Expert insights. Personalized for you.
If you find this sweet spot, everyone in your team will be happy, productive, and efficient. Making your teams more productive. Leading employees and making them more productive is an art. Below are some software solutions you can use to improve your team’s productivity. MORE
In an earlier blog post called Reports vs Analytics: What’s the Difference? , I showed how “reports provide data; analytics provide insight.” This will allow you to understand how analytics are produced and why transactional solutions can only support reports. MORE
Five myths about People Analytics that inhibit your progress. So how can we describe the status of People Analytics, better than a single number in survey results? Looking back at my list, I realize now that each point I made implies a myth about People Analytics. MORE
We will illustrate each with an example related to HR analytics. Validity refers to how sound your research is. Scientists are trained to implement the Cartesian notion of doubt that we referred to at the beginning of this article, to the extreme. HR Analytics MORE
But in the IT/business context, a transformer refers to a tech leader who enables “ business transformation ” — a definable process with concrete outcomes. Business Transformation: The Role of People Analytics. There are two main ways to deliver people analytics. MORE
However, we’re getting the question more and more whether people analytics also applies to small and medium enterprises. Is People Analytics relevant for SMEs? Each of the three essential building blocks for people analytics help to manage Human Resources in a better way. MORE
When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. Why is proving that predictive analytics work so hard? 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
When hearing about People Analytics, we usually think of how the use of analytics can have a positive impact on the company and its HR department. But what if the employees could also use and benefit from the insights and outcomes of People Analytics practices? HR Analytics MORE
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. Maximizing the Impact of HR Data Analytics. 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. Driving HR analytics value in 1 week. Wednesday: The existing analytics landscape. MORE
Although it’s been a buzzword for the last several years, businesses have relied on analytics, at least since the Industrial Revolution. But here is the future: People Analytics. The future will be knowing and understanding the analytics about your team. What is People Analytics? MORE
Workforce analytics is developing and maturing. Many workforce analytics efforts start as a consultancy project. From people analytics to workforce analytics. Currently, the general opinion seems to be that people analytics is a better label than HR analytics. MORE
Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The leader of any workforce analytics team has one of the most exciting and demanding jobs in the business – and especially in the Human Resources function. MORE
Then it was people analytics. Big data, people analytics and artificial intelligence are really just pieces of one thing. It will show in engagement levels, turnover rates, organizational productivity, communications effectiveness and other organization-level indicators. MORE
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics. MORE
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics. MORE
Workers are trying to navigate a maze of hierarchies, work processes, and never-ending new communication methods that are all meant to make them more productive, but ultimately having the opposite effect. Posted by Kathi Enderes on November 29, 2018. MORE
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an “out of sight out of mind” back room business function, to a major player when it comes to company goal setting and overall planning. Five HR Analytics Terms You Need to Know. MORE
Whether you are learning about Lean People Analytics or just people analytics or analytics more broadly… you either know or you will eventually know that models are central to your success. In people analytics we don’t construct physical objects. MORE
Social Network Analysis (SNA) is among the most trending topics in People Analytics. HR analytics professionals are now starting to conduct SNAs to unearth collaboration, detect silos, and identify potential leavers. References. HR Analytics MORE
“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Building your People Analytics Solution. MORE
Such a combination has immensely helped in strategic decision making, hence directly improving the productivity – and profitability – of a large number of businesses worldwide. This is referred to as the process entitlement level in six sigma. 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’). MORE
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. People analytics in HR is undergoing a seismic shift. MORE
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an out-of-sight, out-of-mind, back-room business function to a major player when it comes to company goal-setting and overall planning. Five HR analytics terms you need to know. 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’). 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
The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger. In general, any company has several options for implementing such projects, whether on its own, through contractors or using off-the-shelf products. MORE
It is time that HR analytics starts to show the value it delivers to the business. This is hard to do as people analytics is still an emerging field. For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. HR Analytics MORE
Not only are the direct costs of hiring replacements expensive, but there are costs associated with lost productivity while new managers are coming up to speed, as well as the lost revenue while a position is vacant. Reducing Manager Turnover: Does People Analytics Drive Results? 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’). MORE
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics. MORE
Most of us are already well aware that HR technology like people analytics can help shape better business strategies. People analytics is a net new capability, and it can feel difficult to place a value on a service HR has never experienced. They can’t cross-reference each other. MORE
PageUp has integrated with SkillSurvey Reference, allowing joint customers to streamline and improve the recruitment process. News hiring trends news coverage reference checking staffing and recruiting talent analytics MORE
”” Organizations have an abundance of people data, and many understand they need to use that information for improved performance and productivity. Our research shows that the typical people analytics team is small, with less than five members. MORE
In an almost hour-long conversation, I reiterated some of the now familiar topics of big data, predictive analytics, applied behavioral science, data visualization and leveraging machine learning, artificial intelligence and other algorithm-driven techniques. MORE
Visier
NOVEMBER 21, 2017
Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The leader of any workforce analytics team has one of the most exciting and demanding jobs in the business – and especially in the Human Resources function.
Bersin with Deloitte
JUNE 27, 2019
”” Organizations have an abundance of people data, and many understand they need to use that information for improved performance and productivity. Our research shows that the typical people analytics team is small, with less than five members.
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Visier
JULY 25, 2019
Not only are the direct costs of hiring replacements expensive, but there are costs associated with lost productivity while new managers are coming up to speed, as well as the lost revenue while a position is vacant. Reducing Manager Turnover: Does People Analytics Drive Results?
Visier
AUGUST 14, 2019
In an earlier blog post called Reports vs Analytics: What’s the Difference? , I showed how “reports provide data; analytics provide insight.” This will allow you to understand how analytics are produced and why transactional solutions can only support reports.
