Remove CHRO Remove Data Remove Metrics Remove Strategy

Seven People Analytics Responsibilities of the Future CHRO

Visier

As promised here is the people analytics-focused responsibilities for the CHRO role. Instead, it provides a summary of the essential skills every CHRO must have to survive in business today and in the future. . The CHRO’s Role in Ensuring People Analytics Success.

CHRO 322

Delving Into Data

HRO Today

Three organizations share how they use people data and analytics to amplify business strategy. People analytics” has been a hot catchphrase in the business world for years, with data promising to revolutionize recruiting, talent management, and myriad other HR processes.

Data 67

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

A Strong Dose of Strategy

HRO Today

We knew that if we could improve the selection process, be more quality-focused, and apply new strategies, tactics, as well as rigor and discipline with how we executed, we could give the organization the best possible chance to retain the talent we were hiring into the company,” Pardo says.

The Disconnect Between People and Business Strategy

Visier

Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Recommended Read: The Rise of the People Strategy Platform ]. Bridging the Gulf Between People and Business Strategy.

Organizational Agility and the CHRO: Leading the Future Workforce

Workday

A third of CHROs do not believe their company’s approach to strategy enables them to respond to external market shifts, according to new global research from Workday. Let’s break down where the CHRO fits into organizational agility against each of these five attributes.

CHRO 39

The Disconnect Between People and Business Strategy

Visier

Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes. Recommended Read: The Rise of the People Strategy Platform ]. This has led to a gulf between the data that CEOs need to run the business effectively and what HR routinely reports on. Bridging the Gulf Between People and Business Strategy. People Analytics Leadership business outcomes data-driven HR

CFO & CHRO: Embracing Digital HR

NGA Human Resources

Finance Director Europe speaks to Michael Custers at NGA HR about how the company plans to build a culture of more streamlined and efficient digital strategies to bring the two departments closer together. And doing it online means transactions in real time, reporting better, analysing data better and achieving greater data integrity so that fewer errors are made. So it's extremely important for finance departments to fully understand payroll data.

CHRO 43

Q&A with CDM Smith CHRO, Carlos S. Echalar

GattiHR

Q & A with CDM Smith CHRO, Carlos S. Gatti: How does CDM Smith’s commitment to innovation affect its talent management strategy? Echalar: To ensure that our company can continue to drive innovative client solutions, my team focuses on strategies for recruiting, retaining and redeploying highly technical professionals. Gatti: How do you align CDM Smith’s talent strategy with shifting market and client needs? We are a data-empowered company.

CHRO 40

Strength in Numbers

HRO Today

Cigna’s CHRO John Murabito leverages a data-rich people strategy to drive proactive business decisions. The 2019 CHRO of the Year Award winner explains that transparent communication has been key in this process, along with focusing on company values and an aligned culture.

11 Reasons Your Equity Compensation Survey Data is Wrong

Compensation Cafe

Data seems to be all over the place. It often feels like survey data is pulling companies in specific directions, when it should be reflecting directions that have already been taken. Variable performance metrics (the tasks that must be performed and milestones that must be met).

Insuring HR’s Success

HRO Today

CHRO Jeanie Heffernan’s people-first strategy drives an 89 percent employee engagement rate at Independence Health Group. It was a time to drive and communicate strategy, mission, and values through the associate value proposition.

CHRO 70

Leading in a disruptive world

HR Times

Four takeaways from the 2018 Next Generation CHRO Academy. The role of the CHRO has probably evolved more than any other C-suite role over the past 20 years. Fucci noted the CHRO’s top priorities to be leadership, culture, risk, and, above all, agility.

Why Connecting Workforce Outcomes to Business Outcomes Matters

Visier

The CHRO of a large organization had called to get advice on a vexing issue. Many of us in the room wondered if the CHRO should consider objecting to the deal. It worked, and the CHRO saved the company $10 million.

