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One of the most significant advancements driving this transformation is predictive analytics a game-changing technology that allows HR professionals to make data-driven decisions, anticipate workforce trends, and optimise talent management. What is Predictive Analytics? Key Applications of Predictive Analytics in HR 1.
What are HR metrics? HR metrics are quantifiable data points that help organizations assess the effectiveness of their human resources initiatives. By measuring various aspects of workforce management, businesses can identify areas for improvement and implement data-driven strategies to enhance performance.
Build A Stronger Stronger Talent Pipeline With Strategic WorkforcePlanningWorkforceplanning is the top strategic priority for 70% of businesses. This means you have to strategically plan talent management and align talent needs with the overall business strategy.
It includes aspects like workforceplanning, employer branding, candidate experience, and hiring strategy. Read our blog on five ways to improve diversity and inclusion in the workplace. Read our blog on HR automation to understand the use cases better. Consider micro-conversions: Prepare the information for consumption.
In this blog, we are going to explore the seven key stages of every employee’s journey through lifecycle mapping. Careerdevelopment also plays a significant role in this. 94% of employees say they’d stay longer at a company that invests in their career advancement.
Unlike theoretical models, these analytics harness real-world employee engagement metrics, performance feedback, demographic and behavioral patterns, and even communication metadata. The result: HR teams can anticipate workforce challenges weeks or months in advance, empowering them to act before minor issues become major setbacks.
Predictive analytics help forecast talent gaps, optimise workforceplanning and improve retention. When HR teams access real-time metrics, they align workforce strategies with business objectives and invest in high-impact initiatives. time-to-hire, NPS). Cost per hire : Total recruiting spend divided by number of hires.
Key responsibilities of the HR Analyst include: Collect and analyze HR data : Evaluate metrics like turnover rates, employee satisfaction, and absenteeism. Monitor workforce trends : Identify patterns in hiring, productivity , or retention to recommend improvements. Drive adoption and usage of People Analytics solutions.
This approach not only improves satisfaction but also boosts retention by matching individual needs with careerdevelopmentplans. Consistent terminology and clear success metrics help stakeholders stay aligned from project kick-off to post-go-live support. Specialised roles have emerged to guide this transformation.
Professional Development and Career Pathing Remote work limits informal mentorship, learning-by-observation, and exposure that promote career growth. Maven Clinic highlights insufficient careerdevelopment as a major obstacle in remote engagement. Use their input to adjust the format and cadence of each initiative.
Predictive models identify attrition risk based on engagement scores, tenure, and performance metrics. Smart scheduling tools balance workforce availability and labour laws. Presenting business cases with clear ROI metrics helps stakeholders grasp the long-term value of HR technology investments.
This blog breaks down the top 6 AI-powered HR tools to help you hire better, retain longer, and lead smarter in 2025. Eightfold AI Eightfold AI is a deep-learning-powered talent intelligence platform built for enterprise HR teams to optimize hiring, retention, internal mobility, and workforceplanning.
Talent acquisition is a strategic process focused on long-term workforceplanning and development, while recruitment deals with immediate hiring needs. Talent acquisition encompasses employer branding, workforceplanning, and connecting with potential candidates.
Learn more in this blog post. Quantify the cost of poor skills visibility: Show how talent intelligence can map current skills, identify key skills gaps, and ultimately enable better workforceplanning, learning investment, and agility. Step 1: Quantify current state costs To start, you have to know your numbers.
It might contain workforceplanning features or be linked via an API to a job ad management system. Onboarding, succession planning, and development systems may also be included within a strategic HRIS. So, below are some metrics to consider.
Understanding Headcount Data: Metrics That Matter Avoiding the problems an unclear headcount can bring involves paying attention to the right data. Take a closer look at the core and advanced metrics that matter most when tracking headcount. For example, if you notice an uptick in turnover, you can break down the data by department.
By using people analytics, organizations can gain a deeper understanding of their workforce and make data-driven decisions. People analytics is particularly helpful in addressing unconscious bias during talent acquisition, which can lead to a homogenous workforce and overlook individuals from underrepresented groups.
