functions: Connect, Prioritize, Impact ” included responses from 3,507 people in 101 countries across industries such as industrial goods, consumer goods, and the public sector.
HRExecutive
MAY 1, 2019
The growing impact of digital transformation on talent is undeniable, so HR executives need to start planning a strategy for closing the impending digital skills gap, according to new research from The Hackett Group. And that means HR and other executives must be prepared to manage the significant implications for talent or risk losing some of the potential value of increasingly digital operations – up to $82 million for world-class organizations, Hackett reports.
Visier
MARCH 7, 2017
This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it. Create value through HR. HR’s role is not simply to translate business strategy — but to drive it.
Oracle HCM - Modern HR in the Cloud
MARCH 16, 2015
Originally posted on HR Tech Europe. HR Tech Europe is less than 2 weeks away. First, getting to grips with the mega-trends such as mobile enablement, social collaboration, how to handle millenials, top talent etc. First, getting the right analytical skills is vital.
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