Expert insights. Personalized for you.
What do you consider most important to your company’s future? In other words, the ability to react quickly and effectively to what’s happening in the market, while continuing to drive innovation across the whole organization. That’s why for the long-term survival of any company, the most important thing is its ability to manage the unexpected. Here are the five behaviors that are necessary for organizational agility: Enable Continuous Planning. MORE
I recently attended a Healthcare Talent Symposium with a group of organizational leaders in the healthcare industry and had the unique opportunity to hear from both speakers and participants about their most significant concerns, challenges and struggles in talent acquisition today. One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. How Workforce Planning Supports Your HR Efforts. MORE
Today, businesses have more access to innovative tools and resources designed to measure and improve performance than ever before. Using advanced technology to collect HR data analytics, or people analytics, has become the new standard. Harvesting HR Metrics. MORE
This statement, delivered by Rolls-Royce’s chief executive days before the UK voted to leave the EU in June of 2016, identifies one of the biggest challenges Brexit has created for businesses so far. Strategic Planning Through Ambiguity: An Opportunity for HR. MORE
Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems. MORE
Businesses need to make sure they have the right people in the right jobs at the right time. This means HR leaders are required to: Hire people who align with the company’s culture (the right people). Here are five key steps to use analytics to inform your workforce plans: 1. MORE
Data is now the most valuable currency in the world. But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. MORE
Embarking on a workforce planning journey can be overwhelming. Determining what data to collect, what metrics to focus on, how to set up reporting, how to analyze all the outputs, and how to gather various stakeholder requirements are just a few of the initial requirements. MORE
This article will explain how an HRIS works, how they relate to HR analytics, and how they can be successfully selected and implemented. This change meant that HRIS systems evolved from manual bookkeeping to semi-automating HR processes. Succession Planning. MORE
Workforce planning tools are an essential part of the HR professional’s toolkit. In this article we’ll go over 5 strategic workforce planning tools, explain their use and give examples and excel templates on how to use them. What are workforce planning tools? MORE
Talking Candidly About Workforce Planning for HR Executives Dec. One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. How Workforce Planning Supports Your HR Efforts. MORE
In this blog, I’ll explore some of the common reasons I’ve come across and recommend how to move your analytics up the scale. We have issues with data accuracy. This is no reason to avoid using the data—in fact, just the opposite. MORE
The HR teams that will succeed in 2018 and beyond are those that have a grasp on how the developments of the data age will impact the workforce and their business. Why is it so important for HR to attend at least one conference on data and analytics? MORE
It takes the right mix of People, Process, and Technology to make today’s organization function successfully. 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. How about in 10 years? MORE
Every workforce development agency has one metric they follow closely: the average age of their local workforce. According to the Bureau of Labor Statistics and the Population Reference Bureau , that number is projected to increase to 23% by 2030. MORE
This week, I do the same for the strategic and data-driven HR Business Partner Manager ( template available here ). Instead of providing strategic insight, many HRBPs still operate more as administrative aides to the business and prefer to handle employee relations problems. MORE
People analytics continues to be one of the hottest topics in the world of HR. This isn’t just a trend: aligning people programs and data to business impact has always been a goal in HR. When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. Today, HR technology has given us increasing access relevant data, all hosted in the cloud. That all creates a lot of data. MORE
Leaders across the organization recognize that making workforce decisions based on facts and data—instead of intuition alone—is a key route to increasing their impact on the business. Without this connection, it’s very difficult to deliver high business impact. MORE
Measuring the effectiveness of learning and development on business results is a challenge learning leaders have yet to overcome. Without the data that proves L&D makes an impact on the business, it’s extremely difficult to justify keeping – and expanding – the programs that are working. MORE
Today’s HR leaders are relying on analytics to drive forward HR strategy—but there are some hurdles to cross along the way. And data’s functionality goes further than that—sophisticated companies are even using it to power intelligent technologies like artificial intelligence. MORE
