PeopleStrategy
NOVEMBER 5, 2022
In fact, according to Zywave’s 2022 Attraction and Retention Benchmarking Overview, finding and keeping great employees is considered one of the top-five problems by 75% of businesses surveyed. Having an efficient recruiting system can also help attract new talent to relevant positions.
LACE Partners
JANUARY 28, 2022
We are often asked by clients or HR teams in our community about benchmarking and specifically about providing data on how HR teams are performing in their ‘space’. We explore the value of benchmarking, some of the challenges of not being clear on what you are benchmarking, as well as how it can be beneficial.
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Analytics in HR
FEBRUARY 28, 2024
HR analytics originates from data housed within Human Resources and is aimed at optimizing HR functions. People analytics expands beyond HR to incorporate data from other sources within the organization, such as marketing, finance, and customer statistics, to address a wider scope of business issues.
Analytics in HR
JULY 31, 2023
They maximize employee capabilities that will help drive organizational success by identifying the skills gaps, creating L&D programs, and implementing performance management systems. In this view, HR recognizes that employees are a company’s most critical asset. The HR department What does the HR department do?
Visier
DECEMBER 13, 2021
We compared the financial performance of publicly-traded Visier customers to benchmark data on all organizations for return on assets, using this as an indicator of how profitable a company based on total assets and for profit margins. In all cases, Visier’s publicly-traded customers outperform benchmarks.
Bob
FEBRUARY 26, 2024
Create a consistent job structure with Bob’s job catalog As your company grows in headcount and expands to multiple geos, it’s essential that you create a consistent structure for your positions, organizing them according to job function and level.
cipHR
MARCH 6, 2023
For many HR departments, however, the pandemic represented a shock to the system in terms of the data they had available and their capability to deal with it. The pandemic also brought into sharper focus the debate around HR professionals’ skills in people analytics. “In Who needs support?)
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