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. 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. So how can practitioners take advantage of analytics’ potential? Link to strategy. MORE
Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The Eight Step Model for Purposeful Analytics. In essence, know why you are undertaking the specific analytics exercise. MORE
It’s an approach that allows HR practitioners to get the job done, but makes it more challenging to align HR strategy with business value. Here’s how to use those four elements to help tell your analytics story. Workforce Intelligence 101 workforce analytics MORE
Since time immemorial, human beings have puzzled over, and been fascinated by dualities: yin and yang, thought and action, strategy and execution. HR Insights Featured management predictive analytics MORE
Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems. MORE
Rob Catalano had the pleasure of attending the 3 rd People Analytics Canada Summit this week in Toronto. The level of research and data analytics required to find a competitive advantage is mind blowing. People Analytics Geeks unite! MORE
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. Getting to high-impact analytics relies first and foremost on accurate, believable data. MORE
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs. MORE
Digital HR and people analytics are key terms in this transition where Merck KGaA is using data to glean insights into all aspects of HR work, which can then be applied to tasks such as workforce planning, talent management and even the gradual optimization of day-to-day operations. “At 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
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Reconfiguring HR process & technology to contribute to strategy, adapting traditional HR practice to deliver business through their processes. MORE
In fact, 94% of manufacturing executives say it’s the most effective strategy for skilled production workforce development, according to data gathered by Deloitte and the Manufacturing Institute. For many companies struggling to fill job vacancies, “corporate colleges” have become a necessity. 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
As a result, an organization’s people strategy is critical – and is a top concern of CEOs. Analytics is the difference between guessing and making fact-based decisions. They wouldn’t have been able to uncover this insight without analytics. MORE
We recently completed some very interesting research here at Lighthouse focused on workforce analytics and strategy, a powerful combination for today’s HR and talent leaders. HR Analytics New Research Predictive Analytics 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
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business advisor and author Ram Charan, and BersinInsights’ “Will HR Lose the Battle Over Analytics?” How does our talent strategy align with our business strategy? What is workforce analytics? Check out this Workforce Analytics 101 infographic. The post Workforce Analytics 101 [Infographic] appeared first on Visier Inc. MORE
People analytics is the talk of the town and has been a hot human resources (HR) trend for years. Next, predictive analytics allows us to look into the HR crystal ball. People analytics: Different stages of evolution ( Source ). 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. Analytics needs to be closely tied to business issues. MORE
We would never consider a “peanut butter” strategy for compensation adjustments, but retention programs are too often spread thin across the organization, which increases costs and decreases effectiveness. For example, the people analytics team at BBVA Compass, a U.S. MORE
Organizations must shift towards strategic human resource management or use the HR department to formulate HR strategies based on the company’s short- and long-term goals. Here are three additional HR strategies your organization may be overlooking: Create a Retention Strategy. 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
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. How Can People Analytics support Change Management? MORE
Despite years of hype, development, and openhanded spending, big data and business analytics haven’t lived up to their massive potential. I believe it’s because of their unique and innovative approach to business—and more specifically, human resources—analytics. MORE
For the past few years, every HR related trends post included predictive analytics. So, what exactly are predictive analytics? Predictive analytics offer insights into the future. Why should HR pay attention to predictive analytics? Neither are predictive analytics. MORE
The second annual People Analytics Summit Canada, will be held in Toronto from October 25th to 26th, and will show you how to mature your analytics function. The event is particularly intended for HR and analytics leaders. Analytics Software providers. 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. So how can practitioners take advantage of analytics’ potential? Link to strategy. 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
Making HR analytics a leadership priority is not just about encouraging HR to present the latest analytics innovations, but rather a true partnership to drive pivotal decisions. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. 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
Since time immemorial, human beings have puzzled over, and been fascinated by dualities: yin and yang, thought and action, strategy and execution. Management software focuses on operations —getting things done, while analytics software focuses on insights—finding better ways to do things. MORE
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs. MORE
The shift however, is now upon using people analytics to measure and gain isight into what truly matters and, how to move it. What is People Analytics? Think of people analytics as “evidence-based decision making”. That right there is decision making driven by data analytics. So why should we look towards People Analytics? Helps pinpoint the root causes of problems – People analytics has allowed for the root cause of problems to be identified. MORE
When setting up a workforce analytics function, it’s clear that the people you include are vital to long-term success. Follow these four key best practices for choosing the right HR analytics technology: 1. Keep Analytics Distinct From Reporting. MORE
All too often, it seems that organizations are thinking of their overall HCM strategies in the same way, which is a mistake. This creates a reactionary relationship between business need and talent acquisition process and strategy. MORE
The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). The eras are: Analytics 1.0: Analytics 2.0: MORE
When Lazlo Block left his position as Senior Vice President of People Operations at Google, he did it with a bang: “The future of HR lies with data science,” he said, and promptly launched a stealth startup that will focus on people analytics. People Analytics MORE
We immediately looked at how we could track the overtime due to Wood Buffalo versus regular operational overtime in our people strategy platform , Visier. The post Using HR Analytics for Workforce Cost Management [Case Study] appeared first on Visier Inc. MORE
Visier
MARCH 7, 2017
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs.
Visier
FEBRUARY 16, 2018
“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. HR’s role is not simply to translate business strategy — but to drive it. But… people strategy today involves much tougher choices and tradeoffs.
Lighthouse
JANUARY 31, 2017
We recently completed some very interesting research here at Lighthouse focused on workforce analytics and strategy, a powerful combination for today’s HR and talent leaders. HR Analytics New Research Predictive Analytics
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.
Speaker: Rodney B. Bolton SPHR, CEO, HR BIZZ
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction.
