HR Morning

JUNE 11, 2019

Prospective employees see career development as among the most important reasons to sign with —and stay with — with your organization. And, while you may think you are offering top-notch learning and development programs, they don’t think you are doing such a great job. Surveys show that workers and employers don’t agree on how well organizations are meeting employees’ development expectations. Employee development. Leadership development.

Career Development 87

Career Development Retention and Turnover Coaching Talent Management 87

Visier

OCTOBER 29, 2015

Getting a great employee engagement score, but discovering that 15% of your workforce spends half their day on non work-related tasks. But simply surveying your workforce for sentiment data once a year and getting a sleek report won’t give you the insights you need to avoid serious snafus.

Analysis 288

Analysis Employee Engagement Survey Data 288

Paddle HR

DECEMBER 11, 2019

We've talked about how it's becoming more difficult by the year to get the right talent in the door, train them, then keep them. You then create jobs to fill those skillsets and voila - you’re ready to recruit and train for the future! Employee Experience Career Development

Analysis 82

Analysis Training Certification Recruitment 82

Visier

OCTOBER 29, 2015

Getting a great employee engagement score, but discovering that 15% of your workforce spends half their day on non work-related tasks. But simply surveying your workforce for sentiment data once a year and getting a sleek report won’t give you the insights you need to avoid serious snafus.

Analysis 195

Analysis Employee Engagement Survey Data 195

HR Bartender

JUNE 14, 2018

With unemployment rates hitting record lows, there’s lots of talk about developing internal talent. One way to do that is with talent pools, which are groups of employees who are being trained and developed to assume greater responsibilities within the organization.

Competencies 368

Competencies Handbook Analysis Succession Planning 368

Visier

JULY 25, 2018

There is clearly a need here to transform, augment, or significantly develop, the role of the HRBP. They further can work with their HRBPs to develop this mindset as well. Do hiring more college graduates or training internally lead to better business outcomes?

Data 342

Data CHRO Metrics Talent Acquisition 342

Bersin with Deloitte

FEBRUARY 20, 2019

The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce. With the half-life of a learned skill at 5 years, 1 the hunger for learning and development programs is ravenous. A plan for how to integrate the data.

Time and Attendance 152

Time and Attendance Analytics Analysis Metrics 152

Lumesse

AUGUST 31, 2016

Take the logistics industry for example: Already there are ongoing projects in Europe exploring technological options. . However, this does not negate an organization’s responsibility to their employees and the long-term strategy for the workforce.

Workforce Planning 66

Workforce Planning Career Development Training Industry 66

Bersin with Deloitte

AUGUST 18, 2017

Using data to drive more effective health care workforce planning. More than half (55 percent) of the RN workforce is age 50 or older. To gain insights that drive value, executives should transition from qualitative- to quantitative-based workforce planning.

Retention and Turnover 88

Retention and Turnover Analytics Staffing Analysis 88

Oracle HCM - Modern HR in the Cloud

MARCH 17, 2020

Working together, both teams can improve the value of a company’s employees by identifying opportunities in career development and talent deployment. Software as a service (SaaS) gives end users, including those without formal training in data or data analytics, access to useful information via self-service dashboards and querying tools. When everyone uses the same interface, training costs decline while productivity and collaboration increase.

CHRO 43

CHRO Staffing Data Analysis 43

i4cp

MARCH 21, 2017

Ford Motor Company, Intel, Cigna, Ingersoll Rand, and BlueCross BlueShield of Tennessee were selected as winners from among 11 semi-finalists for HR initiatives ranging from employee development to team analytics. The technology firm developed a quantitative team metric that provides clear feedback and ongoing development for team leaders, as well as an assessment that has been administered to 34 teams so far.

Conference 61

Conference Career Development Metrics Analysis 61

HR Times

AUGUST 18, 2017

Using data to drive more effective health care workforce planning. More than half (55 percent) of the RN workforce is age 50 or older. To gain insights that drive value, executives should transition from qualitative- to quantitative-based workforce planning.

Retention and Turnover 69

Retention and Turnover Analytics Staffing Analysis 69

TalenX

NOVEMBER 20, 2019

Human Capital Management (HCM) refers to an organization’s comprehensive plan and a set of practices for recruiting, managing, developing and optimizing employees to maximize their values towards an organization. Problem 2: Non-strategic workforce planning. TRAIN.

Human Capital Management 52

Human Capital Management Onboarding Competencies Benchmarking 52

Paycor

JUNE 21, 2018

Succession management, especially with unemployment at an all-time low, is a crucial element for long-term workforce planning. In fact, a Software Advice study found that 62% of employees would be more significantly engaged at work if their employer instituted a succession plan.

Succession Planning 69

Succession Planning Performance Management Coaching Retirement 69

Oracle HCM - Modern HR in the Cloud

OCTOBER 31, 2017

A skilled and productive workforce is a company’s key competitive differentiator in today’s economy, but there are a seemingly endless number of challenges involved in recruiting and managing top talent. This begins with a more engaged workforce.

Payroll 78

Payroll System Oracle Workforce Planning 78

Oracle HCM - Modern HR in the Cloud

JANUARY 23, 2018

Modern technology has enabled HR leaders to provide their workforce with a better employee experience. For example, many recruiters today use keyword tools to parse a long list of resumes in finding a potential match. Developing Millennials Leaders.

Talent Management 88

Talent Management Trends Oracle Analytics 88

HRExecutive

JULY 19, 2019

The concept of self-service will radically change from today’s HR administration-centric model, emphasizing data input and information access to HCM systems, to one featuring direct access to a digital-productivity platform of information, services, tools and analytical insights for the workforce and managers. For example, employees will have access to personal digital assistants, productivity tools, performance coaching, personalized training and customized career-development guidance.

Analytics 70

Analytics Analysis Data Staffing 70

Ongig

APRIL 17, 2020

” Here’s a screenshot from ahrefs with an example of the Ongig Blog’s Organic traffic: The organic traffic number represents an estimate by ahrefs of the volume of Google traffic going to these HR blogs. HR Management and Planning. Workforce Leadership.

Diversity and Equality 100

Diversity and Equality Retention and Turnover Bonuses and Incentives Bullhorn 100

Strategic HCM

MAY 11, 2016

Nestle - Their Analytics Journey There have a been a few really good sessions in the HR and Workforce Analytics room yesterday. Good stuff and I'm looking for more of the same type of examples, and ide ally even more compelling ones today.

Analysis 52

Analysis Strategy Analytics Diversity 52

HRExecutive

JULY 19, 2019

For example, employees will have access to personal digital assistants, productivity tools, performance coaching, personalized training and customized career-development guidance. Learning and development is personalized; roles focus on learning enablement.

Analytics 52

Analytics Analysis Data Staffing 52

Paycor

JUNE 17, 2019

Financial Benefits Financial and estate planning assistance. Career Development 21% leave because there are no opportunities for growth, achievement and security. 7% leave because of a decision to exit the workforce. BUILD a Competitive Compensation Plan.

CHRO 52

CHRO Compensation Recruitment Compliance 52