CHRO 215

3 Ways to Make Headcount Data More Impactful to Your CEO

Visier - Talent Acquisition

Through my past experience consulting with large enterprises on talent and HR strategy, I have heard countless stories about the CFO and CHRO producing headcount numbers that don’t match. The post 3 Ways to Make Headcount Data More Impactful to Your CEO appeared first on Visier Inc.

CHRO 92

Combatting an Uncertain Future with a Total Talent Strategy

Avature

Riges Younan, our SVP of Australia and New Zealand, recently spoke to Shortlist about recruitment innovation and how employers can gain ground by adopting a total talent strategy. As CHRO or CEO, a talent shortage is a direct constraint on your ability to execute your strategy. With this goal in mind, Philips leveraged Avature to drive improvements across its recruitment strategy, from branding to talent pool conversion rates.

CHRO 40

HR’s New Year Resolution: Move Up the Workforce Intelligence Maturity Curve

Visier

They are particularly powerful in scenarios where the path to business impact is less obvious, and so we often see them in process-heavy or data-heavy disciplines. Managing employee data, and turning it into business impact is, therefore, a perfect scenario for a maturity model.

Steal this People Analytics Leader Job Description!

Visier

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 the coming weeks, we’ll also release job descriptions for CHRO and HRBPs. I’ve even seen some go on to become the CHRO!

What HR Leaders Must Do to Make Analytics a Success

Analytics in HR

In the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy , researchers found that: Although most large enterprises collect a variety of workforce data, many CEOs currently are not using human capital metrics or analysis to make strategic business decisions. CEOs don’t ask for the metrics, HR does not deliver them effectively, or the CHRO is not using them to help connect people strategy with business strategy.

CHRO 57

Leading in a disruptive world

Bersin

Four takeaways from the 2018 Next Generation CHRO Academy. The role of the CHRO has probably evolved more than any other C-suite role over the past 20 years. Fucci noted the CHRO’s top priorities to be leadership, culture, risk, and, above all, agility.

The Digitalization Of HR And Its Implications For Workforce Analytics

SuccessFactors

They also suggest that the deepening reliance on enterprise data will incent talent analytics teams to create an ecosystem of partners outside of HR, whose data will enable these teams to provide holistic guidance to the business.

3 Ways CHROs Can Redefine Strategies That Empower A Diverse Workforce

SAP Innovation

Three things that should be on every CHRO’s multigenerational workforce agenda. Over half (51%) cited Millennials entering the workforce as a top priority for their workforce strategies. With the right analytics and metrics, HR professionals can build a future-proof workforce.

CHRO 55

Video: Skip Spriggs on Achieving True Diversity & Inclusion in the Working World (i4cp login required)

i4cp

But achieving true diversity and inclusion in the working world continues to be elusive, says Skip Spriggs, former president and CEO of the Executive Leadership Council and former CHRO of TIAA. The importance of diversity and inclusion has never been more top of mind than it is today.

CHRO 52

Secure the Right HR Business Partner Manager for the Future

Visier

This week, I do the same for the strategic and data-driven HR Business Partner Manager ( template available here ). they and the HRBPs they manage can also find the right talent interventions, based on data, to address these risks. I mine the data to bring to our meetings.

Data 341

The Ultimate Guide to Success with People Analytics

Visier - Talent Acquisition

Any leader–whether a CHRO, an IT director or a leader in reporting and analytics–that’s thinking of buying or deploying people analytics has seen that data-driven organizations outperform. Reference the survey and the CM white paper) Data preparedness practices matter.

CHRO 103

The HR Leadership Revolution — Will You Thrive?

Visier

Successful CHROs are: Data-Driven. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view.

CHRO 409

Why Should CIOs Work With HR?

SAP Innovation

Often they involve technology and are inspired by IT-provided employee data and analytics. Companies are investing more resources into data and analytics related to employee satisfaction and performance. HR data and analytics. Turning data into actionable insight.

Employee Performance Management: What Your CFO Needs to Know About Culture Before Investing

Reflektive

Frehse has more than 20 years of experience in labor and operations strategy. That could be due to the fact that 71% of CFOs said they believe that employee engagement metrics lack financial credibility. And less than half of respondents (46%) said that they have implemented an enterprise-wide employee engagement strategy. These numbers point to the fundamental difference between the mindsets of a CFO and a CHRO.

