Expert insights. Personalized for you.
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition. MORE
The person asking the question was a senior HR executive at one of our largest clients. The people fielding the question were all the senior members of the HR team. Our data further suggest that larger corporations on average rehire 10-15% of their laid off employees. MORE
Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ HR analytics. MORE
In the past century, Human Resources has evolved from “Welfare Officer” and “Labor Manager” to the modern HR role, often known as “Chief People Officer” or “VP of People.” Having a solid HR or “People” team in place is imperative for any business once you reach approximately 50 employees. MORE
If your job is to run an HR function, you likely encounter this challenge on a regular basis: It is often the managers and department heads who make decisions that impact the results of key programs, such as retention and recruitment. The Democratization of HR Data. MORE
If your job is to run an HR function, you likely encounter this challenge on a regular basis: It is often the managers and department heads who make decisions that impact the results of key programs, such as retention and recruitment. The Democratization of HR Data. MORE
This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. The Evolution Towards a Data Ecosystem for Talent Management. But what does an evidence-based HR function look like in practice? MORE
According to Bersin by Deloitte, 4% of new employees leave a job after a disastrous first day and 22% of staff turnovers occur in the first 45 days of employment. Employers are now texting to recruit - managing their own mobile apps and even conducting business solely from mobile platforms. MORE
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition. MORE
But when it comes to your recruitment function, partnering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster. Dedicated, Centralized Recruitment Function and Expertise. MORE
And when it comes to managing these complex, Human Resources (HR) functions in-house, the time, cost and potential risk add up fast. Ernst & Young found the average, single HR task or entry of data costs businesses $4.39 But there is a better, more cost-effective way for SMBs to face – and overcome – the hurdles of HR. Small businesses often apply the “roll up your sleeves and do it yourself” mentality to the management of HR programs. MORE
More than ever before, the business world needs strong HR leaders. Successful CHROs are: Data-Driven. 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills. Why The Talent Function is Under Pressure to Perform. MORE
We’ve been hearing about technology replacing humans in HR for more than five years. Algorithms, Talent Analytics, and Predictive Behavior Technology are certainly having a significant impact on HR, and making it much more of a science. Recruiters spend an average 6.25 MORE
This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. The Evolution Towards a Data Ecosystem for Talent Management. But what does an evidence-based HR function look like in practice? MORE
But handling HR administration was not likely your highest priority when you started and grew your business to where it is today. So, how is HR done in your business? In-house staff solely focused on HR HR outsourcing A combination of 1 and 2. Reassessing how you do HR? MORE
It seems that “big data” is here to stay. From predicting sports and election outcomes to improving traffic flow, big data plays a role in every person’s life. For human resources, big data holds equally powerful possibility. MORE
For organizations involved in a corporate transaction, understanding the HR-related impacts and potential risks from a financial, people/culture, and operational/structural perspective is vitally important to maximizing transaction value. Retention concerns. HR operations. MORE
Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed. MORE
Recently, the Department of Labor reported that turnover is now at its highest level since 2008. Because a lot of executives don’t realize the tremendous cost of turnover: (e.g. Without data to understand problem areas and plan ahead, it’s no wonder retention efforts are failing. MORE
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR. MORE
Recently, a young man I know was contacted by a recruiter looking to fill a position for a company that was relocating to his current city. He had been exploring other positions on and off for a while and had sent his resume to this recruiter without much thought. MORE
Recently, we evaluated the findings of Bersin by Deloitte’s High-Impact HR research. Technology has made quite the impact on both what tools are being used in modern HR departments, as well as what features and functionality users expect. In a 2014 IDG survey, only 24% of enterprise organizations migrated or planned to migrate HR functions/applications to the Cloud. Up until recently, recruiting was fairly transactional. HR Tech Trends MORE
An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. The latest data shows that it’s not. Data collection is the first step and it’s usually a lengthy one. Leveraging HR Analytics. MORE
In this article, I draw on my more than two decades in HR tech as well as the expertise of other leaders to explain: In this article: How AI transforms every phase of talent acquisition. Recruitment focuses on filling current vacancies while TA is strategic, cyclical, and long-term. MORE
Big Data and HR The RiseSmart Team Tuesday, October 13, 2015. It seems that "big data" is here to stay. From predicting sports and election outcomes to improving traffic flow, big data plays a role in every person's life. MORE
For all of the business insights HR data promises to provide—predicting performance, boosting engagement, improving succession—there are as many questions about how to implement a data program in the first place. With the use of cloud-based HR systems. MORE
