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. SEE ALSO: How to Effectively Change Performance Management. Common People Analytics Metrics. Percentage of employees who feel they have the necessary tools and resources to perform well. Turnover rates within the first year. Manager satisfaction with new hires. MORE

Performance Tracking Tools. It helps organizations establish employee performance standards and enables managers to evaluate employees’ job performance in relation to these standards. Allow users to evaluate employee performance in relation to overarching company goals. MORE

January 28 – 30 | New Orleans | Talent Management Summit. This summit was designed to embrace a fully digital workforce. Key themes include: Meaningful Employee Experiences, Talent Analytics, How to Future-Proof Your Workforce, Advancing the D&I Agenda, and Performance Management for teams and agile environments. January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. March 19 & 20 | Hong Kong | Talent Management Asia. MORE

It starts with the hiring process, may go through several cycles of performance management and development and the like, and then ends with separation from the organization. Where Workforce Data is Used. Workforce Intelligence 101 talent acquisition workforce planning MORE

If a role fails to fulfill their expectations, the next-generation workforce will gladly trade it in for another opportunity. 2017 saw a steep rise in employee turnover rates, and 2018 doesn’t look any better. Work Institute’s retention report predicts a hike in voluntary turnover. MORE

If a role fails to fulfill their expectations, the next-generation workforce will gladly trade it in for another opportunity. 2017 saw a steep rise in employee turnover rates, and 2018 doesn’t look any better. Work Institute’s retention report predicts a hike in voluntary turnover. MORE

Ask any leader at a global professional services firm about their current biggest challenge, and more than likely they will say talent management. Global firms experience high rates of employee turnover, up to 30% annually is not uncommon in the Big Four. Continuous performance reviews. MORE

One fascinating source of information that the BLS publishes is known as JOLTS , or Job Openings and Labor Turnover Survey. We are in an unprecedented war for talent: companies cannot hire fast enough to keep up with their workforce demands. The Better Way to Do Workforce Planning. MORE

Employee development is at the heart of successful talent management. But it’s the ongoing training that’s at the core of talent management —and of retention. Retention. And in the meantime, savings from lower turnover almost certainly outweigh the cost of offering development benefits. Succession planning. Institutional knowledge/Knowledge management. Workforce demographics. Talent management is a strategic “must-have”. MORE

An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. Companies cannot hire fast enough to keep up with their workforce demands.”. The challenge of workforce planning. Talent Management MORE

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. From Data Reporting to Prediction: A Retention Case Study. MORE

January 28 – 30 | New Orleans | Talent Management Summit. This summit was designed to embrace a fully digital workforce. Key themes include: Meaningful Employee Experiences, Talent Analytics, How to Future-Proof Your Workforce, Advancing the D&I Agenda, and Performance Management for teams and agile environments. January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. March 19 & 20 | Hong Kong | Talent Management Asia. MORE