analytics

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Post date: April 20, 2021
The leaders of successful businesses know that investing in human talent pays off. In the words of Sir Richard Branson, decision-makers should train people well enough so they can leave; treat them well enough so they don’t want to. When it comes to people analytics, the case for investment is just...
Post date: October 31, 2016
It’s been said that every generation has a distinct personality. The thinking goes that our likes, dislikes, and motivations can be shaped by the shared experiences we live through as a group. Just consider Millennials, (born 1981–2000) who have grown up in an age marked by digital media, a...
Post date: September 7, 2016
Analytics should be used in organizations to uncover the key people drivers of actual business outcomes (e.g. sales, profits, turnover). Instead, most organizations are using analysis to just create more reports and more metrics.  Misguided metrics typically focus on HR efficiencies, such as time-...
Post date: November 17, 2017
I had a strange experience at an analytics workshop I ran last year. I’d set up an “open space” session where I had six or seven flip charts scattered around the room and participants could write down a topic they’d like to discuss. Normally, you end up with little groups at each flip chart with...
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Post date: January 7, 2021
People analytics is still a young science, but its promise is so great that more than 70 percent of companies consider it a high priority. The next generation of people analytics goes beyond individuals to understand how human interplay across an enterprise drives overall performance—making work...
Post date: July 18, 2019
The rapid advancements in high-quality human resources data and analytics over the past few years have dramatically enhanced the influence of CHROs. This is obviously great for the careers of HR professionals, but also for the health of firms that are taking advantage of the insights to make...
Post date: June 13, 2017
Machine. Artificial. Automated. These can seem counterintuitive words for a profession with “human” at its core. But central to the shift toward machine learning is a very human need: data on our side and on our team to back up our instincts, to help us win the talent wars and to create...
Post date: March 15, 2016
By Scott Mondore, Ph.D. As is the case with many HR practices, the business impact of 360 (multi-source) assessments is rarely demonstrated in quantifiable terms. Organizational leaders often stop short, evaluating satisfaction with the 360 assessment process but missing the opportunity to link...
Post date: May 26, 2017
At many organizations, the “local” human resources rep isn’t local anymore. And neither are the employees. The “office” is the 30th floor in a skyscraper one day, a coffee shop the following week, and a living room with a crying baby the next. The diffusion of work from offices to digital...
Post date: June 21, 2016
To have the greatest impact, your competency modeling efforts must be aligned with relevant business outcomes. Here are the steps you can take to make the competency modeling process business-focused from start to finish: Collect data from multiple perspectives. Too often HR leaders and consultants...