According to Google Trends, the search term “people analytics” was almost nonexistent until about 2008. More than half (52%) of organizations that use people analytics rate themselves as excellent at conducting multi-year workforce planning, while an additional 38% rate themselves as adequate. Click To Tweet. But before we go any further, it’s important to define exactly what we’re talking about. SEE ALSO: How to Effectively Change Performance Management. MORE
Travelling to HR Tech next week ? It’s the place to be for the latest and greatest in HR technology trends–especially analytics. . Unfortunately, the ability for HR to gain meaningful answers has been getting worse. Want to reduce the risk of gender bias or pay inequity ? MORE
Here’s a mind-blowing fact to spark up the late-summer doldrums: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. In terms of HR, it’s a gold mine of Big Data. Companies also want: Data security. Data privacy. MORE
With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics. MORE
There is a goldmine of information contained within that gives us insight ranging from the state of the economy to how hard it will likely be to make that next critical hire. Today, HR has the opportunity to enter the spotlight again as a leader in workforce planning. MORE
Measuring the effectiveness of learning and development on business results is a challenge learning leaders have yet to overcome. According to an ATD report , 35% of talent development professionals surveyed reported that their organizations evaluate the business results of learning programs to any extent. Without the data that proves L&D makes an impact on the business, it’s extremely difficult to justify keeping – and expanding – the programs that are working. MORE
For many businesses, our behaviors as consumers—our clicks, our scans, our searches—drive decisions about how, where, and when to place certain information in front of us. Why do they continue to find it so difficult to justify increased investment? MORE
With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics. MORE
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. Will predictive algorithms be better than humans at determining who to hire hire? Innovative Reasoning Based on Data. MORE
Calibrated through multiple data points, these precise solutions drive business outcomes by delivering the right intervention to the right person at the right time. The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce. MORE
At the same time, the population is aging and people are living longer with chronic medical conditions: by 2030 more than 20% of US residents will be 65 or older, compared to 13% in 2010. Hospitals can lose or gain up to 2% of reimbursement dollars in FY17 based on HCAHPS. MORE
Workforce planning is one of the most critical competencies for an HR organization. It is the foundation of the partnership between the business and HR and provides the organization with critical information about how to meet its staffing needs and how to allocate its HR resources to meet business goals. This includes both the ability to identify the need for change as well as determining the organization’s capability to change successfully. MORE
The HR industry talks a lot about analytics and data. Yet are we using data to link talent decisions to business? There are many things to measure and a whole host of ways to measure them. Effective leaders are driven to engage their employees. MORE
For many businesses, our behaviors as consumers—our clicks, our scans, our searches—drive decisions about how, where, and when to place certain information in front of us. Why do they continue to find it so difficult to justify increased investment? MORE
We often talk about the employee lifecycle , the “recruit to retire” journey of an individual through multiple human capital processes. Unfortunately, our research showed that 31% of organizations indicated that workforce data and analytics were used only by HR and not the business. MORE
Leaders across the organization recognize that making workforce decisions based on facts and data—instead of intuition alone—is a key route to increasing their impact on the business. Without this connection, it’s very difficult to deliver high business impact. MORE
Pick up any company’s annual report or skim any organization’s website, and you’ll find significant references to the importance of people, culture, and employee experience. So how can we increase the chance of securing approval for an HR transformation project? MORE
There is little question that employers around the world will continue to invest in HR-related technology in the coming years. The report defines the main HR-management market as core HR, employee collaboration and engagement, recruiting, talent management, workforce planning and analytics. MORE
Data How To Metrics Workforce Planning Visier
NOVEMBER 24, 2016
We often talk about the employee lifecycle , the “recruit to retire” journey of an individual through multiple human capital processes. Unfortunately, our research showed that 31% of organizations indicated that workforce data and analytics were used only by HR and not the business.
Visier
JANUARY 7, 2016
There is a goldmine of information contained within that gives us insight ranging from the state of the economy to how hard it will likely be to make that next critical hire. Today, HR has the opportunity to enter the spotlight again as a leader in workforce planning.
