Remove Change Management Remove Data Remove Diversity Remove Metrics

Survey Says…

HRO Today

Culling data from employee engagement surveys can drive strategic business decisions. One problem holding companies back is the ineffective collection and use of engagement data. engagement and culture, says that the feedback from employee engagement surveys can drive positive change.

3 Ways To Increase Workplace Safety Using Workforce Intelligence


Whether you work in a factory or an office, occupational hazards exist across all sectors of the economy — making the prevention of safety incidents a key strategic imperative for a diverse array of organizations. Using Data to Find the Root Causes of Safety Incidents.

Turn Quality of Hire into insights for a competitive advantage

Bersin with Deloitte

Given the competitiveness in the marketplace today, recruiters and hiring managers are looking for an edge—one that consistently produces candidates who fit today’s job requirements and add organizational value for years to come. Recruiters’ experience and managers’ gut feelings no longer make sense in today’s digital employment ecosystem. Measuring QoH also provides insight into the capabilities of the full hiring team: sourcer, recruiter, and hiring manager.

Getting it Right – Diversity & Inclusion at Work (Part 2)

Jeff Waldman

Further, without minimizing the importance of “diversity”, the real impact is felt when organizations design and implement inclusive business practices. A great quote from leading diversity and inclusion expert, Verna Myers. You manage people to your values.

Top People Analytics Articles for Spring 2018: A Fresh Take on Actionable People Data


The data must be actionable, driving better decisions that lead to definitive results, whether it’s increased productivity, more innovation, improved diversity, or better customer satisfaction. Experts Explore Best Practices for HR Data Analytics. Change management.

How Four Companies Enable their HRBPs with People Analytics


Many organizations want to enable their HRBPs to adopt a data-driven approach and be the ambassadors for people analytics while providing consultative support to the business on talent strategy. The answer was a resounding yes and the numbers on the data savvy aspect were even lower for some.

Steal this People Analytics Leader Job Description!


This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In emerging organizations (those just starting their people analytics journey), they may be a manager or sometimes an analyst.

Secure the Right HR Business Partner Manager for the Future


This week, I do the same for the strategic and data-driven HR Business Partner Manager ( template available here ). The key to transforming the role of HRBPs is putting the right HRBP Manager in charge of this team. Download the HRBP Manager job description here.

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5 Tips for Removing Unconscious Bias Towards Female Assignees

HR Daily Advisor

We cannot change what we are not aware of, and once we are aware, we cannot help but change.” – Sheryl Sandberg, COO, Facebook. In order to end the unconscious bias towards female assignees in the workplace, changes need to be put into action. Use Your Data.

Organizational Network Analysis—Cracking The Code for HR

HR Daily Advisor

Organizational network analysis (ONA) is a diagnostic method for collecting and analyzing data about the patterns of relationships among people in groups. His HR manager worked with an ONA consultant. Strategic HR data innovationby Patti Anklam, principal consultant, Net Work.

What’s New in Workday Analytics: A Q&A With Pete Schlampp


Fact-based decision making has become an imperative for successful organizations, and it isn’t possible without data and analytics. Yet organizations still struggle with a whole host of challenges around gathering data and delivering insights. More data is being generated and captured than ever before, but it can be fragmented throughout an organization. And, for good reason, there are increasingly stringent requirements around data privacy and governance.

7 Skills HR Technologists Will Need in the Next Eight Years


This has been true as long as the workplace has existed, but what has changed is how fast technology is disrupting the way we live and work. However, the CHREATE teams saw this role as going beyond the management of technology.

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Workday Rising Daily: Welcome to Workday Rising


Ajay Agrawal, professor of innovation and strategic management at the University of Toronto and co-author of “Prediction Machines: The Simple Economics of Artificial Intelligence,” started by explaining how economists see the world. Welcome to the Workday Rising Daily!

How to Use People Analytics and Recognition to Strengthen Culture


Data and analytics are the next big thing in HR, but do you really know how to implement your findings in meaningful ways? Management guru” David Ulrich took a meta approach to this problem by applying analytics to assess the impact of analytics. What’s the big deal about data?

Here’s What You Need In a People Analytics Leader

Analytics in HR

This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In emerging organizations (those just starting their people analytics journey), they may be a manager or sometimes an analyst. Their backgrounds, temperaments, skills, and education are diverse as well , but one shared key attribute is they are continuously learning.

HR Tech Influencers Address Impact of Emerging Tech


Group Vice President, Human Capital Management Strategy. This allows HR professionals to focus almost solely on high-impact projects vs. administrative tasks, completely changing the role and expectations of traditional HR. How is HR technology changing the way people work?

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The Next Generation Workforce: Full-Time and Contract Employees


Meet the Supertemp : an accomplished manager or professional (i.e., Diversity of Thought. They also tend to be predominantly removed from traditional office politics; so they can bringing more diversity of thought to companies and projects.

Big Organizational Changes Require the Right Software

HR Daily Advisor

In part one of this article , we explored some of the major challenges that HR faces when it comes to major organizational change, including the inadequacies of software that was never really designed to meet those challenges. Addressing Organizational Design Change Challenges.

Service Desks: Here’s what you need to know


The service desk is a hub where employees, customers, and partners can seek help locating data, troubleshooting and resolving issues, and assisting with changes or evolutions in company hardware, software, and product releases. What is a service desk?

10 Amazing Company Culture Consultants You Should Hire Right Now


I match metrics with humanity in the workplace and solve the biggest and toughest challenges that growing companies face.” — Charisse Fontes. My clients want to go beyond checking the inclusion and diversity box! Change management. You’ve seen the news.

Cielo: Moving the Needle in Modern Talent Acquisition

Brandon Hall

It’s marketing, branding, SEO, PPC, Big Data, and predictive analytics.”. Without question, talent acquisition is changing at the speed of light, but whereas many other solution providers in the space are reacting to these changes, Cielo’s expert team seems to be a step ahead.

The Business of HR

HRO Today

As the CHRO of any organization, running the management of human capital is no easy feat. It’s a higher bar in my view,” says Dave Almeda, vice president and CHRO of Kronos , a human capital management and workforce management solutions provider.

Outfit your HR Department with Advice from a Chemist Turned HR Leader


Bennett: .

Invest Now! Talent Acquisition and Management, the Hidden Insights in Obvious Trends

marenated HR

We have to make these changes. With #HRTech, we have to make changes. Communication is something that is in some ways, out of the hands of Talent Management or typical HR protocols, but we still have to deal with the aftermath or change management.

The C-Suite Gets an Upgrade

SAP Innovation

So why, in all our enthusiasm for data-driven team efforts, are we still in thrall to the decades-old mystique of the CEO? By essentially saying that the business and its leader are one and the same, we don’t leave much room for true data-driven strategy. Data-driven decision-making.

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6 Priorities CEOs Care Most About


In many cases, the risk of standing still may be greater than the risk associated with change. In many cases, the risk of standing still may be greater than the risk associated with change. Managing Regulatory Changes. Managing regulatory changes—including corporate tax rates, environmental regulations, and financial reporting—is a major concern for CEOs, which makes it a big priority. What do CEOs care most about?


20 Experts Offer Content Marketing Predictions For 2016

SAP Innovation

Right now, as with Facebook for articles, everyone is focused on the iTunes audience and algorithm at the expense of gaining meaningful data and building an owned audience. Carlos Abler: Synergy between content marketing and customer lifecycle management.

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