CareerDevelopment and Performance Management Last but by no means least, careerdevelopment and performance management are significant elements of employee experience. You want to provide your staff opportunities to enhance their career and skill set while engaging them with performance management.
In this blog post, you will learn about the keyprograms in HR training for 2025, their advantages, and how to progress in your HR career. The Importance of HR Training in 2025 Here are the reasons why professional HR training has emerged as an essential requirement for thriving in the current career world: 1.
In this blog post, well explore how to build a skill map for your organization, helping you safeguard against talent shortages and optimize your workforce effectively. Outcome: Tailor developmentplans based on individual needs and organizational goals. Establish clear metrics to track the impact of skill mapping.
Turnover and attrition are two critical human resources metrics that measure employee departures. In this blog post, we will examine the differences between turnover vs attrition and explore their impact on organizational dynamics, employee retention strategies, and overall workplace stability.
The platform’s machine learning algorithms analyzed data from various sources to provide Rhea with real-time insights into her team’s performance, allowing her to have more meaningful conversations and create personalized developmentplans. Rhea’s story is just one example of how AI is transforming human resources.
Problem 2: Non-strategic workforceplanning. Problem 3: Weak usage of workforce analytics. This goldmine of data packs a punch but if underutilized it amounts to nil, and HR professionals have admitted to not using it with meaningful metrics such as Quality of Movement and Quality of Attrition. References: [link].
6 Best AI Tools for HR Here are six, highly-rated AI tools for HR that we'll dive into throughout this blog: Juicebox - AI search engine built for recruiting, customer discovery, research, and more. Zavvy - Run people development, performance, and training programs from one single place. Data-driven Insights: Attract.ai
As a department, it is responsible for managing HR activities from recruitment and onboarding, compensation and benefits, learning and development, performance management, and employee relations to separation or retirement. It includes reviewing organizational and HR metrics to measure HR initiatives’ effectiveness on business results.
Turning to an employee viewpoint survey (EVS) from September 2015, LinkedIn’s talent analytics team saw that about one in four workers hadn’t had a meaningful conversation with their manager about careerdevelopment in the last six months. To receive blog posts like this one straight in your inbox, subscribe to the blog newsletter.
In this blog post, weve compared the 12 best HCM solutions for 2025 to help you make an informed decision. is a talent management platform that simplifies hiring, performance tracking, goal setting, employee engagement, and career growth. Organizations can plan the future talent pool while avoiding labor cost inflation.
This focuses on the broader aspects of employee development throughout the year, with a series of informal communication between managers and employees. Succession Planning. For the current workforce, planning for what comes next isn’t a mere afterthought–it is their core focus. They operate by an elusive Me Inc.
This focuses on the broader aspects of employee development throughout the year, with a series of informal communication between managers and employees. Succession Planning. For the current workforce, planning for what comes next isn’t a mere afterthought–it is their core focus. They operate by an elusive Me Inc.
PeopleFluent provides a cloud-based talent management suite that includes Recruiting, Performance Management, Compensation, Learning, Succession and Vendor Management as well as WorkforcePlanning and Diversity. Vision Metrics offers a top-rated and most affordable solution to online 360-degree feedback! VIEW DETAILS ».
So, this could include advancement opportunities, professional development programs, or other ways employees can grow their careers. This is great for attracting ambitious candidates seeking long-term careerdevelopment opportunities, which also means less turnover. (It’s It’s a win-win.)
There are a ton of great HR/Recruitment blogs. We’ve compiled a list of the top 100 HR blogs by organic traffic they receive via Google and search engines (see Methodology below). Ongig, of course, has its own recruiting blog — you’re reading it right now! Wow, 18 other blogs beat us in traffic!
For example, an employee could successfully lead a project, but fail to meet the majority of their performance metrics. Offer careerdevelopment opportunities Employee performance reviews are only one part of an effective performance management program.
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