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Giving a voice to the voiceless with technology

The Aristocracy of HR

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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. But while organizations have embraced data collection and reporting, data analysis remains in its infancy for all but the most sophisticated companies.

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The Rise of the People Strategy Platform

Visier

Management consultant Ram Charan, McKinsey & Co global managing director Dominic Barton, and Korn Ferry vice chairman Dennis Carey have gone so far as to recommend (in their HBR article, People Before Strategy ) that “the CEO should create a triumvirate at the top of the corporation that includes both the CFO and the CHRO” that “makes the connection between the organization and business results.”.

Top Concerns of CHROs

HRO Today

Six HR leaders share solutions to the issues keeping HR up at night: the impact of COVID-19, workforce planning, business agility, and the skills gap. Now, they must develop a plan to face the unknown obstacles that lie ahead. Revamping Workforce Planning.

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How the Pandemic Amplifies Demand for Finance and HR Collaboration

Workday

Although the pandemic has been wreaking havoc on best-laid plans, it didn’t alter trends—instead, it accelerated them. Quantify Revenue-Generating Value of the Workforce. Business partnerships are explored further in a survey conducted by The Modern Finance Forum.

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The Rise of the People Strategy Platform

Visier - Talent Acquisition

PwC’s 18th Annual Global CEO survey, which included a report on People strategy for the digital age: A new take on talent , identified six key priorities for CEOs and HR: Rethinking people strategy. Many HR teams have striven to put the data being generated by their HR systems to good use.

Organizational Agility: Preparing Your Workforce for Change

Workday

The speed and dynamism of the global market, together with the emergence of machine learning and other data-driven technologies, puts the onus on businesses to ensure they remain nimble. Our global survey of 998 business leaders, “Organizational Agility at Scale: The Key to Driving Digital Growth,” uncovered five key capabilities essential to agile organizations. Why Build the Future Workforce? The CHRO: Keeping Employees Engaged .

Organizational Agility and the CEO: Guiding the Business Through Digital Transformation

Workday

The study “Organizational Agility at Scale: The Key to Driving Digital Growth,” conducted by Longitude, surveyed almost 1,000 business leaders across Asia, Europe, and North America. In the survey, Workday identified a group of leading organizations whose characteristics indicate they have embraced agility as part of their day-to-day operations in order to successfully transform their business for digital revenue growth. Building the future workforce. Continuous Planning.

How to Level the Playing Field For HR and Finance

Visier

Still, because people are hard to define only by numbers, CEOs want the CHRO to be a strategic talent advisor who can also speak the language of the business with hard data. A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives and revealed key traits that can help elevate HR’s profile in the business. According to the survey, the sought-after HR leader is: Data-Driven.

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Agile, Adaptable, and Innovative

HRO Today

Indeed, a February 2020 McKinsey survey confirmed that 87 percent of executives were already experiencing skills gaps or expected them within a few years, but less than half knew how to address the problem.

Performance Management in 2020: Key Tech Industry Insights

Reflektive

Tech firms also take a different approach to performance management, and incorporate more data into their decision-making and planning. The survey data indicated otherwise! Fewer Workforce Changes in the Tech Industry. Per the survey data, tech respondents were: 2.1X

CHROs and Collaboration

Strategic HCM

I’m pleased IBM have come round to recognising this need which contrasts to the conclusions in some of their previous reports, eg their 2008 human capital study which I also reviewed : IBM also believe that managing this kind of talent market requires a structured, analytical approach: “A more data-driven, fact-based method to hire, pay and reward top performers”. “If See this post on workforce planning – and on the need for more creativity too ).

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The HR Leadership Revolution — Will You Thrive?

Visier

The workforce in the developed world and China is rapidly aging. Despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere. The changing workforce demographics require a more nimble and skilled approach to linking talent and business outcomes. Now more than ever, business leaders need strategic insight and the ability to model how workforce trends impact revenues and profits — quickly and accurately.

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Performance Management in 2020: Key Finance Industry Insights

Reflektive

Financial services firms are also more likely to use 1:1s, and anticipate more workforce changes in the future. . Per Rachel Ernst, CHRO at Reflektive, this is a best practice that all companies should strive towards. Survey data also indicates that finance respondents are: 1.2X

The Best Way to Prove the Worth of the Talent Function

Visier

Great HR leaders understand this and can demonstrate how workforce dynamics impact business outcomes. This means that, in addition to considering human dynamics, the modern CHRO has the challenge of helping the company develop resource plans that are matched to financial expectations while delivering or exceeding desired business outcomes. Download the full Harvard Business Review report: The Changing Role of the CHRO. The Evolving Role of the CHRO.

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7 Skills HR Technologists Will Need in the Next Eight Years

Visier

Technology impacts all of us personally in how we communicate, make purchases, plan travel, find love, discover a great restaurant, or get a ride across town. To respond, organizations will engage flexible, distributed and transient workforces that adapt to rapid cycles of business reinvention. These are the skills HR Technologists must posses in the next eight years: Innovative Reasoning Based on Data.