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hrQ
OCTOBER 15, 2019
Workforce planning is one of the most critical competencies for an HR organization. It is the foundation of the partnership between the business and HR and provides the organization with critical information about how to meet its staffing needs and how to allocate its HR resources to meet business goals. This includes both the ability to identify the need for change as well as determining the organization’s capability to change successfully.
Vemo
MARCH 5, 2018
Embarking on a workforce planning journey can be overwhelming. Determining what data to collect, what metrics to focus on, how to set up reporting, how to analyze all the outputs, and how to gather various stakeholder requirements are just a few of the initial requirements.
Cisive
OCTOBER 15, 2019
I recently attended a Healthcare Talent Symposium with a group of organizational leaders in the healthcare industry and had the unique opportunity to hear from both speakers and participants about their most significant concerns, challenges and struggles in talent acquisition today. One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. How Workforce Planning Supports Your HR Efforts.
Analytics in HR
MAY 14, 2018
Workforce planning tools are an essential part of the HR professional’s toolkit. In this article we’ll go over 5 strategic workforce planning tools, explain their use and give examples and excel templates on how to use them. What are workforce planning tools?
|
Precheck
DECEMBER 16, 2019
Talking Candidly About Workforce Planning for HR Executives Dec. One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. How Workforce Planning Supports Your HR Efforts.
TalentCulture
AUGUST 15, 2016
Here’s a mind-blowing fact to spark up the late-summer doldrums: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. In terms of HR, it’s a gold mine of Big Data. Companies also want: Data security. Data privacy.
Ultimate Software
AUGUST 2, 2019
Data is now the most valuable currency in the world. But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades.
HRO Today
OCTOBER 21, 2019
Today’s HR leaders are relying on analytics to drive forward HR strategy—but there are some hurdles to cross along the way. And data’s functionality goes further than that—sophisticated companies are even using it to power intelligent technologies like artificial intelligence.
Visier
JULY 13, 2018
Leaders across the organization recognize that making workforce decisions based on facts and data—instead of intuition alone—is a key route to increasing their impact on the business. Without this connection, it’s very difficult to deliver high business impact.
|
Visier
FEBRUARY 23, 2017
Leaders across the organization recognize that making workforce decisions based on facts and data—instead of intuition alone—is a key route to increasing their impact on the business. Without this connection, it’s very difficult to deliver high business impact.
SuccessFactors
MAY 18, 2017
In this blog, I’ll explore some of the common reasons I’ve come across and recommend how to move your analytics up the scale. We have issues with data accuracy. This is no reason to avoid using the data—in fact, just the opposite.
Visier
NOVEMBER 15, 2017
With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics.
Visier
SEPTEMBER 30, 2016
With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics.
Visier
MARCH 14, 2018
This statement, delivered by Rolls-Royce’s chief executive days before the UK voted to leave the EU in June of 2016, identifies one of the biggest challenges Brexit has created for businesses so far. Strategic Planning Through Ambiguity: An Opportunity for HR.
Visier
AUGUST 29, 2017
Measuring the effectiveness of learning and development on business results is a challenge learning leaders have yet to overcome. Without the data that proves L&D makes an impact on the business, it’s extremely difficult to justify keeping – and expanding – the programs that are working.
Visier
FEBRUARY 6, 2018
The HR teams that will succeed in 2018 and beyond are those that have a grasp on how the developments of the data age will impact the workforce and their business. Why is it so important for HR to attend at least one conference on data and analytics?
Reflektive
DECEMBER 14, 2018
According to Google Trends, the search term “people analytics” was almost nonexistent until about 2008. More than half (52%) of organizations that use people analytics rate themselves as excellent at conducting multi-year workforce planning, while an additional 38% rate themselves as adequate. Click To Tweet. But before we go any further, it’s important to define exactly what we’re talking about. SEE ALSO: How to Effectively Change Performance Management.
Paycor
JUNE 15, 2018
Today, businesses have more access to innovative tools and resources designed to measure and improve performance than ever before. Using advanced technology to collect HR data analytics, or people analytics, has become the new standard. Harvesting HR Metrics.
