HR 'New Frontier' for Data-Driven Business Strategies
Posts Tagged analytics
How to Start the Workforce Analytics Journey
Yogi Berra, the former New York Yankee baseball player known for his pithy comments and witticisms, could have been talking to HR leaders about talent analytics when he coined this phrase. Today, talent analytics is, or should be, at the heart of your talent management solution.
Talent analytics and organizational success
As a frequent speaker on workforce analytics at HR conferences, I often start with a confession to the audience: I was formerly a vice president of finance and CFO.
In that role, I explain, I worked closely with HR in much the same way that finance professionals likely collaborate with HR professionals in most organizations. I would listen politely to HR’s requests for resources to invest in staff, systems or training. And then I would say “no.”
More HR leaders shift focus to developing staff who can interpret big data
One of the biggest challenges human resource executives face is increasing the analytics capabilities of their staff. With the abundance of workforce-related information made available through big data, HR leaders have a prime opportunity to use that data in ways that help business leaders make more informed, cost-effective talent decisions.
Analytics at Work: Smarter Decisions, Better Results
Analytics is a hot topic and HR analytics is no different. New software products and visualisation tools are being launched. Talk of data is everywhere! It is all quite a buzz. But what does it mean? Why does it concern HR? Why is it really so valuable?
1. What does Analytics Mean?
Most companies today have access to reams of data: marketing, supply chain, finance, as well as critical data about their workforce. Yet research shows that leaders at these companies lack the confidence to effectively integrate and use this data to compete more effectively in the marketplace. While executives know the results they need to achieve, they often fail to analyze the impact of their decisions on the firm, its processes, and its people.
Having lots of data is good. Having data that can be turned into meaningful information is better. But having information that can be translated into action is what HR and organizations really need, an expert in workforce planning and analytics advised HR professionals in an April 10, 2013, HR.com webcast.