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Tracy Curry Joins JAMS as Senior Vice President, Chief Human Resources Officer

HRO Today

Curry oversees the HR department and is responsible for all aspects of the HR function, including organizational development, workforce planning and utilization, talent and performance management, compensation, benefits and rewards, change management, succession planning, HR systems, employee relations and global staffing.

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Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for People Analytics


And this only includes the workforce analytics component of the solution. A true people analytics solution will also be part of a people strategy platform that enables data-driven workforce planning — a capability set not supported by BI tools. However, the money invested and the staffing levels required are significant.

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Chief Talent Officer: Everything To Know About This Role

Analytics in HR

Liaising with the management team, the chief talent officer sets the strategic vision and priorities for the company’s staffing operations. The chief talent officer creates processes to optimize hiring, build relationships for candidate pipelining and succession planning, and manage short and long-term staffing requirements.

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The Josh Bersin Company: 3 Ways Talent Intelligence Addresses Skills Shortages


In a recent white paper from The Josh Bersin Company, the group supports the case for merging people analytics, sourcing intelligence, and workforce planning into a single AI platform for all talent. Given this demand for a holistic view of all talent, the HR function can no longer work in silos. . million nurses by 2025.

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4 Ways to Optimize Your Org Chart in 30 Minutes


In addition to showing the structure of the company, your org chart can deliver essential HR functions such as workforce planning, interactive employee directories, and work breakdown structures. Use your org chart for workforce planning. Use your org chart for workforce planning.

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8 Benefits of Using People Analytics


Many common HR metrics do not provide strategic value to the business. They often fail to help HR articulate what is needed to meet a business goal or need. They fail to reveal how staffing shortfalls will impact revenue goals or net promoter scores. Optimize workforce planning. Take headcount reports.

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Strategic Workforce Planning is the Way Forward

Cielo HR Leader

So, with corporate boards well aware that competitive advantage relies on the excellence of talent as much as on the excellence of products or services HR functions are keenly focused on what is the best people acquisition model – RPO or an in-house capability. It wasn’t something I had planned to do, but more of a happy accident.