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Visier
SEPTEMBER 18, 2019
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.
|
Analytics in HR
NOVEMBER 26, 2018
However, we’re getting the question more and more whether people analytics also applies to small and medium enterprises. Is People Analytics relevant for SMEs? Each of the three essential building blocks for people analytics help to manage Human Resources in a better way.
Visier
NOVEMBER 19, 2019
Most of us are already well aware that HR technology like people analytics can help shape better business strategies. People analytics is a net new capability, and it can feel difficult to place a value on a service HR has never experienced. They can’t cross-reference each other.
Analytics in HR
MAY 7, 2018
Workforce analytics is developing and maturing. Many workforce analytics efforts start as a consultancy project. From people analytics to workforce analytics. Currently, the general opinion seems to be that people analytics is a better label than HR analytics.
Visier
MAY 28, 2018
“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to people analytics? But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. Building your People Analytics Solution.
Visier
MAY 21, 2019
But in the IT/business context, a transformer refers to a tech leader who enables “ business transformation ” — a definable process with concrete outcomes. Business Transformation: The Role of People Analytics. There are two main ways to deliver people analytics.
|
Visier
JULY 16, 2015
When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. A full accounting needs to extend beyond hiring and training to include separation, productivity, and lost knowledge. Why is proving that predictive analytics work so hard?
Visier
NOVEMBER 15, 2017
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’).
Bersin with Deloitte
NOVEMBER 29, 2018
Workers are trying to navigate a maze of hierarchies, work processes, and never-ending new communication methods that are all meant to make them more productive, but ultimately having the opposite effect. Posted by Kathi Enderes on November 29, 2018.
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. Driving HR analytics value in 1 week. Wednesday: The existing analytics landscape.
Digital HR Tech
SEPTEMBER 19, 2018
Such a combination has immensely helped in strategic decision making, hence directly improving the productivity – and profitability – of a large number of businesses worldwide. This is referred to as the process entitlement level in six sigma.
HRExecutive
JUNE 12, 2019
Then it was people analytics. Big data, people analytics and artificial intelligence are really just pieces of one thing. It will show in engagement levels, turnover rates, organizational productivity, communications effectiveness and other organization-level indicators.
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’).
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.
Analytics in HR
FEBRUARY 4, 2019
Social Network Analysis (SNA) is among the most trending topics in People Analytics. HR analytics professionals are now starting to conduct SNAs to unearth collaboration, detect silos, and identify potential leavers. References. HR Analytics
Thrive Global
FEBRUARY 7, 2020
Although it’s been a buzzword for the last several years, businesses have relied on analytics, at least since the Industrial Revolution. But here is the future: People Analytics. The future will be knowing and understanding the analytics about your team. What is People Analytics?
Analytics in HR
NOVEMBER 5, 2018
It is time that HR analytics starts to show the value it delivers to the business. This is hard to do as people analytics is still an emerging field. For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. HR Analytics
CakeHR
MARCH 9, 2019
If you find this sweet spot, everyone in your team will be happy, productive, and efficient. Making your teams more productive. Leading employees and making them more productive is an art. Below are some software solutions you can use to improve your team’s productivity.
Analytics in HR
SEPTEMBER 12, 2019
We will illustrate each with an example related to HR analytics. Validity refers to how sound your research is. Scientists are trained to implement the Cartesian notion of doubt that we referred to at the beginning of this article, to the extreme. HR Analytics
Aberdeen HCM Essentials
JANUARY 28, 2019
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics.
Aberdeen HCM Essentials
JANUARY 28, 2019
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics.
Aberdeen HCM Essentials
JANUARY 28, 2019
Aberdeen defines “advanced statistical analysis” (also referred to as “advanced analytics”) as a set of technologies that enable organizations to analyze data to uncover hidden trends, make forecasts, and glean actionable insights. Demystifying Buyer Intent with Advanced Analytics.
SkillSurvey
MAY 14, 2019
PageUp has integrated with SkillSurvey Reference, allowing joint customers to streamline and improve the recruitment process. News hiring trends news coverage reference checking staffing and recruiting talent analytics
Benify
MAY 2, 2018
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. People analytics in HR is undergoing a seismic shift.
Analytics in HR
JULY 9, 2018
When hearing about People Analytics, we usually think of how the use of analytics can have a positive impact on the company and its HR department. But what if the employees could also use and benefit from the insights and outcomes of People Analytics practices? HR Analytics
Analytics in HR
JULY 18, 2018
Whether you are learning about Lean People Analytics or just people analytics or analytics more broadly… you either know or you will eventually know that models are central to your success. In people analytics we don’t construct physical objects.
Littal Shemer
SEPTEMBER 28, 2018
Five myths about People Analytics that inhibit your progress. So how can we describe the status of People Analytics, better than a single number in survey results? Looking back at my list, I realize now that each point I made implies a myth about People Analytics.
Career Metis
SEPTEMBER 7, 2019
The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger. In general, any company has several options for implementing such projects, whether on its own, through contractors or using off-the-shelf products.
TalentCulture
OCTOBER 18, 2016
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an “out of sight out of mind” back room business function, to a major player when it comes to company goal setting and overall planning. Five HR Analytics Terms You Need to Know.
Compensation Cafe
FEBRUARY 22, 2019
In an almost hour-long conversation, I reiterated some of the now familiar topics of big data, predictive analytics, applied behavioral science, data visualization and leveraging machine learning, artificial intelligence and other algorithm-driven techniques.
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’).
SuccessFactors
OCTOBER 28, 2016
The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an out-of-sight, out-of-mind, back-room business function to a major player when it comes to company goal-setting and overall planning. Five HR analytics terms you need to know.
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