But, as more and more HR organizations grow their analytics function, I’ve noticed that not all journeys are the same. The goal was to better enable HR and business leaders to make talent decisions that would have an impact on the business. MORE

Despite numerous innovations in engagement tracking technologies and digital tools, HR professionals are still struggling to answer a key question: How can engagement be leveraged to improve workforce and business outcomes? MORE

There’s a lot of talk about the role of the HR analyst so I thought it would be fun to compare some of the job descriptions out there. I randomly selected 5 HR analyst job openings on LinkedIn and, after removing the company-specific information, posted them below. What I really wanted to know what these requirements are for the HR analyst. In addition, most functions are for juniors. ERG: HR Analyst. Assist in rollout and implementation of HR programs. MORE

These books can change your career: People Analytics and HR-Tech reading list. Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce. Digital HR: A Guide to Technology-Enabled Human Resources. Predictive HR Analytics: Mastering the HR Metric. MORE

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.”. MORE

According to the World Economic Forum , the main forces influencing the world of Human Resourced (HR) in 2020 include distributed workforces, changing demographics, new societal expectations, task disruption, skills of the future, and new business models. If you’re an HR professional looking to stay abreast of all this, here are some certifications to consider this year. Traditional HR certifications. There are many other HR designations that would be equally suitable. MORE

We survey all those companies and we care about all those people equally. Given Workday’s diversity of technology, we had people in HR functions, we had people in IT functions, and we had people in our finance functions, and I know through our time together that you believe that being a great place to work is actually also great for business. Pryor : We had three amazing customers today that represented all those functions. MORE

More specifically, HR departments seem to be lagging. HR teams that are making use of tools like people analytics, time tracking apps and business intelligence software stand a better chance of staying ahead of this curve than those that don’t. MORE

Business initiatives span traditional functional and geographical boundaries, heightening the need for greater knowledge sharing and collaboration. More importantly, such a narrow focus on the team context prevents HR from maximizing its organizational impact. MORE