TalentCulture
JANUARY 4, 2016
The HR industry talks a lot about analytics and data. Yet are we using data to link talent decisions to business? There are many things to measure and a whole host of ways to measure them. Effective leaders are driven to engage their employees.
Visier
AUGUST 29, 2017
Measuring the effectiveness of learning and development on business results is a challenge learning leaders have yet to overcome. According to an ATD report , 35% of talent development professionals surveyed reported that their organizations evaluate the business results of learning programs to any extent. Without the data that proves L&D makes an impact on the business, it’s extremely difficult to justify keeping – and expanding – the programs that are working.
Workday
JULY 31, 2019
What do you consider most important to your company’s future? In other words, the ability to react quickly and effectively to what’s happening in the market, while continuing to drive innovation across the whole organization. That’s why for the long-term survival of any company, the most important thing is its ability to manage the unexpected. Here are the five behaviors that are necessary for organizational agility: Enable Continuous Planning.
HRExecutive
AUGUST 26, 2019
There is little question that employers around the world will continue to invest in HR-related technology in the coming years. The report defines the main HR-management market as core HR, employee collaboration and engagement, recruiting, talent management, workforce planning and analytics.
Burning Glass Technologies
NOVEMBER 29, 2018
Every workforce development agency has one metric they follow closely: the average age of their local workforce. According to the Bureau of Labor Statistics and the Population Reference Bureau , that number is projected to increase to 23% by 2030.
Analytics in HR
NOVEMBER 25, 2019
This article will explain how an HRIS works, how they relate to HR analytics, and how they can be successfully selected and implemented. This change meant that HRIS systems evolved from manual bookkeeping to semi-automating HR processes. Succession Planning.
Bersin with Deloitte
FEBRUARY 20, 2019
Calibrated through multiple data points, these precise solutions drive business outcomes by delivering the right intervention to the right person at the right time. The rapidly changing nature of work is creating a nearly continuous need for upskilling the workforce.
Namely
MARCH 8, 2018
People analytics continues to be one of the hottest topics in the world of HR. This isn’t just a trend: aligning people programs and data to business impact has always been a goal in HR. When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. Today, HR technology has given us increasing access relevant data, all hosted in the cloud. That all creates a lot of data.
Bersin with Deloitte
AUGUST 6, 2018
For many businesses, our behaviors as consumers—our clicks, our scans, our searches—drive decisions about how, where, and when to place certain information in front of us. Why do they continue to find it so difficult to justify increased investment?
HR Times
AUGUST 6, 2018
For many businesses, our behaviors as consumers—our clicks, our scans, our searches—drive decisions about how, where, and when to place certain information in front of us. Why do they continue to find it so difficult to justify increased investment?
Visier
MARCH 10, 2016
At the same time, the population is aging and people are living longer with chronic medical conditions: by 2030 more than 20% of US residents will be 65 or older, compared to 13% in 2010. Hospitals can lose or gain up to 2% of reimbursement dollars in FY17 based on HCAHPS.
Visier
SEPTEMBER 25, 2019
Travelling to HR Tech next week ? It’s the place to be for the latest and greatest in HR technology trends–especially analytics. . Unfortunately, the ability for HR to gain meaningful answers has been getting worse. Want to reduce the risk of gender bias or pay inequity ?
Visier
MAY 15, 2018
Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems.
Visier
JULY 25, 2018
This week, I do the same for the strategic and data-driven HR Business Partner Manager ( template available here ). Instead of providing strategic insight, many HRBPs still operate more as administrative aides to the business and prefer to handle employee relations problems.
SAP Innovation
AUGUST 29, 2018
Pick up any company’s annual report or skim any organization’s website, and you’ll find significant references to the importance of people, culture, and employee experience. So how can we increase the chance of securing approval for an HR transformation project?
Visier
JANUARY 12, 2017
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. Will predictive algorithms be better than humans at determining who to hire hire? Innovative Reasoning Based on Data.
Visier
JUNE 26, 2018
It takes the right mix of People, Process, and Technology to make today’s organization function successfully. 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. How about in 10 years?
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