Those of us in the public sector need little introduction to the role that citizen-facing strategies play in the delivery of success. Which leads to my follow-on question: How effectively have we actually linked our people management to corporate success? MORE

Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups. MORE

Gerry Crispin , co-creator of CareerXroads , and Steve Levy kicked off the day with a recruiting discussion around a comparison on every HR pro’s mind: the candidate as customer. Like many conversations at the HR Unconference, part of the solution is turning to better data collection. MORE

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HR is a foundational aspect of acquiring, retaining, and getting the most value out of your personnel, and HR software plays a crucial role in enabling success. As discussed above, every business needs an HRIS or some sort of employee data records. MORE

Every successful company must have the best way of managing their most vital resource. The payroll function works in conjunction with work hours and attendance data. Data recorded by this Module facilitates payroll processes. This module allows employee easy access to their data. MORE

This includes processes throughout the employee lifecycle, from recruiting to succession planning. Succession planning entails the organization evaluating and identifying top candidates for promotion and leadership and facilitates said candidates’ career development. MORE

One of the biggest challenges with Succession Planning is managing expectations and raised hopes (that even being considered or included in the exercise MUST mean that an employee is on the radar for promotion or a move to something better of some kind) – not to mention keeping it quiet generally and managing the rumor mill. Upfront setting of the criteria and REASONS WHY for even beginning a Succession Planning initiative is critically important. MORE

Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups. MORE

This includes processes throughout the employee lifecycle, from recruiting to succession planning. While the specific features and processes can vary by source and solution vendor, talent management consists of six core areas: Recruiting and onboarding, learning management, performance management and goal planning, employee engagement, career development and succession planning, and compensation planning. MORE

In a 2014 IDG survey, only 24% of enterprise organizations migrated or planned to migrate HR functions/applications to the Cloud. The best talent systems now have talent forecasting tools to show when a role may see turnover or when to start planning for successions. There are ways to identify A Players based on data from current and past employees, and with the right system to help HR teams analyze this data, it can make the best hiring decision clearer. MORE

We love competing with greatness! A few other notes: This is organic (not total) traffic — We’re using ahref’s measurement of organic traffic because we find it to be the best apples-to-apples comparison of traffic to HR blog pages. HR Management and Planning. MORE