A typical day in HR is… anything but typical. Whether you’re doing everything on pen and paper or using specialized software for recruiting or training, it’s time to consider a change. If you haven’t heard about HRMS, now is the time to check out the technology that can streamline HR and help you take back your day. HRMS, HRIS and HCM are various acronyms used for comprehensive HR technology. MORE
Like all aspects of modern business, technology is changing the way we operate and function. One technology that is currently making great strides in streamlining and improving the function of HR is machine learning. Analytics and reporting on relevant HR data. MORE
The HR generalist is probably the most varied HR professional out there. In this article, we will answer what an HR generalist is, what he or she does, how to become one, how much you earn as a generalist, and all the other information that you’ll want to know! Recruiting. MORE
More than ever before, the business world needs strong HR leaders. Successful CHROs are: Data-Driven. 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills. Why The Talent Function is Under Pressure to Perform. MORE
At first glance, senior HR executives might take that top ranking as a positive thing. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities. Recommended Read: The Value of HR Analytics: Why Every Company Should Be A Quantified Organization ]. MORE
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. For best results, HR professionals can consider the following best practices: 1. MORE
When you first start a company, amid the excitement and many competing priorities, you may not be considering the vital role of human resources (HR) in growing a company. In a perfect world, all businesses would operate in strict accordance with the laws and best practices governing HR. MORE
As a tech company, we experience first hand the challenges faced by HR and business leaders in the hyper-competitive tech talent market. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed. MORE
Artificial intelligence (AI) is a field of computer science that allows machines to mimic the “cognitive” functions of humans. It is a technology that can be trained, and it learns and makes recommended actions based on previous data. Reducing turnover. MORE
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. That is because we report mostly tactical metrics that focus on costs, rather than the strategic ones that cover HR areas that impact corporate revenue. MORE
Data HR Function Recruitment Retention and Turnover Visier
MARCH 12, 2015
If your job is to run an HR function, you likely encounter this challenge on a regular basis: It is often the managers and department heads who make decisions that impact the results of key programs, such as retention and recruitment. The Democratization of HR Data.
Visier
FEBRUARY 9, 2017
At first glance, senior HR executives might take that top ranking as a positive thing. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities. Recommended Read: The Value of HR Analytics: Why Every Company Should Be A Quantified Organization ].
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HR Morning
MARCH 18, 2019
A typical day in HR is… anything but typical. Whether you’re doing everything on pen and paper or using specialized software for recruiting or training, it’s time to consider a change. If you haven’t heard about HRMS, now is the time to check out the technology that can streamline HR and help you take back your day. HRMS, HRIS and HCM are various acronyms used for comprehensive HR technology.
Visier
MARCH 12, 2015
If your job is to run an HR function, you likely encounter this challenge on a regular basis: It is often the managers and department heads who make decisions that impact the results of key programs, such as retention and recruitment. The Democratization of HR Data.
Linkedin Talent Blog
NOVEMBER 15, 2016
Recently, the Department of Labor reported that turnover is now at its highest level since 2008. Because a lot of executives don’t realize the tremendous cost of turnover: (e.g. Without data to understand problem areas and plan ahead, it’s no wonder retention efforts are failing.
Visier
JULY 5, 2018
Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed.
|
RiseSmart
OCTOBER 13, 2015
It seems that “big data” is here to stay. From predicting sports and election outcomes to improving traffic flow, big data plays a role in every person’s life. For human resources, big data holds equally powerful possibility.
Visier
MARCH 30, 2017
Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. That is because we report mostly tactical metrics that focus on costs, rather than the strategic ones that cover HR areas that impact corporate revenue.
Visier
JULY 14, 2016
As a tech company, we experience first hand the challenges faced by HR and business leaders in the hyper-competitive tech talent market. A data-driven approach can provide the actionable insights HR needs to get the upper-hand and succeed.
HRO Today
OCTOBER 23, 2018
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. For best results, HR professionals can consider the following best practices: 1.
Cielo HR Leader
AUGUST 30, 2016
But when it comes to your recruitment function, partnering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster. Dedicated, Centralized Recruitment Function and Expertise.
|
Cornerstone On Demand
AUGUST 4, 2015
For all of the business insights HR data promises to provide—predicting performance, boosting engagement, improving succession—there are as many questions about how to implement a data program in the first place. With the use of cloud-based HR systems.
CakeHR
SEPTEMBER 29, 2018
Predictive analytics in HR is one of the most recent key trends to follow in 2018 and there’s good reason for it – businesses need it, especially if they want to keep up with their competition! For those of you that are still asking the question ‘What is HR Analytics?’ HR analytics.
Bersin with Deloitte
JUNE 21, 2019
For organizations involved in a corporate transaction, understanding the HR-related impacts and potential risks from a financial, people/culture, and operational/structural perspective is vitally important to maximizing transaction value. Retention concerns. HR operations.
