Visier
MAY 28, 2018
At Visier, we refer to this as “add data and stir.” They currently support only 200 users, yet have a 15-person analytics team: a team size even large enterprises can only dream of, and a team five times larger than necessary — t he benchmark is one analytics team member per 3500 staff in an organization.
Visier
MAY 17, 2016
At Visier, we refer to this as “add data and stir.” They currently support only 200 users, yet have a 15-person analytics team: a team size even large enterprises can only dream of, and a team five times larger than necessary — t he benchmark is one analytics team member per 3500 staff in an organization.
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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.
cipHR
MARCH 6, 2023
The CIPD advised a cross-functional approach to improving HR’s skills and confidence in this area. There are clear differences in the perspectives of HR and finance professionals, and other professionals using people data,” said its report. Who needs support?)
Visier
AUGUST 20, 2019
There have been many studies on the ideal span of control, most of the time stating that the global benchmark is 8-10 reports per manager. However, through our people analytics insights, we learned that our sales teams perform higher having a smaller team size than the global benchmark. My final advice for HR people?
Visier
MARCH 31, 2016
These include: Setting the global HR strategy: requires change analytics capabilities. HR organizational changes – both roles & decision rights. Numbers behind HR – benchmarking & analytics. Enabling HR service delivery. Enabling HR functional capabilities.
Visier
FEBRUARY 9, 2017
As a result of being the top challenge for such a long period of time, it is clear that CEOs and board members fully understand the value of Human Capital, but they have also learned to expect a higher rate of strategic change than most HR functions have been able to deliver.
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