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6 Skills Every HR Technology Leader Must Develop Starting in 2017

Visier

Technology impacts all of us personally in how we communicate, make purchases, plan travel, find love, discover a great restaurant, or get a ride across town. Other HR practitioners are already beginning to ask themselves questions such as: How will engagement be impacted by robots joining the workforce? Innovative Reasoning Based on Data. The amount of data we collect is growing exponentially.

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10 Assignments for Human Resources Managers to Develop Future Skills

Huneety

HR managers should be at the center of the conversation to understand future needs, analyze current gaps, and design a plan. Create and present new dashboard to CHRO including key metrics and qualitative analysis. Tips: Collect expectations from CHRO and top management.

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 ). Furthermore, the HR leaders I interviewed said that only between 10-25% of their HRBPs are analytical; yet, these HRBPs are being asked to bring analytics to the rest of the business and promote a data-driven culture. they and the HRBPs they manage can also find the right talent interventions, based on data, to address these risks.

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10 Assignments For Human Resource Managers To Develop Future Skills

CuteHR

HR managers should be at the center of the conversation to understand future needs, analyze current gaps, and design a plan. Create and present new dashboard to CHRO including key metrics and qualitative analysis. Tips: Collect expectations from CHRO and top management.

People Analytics: 6 Best Practices for Successful Adoption

Digital HR Tech

In short, the main developments in people analytics over the past years have been: organizations’ journey to value with moments that matter organizations try to enable everyone in the organization organizations are now able to dig deeper into data and analytics.

6 Things We Need to Do to Advance People Analytics

Visier

I invite you to participate in a survey we are currently running on People Analytics maturity, value, and best practices. across all industries–to a more than 44% reduction in critical talent resignations to a $1-$3 million improved profit margin due to better workforce planning. 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.

Assessing Values in Online Technology Part 4

HR Examiner

We’re finishing up the series today in part four with the data from the 90-day study where we racked up 450+ hours watching demos, asking questions, and working to understand the business model and technical approach of 110 companies. Survey. Workforce Planning.

How Talent Intelligence Gives Global Employers a Competitive Advantage

Eightfold

For companies that build their workforces from a global talent pool, though, recruitment and hiring take on exponential levels of difficulty. Global talent management means navigating country-level regulations, cross-cultural differences, language barriers, and a variety of approaches to data management. The right talent intelligence platform can help such companies establish data-driven hiring practices, streamlining much of the work that goes into building a global workforce. .

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Five Must-Attend #HRTechConf 2015 Sessions

Visier

Keynote: Data-Driven Strategies for Revitalizing Engagement and Performance Management Monday, October 19th at 8:45 a.m. CHRO Perspectives on HR Tech Monday, October 19th at 3:30 p.m. and use data and models to proactively optimize business outcomes. Quantifying the impact of an engaged workforce is tricky – in fact, a survey we conducted with Harris Poll shows that 60% of executives do not know the ROI of employee engagement programs.

Navigating AI’s expanding role in the world of HR

HRExecutive

The debate over artificial intelligence’s role in HR—from recruiting to workforce planning to performance—has become moot: There’s no doubt that AI has arrived and is expanding rapidly in the HR space. They must take a smart, steady, planned approach to circumvent negative outcomes. However, surveys show that HR leaders are not sure they have that situation under control quite yet. What is the appropriate ethical use of that data?”

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The HR Leadership Revolution — Will You Thrive?

Visier

The workforce in the developed world and China is rapidly aging. Despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere. The changing workforce demographics require a more nimble and skilled approach to linking talent and business outcomes. Now more than ever, business leaders need strategic insight and the ability to model how workforce trends impact revenues and profits — quickly and accurately.

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How New SEC Disclosure Rules Impact CHROs and CFOs

Visier - Talent Acquisition

This amendment elevates people to their rightful place as a core driver of business success, and further places the CHRO as a key strategic driver of how the business executes its business strategy. In addition, the CHRO will not be able to rely on their HRIS as a historical source.

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Chances Are You’re Buying Too Much Talent. It’s Time to Build and Borrow.

Degreed

People allocation is as powerful as financial allocation,” said Aon CEO Greg Case , whose close partnership with his CFO and CHRO ensures the company has the right talent to meet the challenges of the future. In this environment, strategic workforce planning is relegated to the trash bin.”.

Five Must-Attend #HRTechConf 2015 Sessions

Visier

Keynote: Data-Driven Strategies for Revitalizing Engagement and Performance Management Monday, October 19th at 8:45 a.m. CHRO Perspectives on HR Tech Monday, October 19th at 3:30 p.m. and use data and models to proactively optimize business outcomes. Quantifying the impact of an engaged workforce is tricky – in fact, a survey we conducted with Harris Poll shows that 60% of executives do not know the ROI of employee engagement programs.

