Analytics in HR
JULY 5, 2022
As the name suggests, HR Generalists support the business from an HR perspective, managing relevant internal and external activities. HR Generalists manage the employee lifecycle, including employee relations, recruitment, performance management, reward management, and other Human Resources functions in collaboration with HR Specialists.
Dr. John Sullivan
MARCH 24, 2024
HR must become a data-driven function – it’s no secret that years ago. The most powerful business functions, such as finance, supply chain, and marketing, have shifted to a data-based model. The expectation is that each major functional decision will be made based primarily on the available data.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Analytics in HR
SEPTEMBER 13, 2023
Recruitment Analytics: Measure the effectiveness of sourcing strategies , removing hiring bottlenecks, and making data-driven decisions to improve overall recruitment results. Data analysis: Strong analytical skills to comprehend compensation data and make informed decisions about compensation structures and adjustments.
Empuls
SEPTEMBER 7, 2023
Effy AI Effy AI is an AI-powered 360-degree performance review software with many customizable templates, detailed analytics, insights and reporting. Trakstar Trakstar is a comprehensive talent management platform focused on performance management and employee appraisal. Capterra rating: 5 3. Capterra rating: 5 3.
Analytics in HR
JULY 6, 2023
Data Analysis: Ability to analyze data using tools like Excel, SQL, or R. In performance management : The ability to reference a clearly defined job role and responsibilities during performance reviews helps managers and HR professionals evaluate if an employee is fulfilling the expectations and responsibilities of their role. .
Compensation Cafe
DECEMBER 26, 2018
Editor's Note: Although Big Data, Analytics and now Artificial Intelligence have arrived, and evidence-based management (seeking and using evidence to make better-informed decisions) is mainstream practice, there are still many of us (in HR and even in the field of rewards) who aren't where we should be in embracing this new reality.
Aberdeen HCM Essentials
APRIL 6, 2018
The real problem is that performance reviews are just too retroactive and subjective. Managers conduct them at pre-determined intervals, so problems are uncovered only after they’ve negatively impacted the company. Furthermore, Aberdeen has found that more than 70% of the time, lead managers grade on a scale.
Expert insights. Personalized for you.
111 
Let's personalize your content