Bridging The Gap Between HR And Business Outcomes

Get Hppy

In a connected organization, CHROs are able to integrate organizational capabilities such as integrated talent management, digitally-enhanced collaboration tools, HR IT architectures and digital strategies. Earlier, when CEOs and CFOs talked, the conversation was based on solid data.

ICYMI: How to Remain Relevant and Career-Driven In The New Decade

Cornerstone On Demand - Talent Management

In a world that’s changing really quickly, the only strategy that is guaranteed to fail is not taking risks," Facebook CEO Mark Zuckerburg said. The team might be made up of people with different job titles and experience levels, such as a CFO, CHRO, COO and CMO.

CHRO 95

10 HR Leaders Anyone in Talent Management Should Follow on LinkedIn

Eightfold

Jacqueline Welch , SVP, CHRO and chief diversity officer at Freddie Mac, is described as having a leadership style that’s centered around authenticity and pragmatism. If employee engagement is a useful metric by which to judge a CHRO’s performance, then Becker scores at the top.

CHRO 81

7 Skills HR Technologists Will Need in the Next Eight Years

Visier

Work will be engineered through newly defined talent management systems that support a distributed and global workforce, high-trust cultures, and purpose-built networks, empowered with big data.

CHRO 307

How to Elevate HR (And Keep the C-Suite Happy)

WorkHuman

John Boudreau shares a telling story from a CHRO in their first leadership meeting, chaired by the CEO. The CEO then turned to the new CHRO and began to describe their expected contributions and paused, realizing that he had no specific idea about what those contributions were.

Talent Management Scorecards: Templates to Get Started

HR Daily Advisor

Jayson Saba, vice president of Market Strategy, Ceridian HCM, offered his tips at the SHRM Talent Management Conference, held recently in San Diego. It comprises several key performance indicators (KPIs) and metrics, and it often includes more than one area.

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. I’ve even seen some go on to become the CHRO! Vision and strategy. The People Analytics Leader must have a clear vision of how to lead the organization towards a “data-driven and insight-led culture.”

Job Security, Wage Stagnation, and the Quest for Top Talent

Aberdeen HCM Essentials

Beyond the initial hiring process, these same companies match initial hiring success to longer term metrics such as retention , alignment of employee and manager goals , and overall employee engagement (ranging from individual task completion to innovation and contribution rates).

2020 Employee Engagement Trends

Achievers - Recruiting

How should companies leverage data to build positive culture to retain and recruit talent? How do you leverage data to drive cultural change? Michael Argir, Chief Executive Officer & President of Medxcel, says: Employ data to enrich business metrics.

The HR Leadership Revolution — Will You Thrive?

Visier

Successful CHROs are: Data-Driven. 80% of executives say their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses relevant facts to deliver an informed point of view.

CHRO 195

Human Capital Disclosure: What to Know About the SEC’s Proposed Rule

Eightfold

David Vance at Workforce.com says this is welcome news for many in the profession, who have tried for a long time to increase the visibility and use of human capital metrics. Now, it appears, we could be entering a world in which shareholders hold companies accountable to those metrics.

6 Things We Need to Do to Advance People Analytics

Visier

End the Disconnect Between our People and Business Strategies. When the CEO and CHRO are in sync and using data collected by HR, the impact of the workforce on business results becomes clearer and leadership is able to make better informed strategic decisions.

Gaining Executive Buy-in for Your Employer Brand

exaqueo

All of that matters, but it won’t be impactful unless it’s built upon a strong strategy: research, a brand architecture, and a defined brand identity. It’s important to ensure you don’t sell employer branding as a quick win, but a long-term strategy. Work on results with your early adopters and problem solvers, and let the data make the case for you. (<—click to tweet this!) Coca-Cola. Johnson & Johnson. Chick-Fil-A.