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 needs to be closely tied to business issues.
Visier
FEBRUARY 27, 2018
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. How Can People Analytics support Change Management?
Visier
MAY 15, 2018
Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems.
Visier
SEPTEMBER 15, 2016
Making HR analytics a leadership priority is not just about encouraging HR to present the latest analytics innovations, but rather a true partnership to drive pivotal decisions. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success.
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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. So how can practitioners take advantage of analytics’ potential? Link to strategy.
Visier
MARCH 2, 2017
It’s an approach that allows HR practitioners to get the job done, but makes it more challenging to align HR strategy with business value. Here’s how to use those four elements to help tell your analytics story. Workforce Intelligence 101 workforce analytics
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
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. So how can practitioners take advantage of analytics’ potential? Link to strategy.
Visier
MAY 18, 2018
We immediately looked at how we could track the overtime due to Wood Buffalo versus regular operational overtime in our people strategy platform , Visier. The post Using HR Analytics for Workforce Cost Management [Case Study] appeared first on Visier Inc.
Visier
MARCH 20, 2018
As a result, an organization’s people strategy is critical – and is a top concern of CEOs. Analytics is the difference between guessing and making fact-based decisions. They wouldn’t have been able to uncover this insight without analytics.
HR Gazette
SEPTEMBER 28, 2016
The second annual People Analytics Summit Canada, will be held in Toronto from October 25th to 26th, and will show you how to mature your analytics function. The event is particularly intended for HR and analytics leaders. Analytics Software providers.
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.
Visier
APRIL 24, 2015
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business advisor and author Ram Charan, and BersinInsights’ “Will HR Lose the Battle Over Analytics?” How does our talent strategy align with our business strategy? What is workforce analytics? Check out this Workforce Analytics 101 infographic. The post Workforce Analytics 101 [Infographic] appeared first on Visier Inc.
Visier
MAY 29, 2018
We would never consider a “peanut butter” strategy for compensation adjustments, but retention programs are too often spread thin across the organization, which increases costs and decreases effectiveness. For example, the people analytics team at BBVA Compass, a U.S.
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.
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’).
TLNT: The Business of HR
FEBRUARY 5, 2018
Since time immemorial, human beings have puzzled over, and been fascinated by dualities: yin and yang, thought and action, strategy and execution. HR Insights Featured management predictive analytics
Achievers
MARCH 20, 2018
Organizations must shift towards strategic human resource management or use the HR department to formulate HR strategies based on the company’s short- and long-term goals. Here are three additional HR strategies your organization may be overlooking: Create a Retention Strategy.
EmployeeConnect
DECEMBER 11, 2016
The shift however, is now upon using people analytics to measure and gain isight into what truly matters and, how to move it. What is People Analytics? Think of people analytics as “evidence-based decision making”. That right there is decision making driven by data analytics. So why should we look towards People Analytics? Helps pinpoint the root causes of problems – People analytics has allowed for the root cause of problems to be identified.
Visier
JUNE 21, 2017
The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). The eras are: Analytics 1.0: Analytics 2.0:
SuccessFactors
MAY 30, 2018
People analytics is the talk of the town and has been a hot human resources (HR) trend for years. Next, predictive analytics allows us to look into the HR crystal ball. People analytics: Different stages of evolution ( Source ).
Visier
MARCH 31, 2016
The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Reconfiguring HR process & technology to contribute to strategy, adapting traditional HR practice to deliver business through their processes.
Visier
MAY 9, 2018
In fact, 94% of manufacturing executives say it’s the most effective strategy for skilled production workforce development, according to data gathered by Deloitte and the Manufacturing Institute. For many companies struggling to fill job vacancies, “corporate colleges” have become a necessity.
HR Gazette
NOVEMBER 6, 2017
Rob Catalano had the pleasure of attending the 3 rd People Analytics Canada Summit this week in Toronto. The level of research and data analytics required to find a competitive advantage is mind blowing. People Analytics Geeks unite!
Visier
JUNE 20, 2017
Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. The Eight Step Model for Purposeful Analytics. In essence, know why you are undertaking the specific analytics exercise.
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’).
Visier
NOVEMBER 24, 2016
All too often, it seems that organizations are thinking of their overall HCM strategies in the same way, which is a mistake. This creates a reactionary relationship between business need and talent acquisition process and strategy.
HR Times
AUGUST 3, 2017
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. Getting to high-impact analytics relies first and foremost on accurate, believable data.
HR Bartender
JANUARY 31, 2017
For the past few years, every HR related trends post included predictive analytics. So, what exactly are predictive analytics? Predictive analytics offer insights into the future. Why should HR pay attention to predictive analytics? Neither are predictive analytics.
Visier
SEPTEMBER 8, 2016
When setting up a workforce analytics function, it’s clear that the people you include are vital to long-term success. Follow these four key best practices for choosing the right HR analytics technology: 1. Keep Analytics Distinct From Reporting.
Visier
MARCH 15, 2017
Despite years of hype, development, and openhanded spending, big data and business analytics haven’t lived up to their massive potential. I believe it’s because of their unique and innovative approach to business—and more specifically, human resources—analytics.
CultureIQ
MARCH 15, 2017
When Lazlo Block left his position as Senior Vice President of People Operations at Google, he did it with a bang: “The future of HR lies with data science,” he said, and promptly launched a stealth startup that will focus on people analytics. People Analytics
Visier
OCTOBER 17, 2017
Digital HR and people analytics are key terms in this transition where Merck KGaA is using data to glean insights into all aspects of HR work, which can then be applied to tasks such as workforce planning, talent management and even the gradual optimization of day-to-day operations. “At
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