Relive the People Analytics Event of the Year: Highlights from Outsmart 2020

Visier - Talent Acquisition

This first-ever digital global summit brought over 1000 HR leaders from around the world together to discuss all things people analytics and workforce planning. Ian Cook(top) and @nicfish outline Visier's product direction by focusing on nuts and bolts of People Analytics as every person counts and every employee matters, ultimately turning data and insights into building blocks of any successful HCM strategy. CHRO Panel. Making People Data Meaningful in a Crisis.

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Talent Acquisition: A Full Guide

Digital HR Tech

The VP of talent acquisition or recruitment often reports to the CHRO. A great tool is a 30-60-90 day plan for candidates. Finally, according to a LinkedIn survey, investments in the employer brand establishes an average turnover reduction of 28%. Workforce planning & forecasting. Talent acquisition decisions are influenced by the organizational and workforce developments. This is why workforce planning is a key skill and helps in forecasting.

Strengthening the HR-Digital Connection

HRExecutive

For example, a 2016 study from PwC found that 19 percent of 2,500 large global companies reported having a CDO in place, up from just 6 percent of employers surveyed in 2015. Many companies have a lot of work to do in terms of workforce planning, and use of data and digital are big parts of that. For instance, digital teams and HR are collaborating in the use of data to improve employee retention.

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HR Technology, Las Vegas

Strategic HCM

I’ll be speaking at Bill Kutik’s HR Technology conference for the first time this year – so will hear the results of Lexy’s HR Systems survey there. But there’s are so many other sessions that I’m looking forward to as well. Check out this phenomenal line-up of speakers: John Boudreau, Professor at the University of Southern California David Ludlow, VP, Line of Business On Demand Solutions HCM, SAP Jeanne C.

Conference Twitter Primer #SHRM18

Advos

Nextchat #HR #HRtribe #SHRM18Blogger #SHRM #SHRM18Steps #SHRMtalent #hrtech #HROnPurpose #worktrends #HRHighSteppers #HRSocialHour #DTHR #Leadership #SHRMStore #CHRO #FutureofWork #Inclusion #Workplace #SHRMTech18. interchange : Leading expert on the changing workforce & the impact of generational shifts on organizations. bbaerman : Professional Communicator, Workforce Management Guru, Compliance Enthusiast, Employer Advocate.

Next Practices from LinkedIn, Amtrak, and Flex

i4cp

This need has been reinforced by findings from Amtrak’s internal Organizational Culture Diagnostic Instrument (OCDI) survey. External organizational research reinforces the fact that effective supervisors are a key driver of employee performance and engagement—and the company recognizes this will be a critical part of achieving Amtrak’s Strategic Plan. Flex developed and implemented an end-to-end workforce design model using analytics and industrial engineering concepts.

Why Internal Mobility Needs to Be a Key Part of Your Talent Strategy

Linkedin Talent Blog

They wanted to find their next superstar hire — whether for a full-time role or a short-term rotation — in their existing workforce. LinkedIn data shows that employees stay 41% longer at companies that have a lot of internal hiring versus those that don’t.

EXECUTIVE SUMMARY of the BUILD WEB SUMMIT

Paycor

Financial Benefits Financial and estate planning assistance. Jennifer walked through the following survey and offered advice on how companies can build workplace cultures no one wants to leave. 7% leave because of a decision to exit the workforce. Paycor’s CHRO, Karen Crone says that when HR gets feedback right, they see an increase in employee engagement and productivity. BUILD a Competitive Compensation Plan. BUILD a Company No One Wants to Leave.

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Conference Twitter Primer #HRtechConf 2018

Advos

HRTech #FutureofWork #AI #HCM #Leadership #Recruiting #WomenInTech #HRTechnology #Digitalworkplace #TalentMobility #CHRO #PeopleAnalytics #HRTechExpo #EmployeExperience #WomenInBusiness #Analytics #Chatbot #Blockchain #EmployeeExperience. aoutwater : Sr Director of Marketing for ADP DataCloud Big Data & Analytics (tweets are my own), youth baseball coach, Kayaker/Backpacker, Go Jumbos. ask_dr_nat : Chief Workforce Scientist at Achievers. Data is changing the way we work.

300+ Women Leaders in HR! These Women in HR Bring a Unique Blend of People & Strategic Skills.

CakeHR

Even though HR is known to be a female dominated profession, there’s still much room for improvement in the top C-suite positions, especially when it comes to closing the gender pay gap (something we will know in more detail following data received from the Equal Pay Day 2018 deadline). a , Member of the board/Survey team leader, Fontes Vad?bas Anne Nimke , CEO, Founder, The Good Jobs…and… RPO Senior Executive, EG Workforce Solutions. HR Data Integration.