Get Hppy
FEBRUARY 12, 2018
Like all aspects of modern business, technology is changing the way we operate and function. One technology that is currently making great strides in streamlining and improving the function of HR is machine learning. Analytics and reporting on relevant HR data.
Visier
MARCH 27, 2015
This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. The Evolution Towards a Data Ecosystem for Talent Management. But what does an evidence-based HR function look like in practice?
ClearCompany HRM
MAY 15, 2018
According to Bersin by Deloitte, 4% of new employees leave a job after a disastrous first day and 22% of staff turnovers occur in the first 45 days of employment. Employers are now texting to recruit - managing their own mobile apps and even conducting business solely from mobile platforms.
Zenefits
FEBRUARY 11, 2020
Artificial intelligence (AI) is a field of computer science that allows machines to mimic the “cognitive” functions of humans. It is a technology that can be trained, and it learns and makes recommended actions based on previous data. Reducing turnover.
Visier
APRIL 27, 2015
More than ever before, the business world needs strong HR leaders. Successful CHROs are: Data-Driven. 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills. Why The Talent Function is Under Pressure to Perform.
Prism HR
NOVEMBER 27, 2019
And when it comes to managing these complex, Human Resources (HR) functions in-house, the time, cost and potential risk add up fast. Ernst & Young found the average, single HR task or entry of data costs businesses $4.39 But there is a better, more cost-effective way for SMBs to face – and overcome – the hurdles of HR. Small businesses often apply the “roll up your sleeves and do it yourself” mentality to the management of HR programs.
AllyO
JUNE 28, 2019
In this article, I draw on my more than two decades in HR tech as well as the expertise of other leaders to explain: In this article: How AI transforms every phase of talent acquisition. Recruitment focuses on filling current vacancies while TA is strategic, cyclical, and long-term.
Visier
MARCH 27, 2015
This explains why a focus on hiring and retaining key talent in the form of talent management has become a critical part of most organizations’ HR strategies. The Evolution Towards a Data Ecosystem for Talent Management. But what does an evidence-based HR function look like in practice?
Insperity
JULY 29, 2019
When you first start a company, amid the excitement and many competing priorities, you may not be considering the vital role of human resources (HR) in growing a company. In a perfect world, all businesses would operate in strict accordance with the laws and best practices governing HR.
HR Times
AUGUST 3, 2017
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition.
TalentCulture
MARCH 14, 2016
We’ve been hearing about technology replacing humans in HR for more than five years. Algorithms, Talent Analytics, and Predictive Behavior Technology are certainly having a significant impact on HR, and making it much more of a science. Recruiters spend an average 6.25
ClearCompany HRM
MAY 17, 2018
Recently, we evaluated the findings of Bersin by Deloitte’s High-Impact HR research. Technology has made quite the impact on both what tools are being used in modern HR departments, as well as what features and functionality users expect. In a 2014 IDG survey, only 24% of enterprise organizations migrated or planned to migrate HR functions/applications to the Cloud. Up until recently, recruiting was fairly transactional. HR Tech Trends
Get Hppy
APRIL 14, 2016
An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. The latest data shows that it’s not. Data collection is the first step and it’s usually a lengthy one. Leveraging HR Analytics.
Lee Hecht Harrison
SEPTEMBER 24, 2018
The person asking the question was a senior HR executive at one of our largest clients. The people fielding the question were all the senior members of the HR team. Our data further suggest that larger corporations on average rehire 10-15% of their laid off employees.
UpstartHR
JANUARY 3, 2017
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR.
Visier
APRIL 27, 2015
More than ever before, the business world needs strong HR leaders. Successful CHROs are: Data-Driven. 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills. Why The Talent Function is Under Pressure to Perform.
CakeHR
MAY 21, 2019
Recently, a young man I know was contacted by a recruiter looking to fill a position for a company that was relocating to his current city. He had been exploring other positions on and off for a while and had sent his resume to this recruiter without much thought.
Prism HR
OCTOBER 22, 2019
But handling HR administration was not likely your highest priority when you started and grew your business to where it is today. So, how is HR done in your business? In-house staff solely focused on HR HR outsourcing A combination of 1 and 2. Reassessing how you do HR?
HR Times
AUGUST 3, 2017
High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition.
Digital HR Tech
OCTOBER 29, 2019
The HR generalist is probably the most varied HR professional out there. In this article, we will answer what an HR generalist is, what he or she does, how to become one, how much you earn as a generalist, and all the other information that you’ll want to know! Recruiting.
HR Daily Advisor
JULY 7, 2017
In the past century, Human Resources has evolved from “Welfare Officer” and “Labor Manager” to the modern HR role, often known as “Chief People Officer” or “VP of People.” Having a solid HR or “People” team in place is imperative for any business once you reach approximately 50 employees.
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