#SHRMPeopleAnalytics

Posts Tagged #SHRMPeopleAnalytics


 

Reports are not data analytics. Reports are snapshots of data gathered into informational summaries. A good example of a report is a turnover report. Seeing turnover rates across locations, departments, etc., brings to our attention overall trends and may point to an issue in need of closer attention.

January 15, 2020

Retention and data. It’s a very linear relationship. The data is asked for, usually annually, by leadership so they can plan accordingly for gaps, re-training and scaling considerations. Human resources provides the data, often, and for too many HR departments, that’s it. We give the data and then exhale because our part is done. Truth be told, we might like that the tabulation of attrition is all we have to do. We don’t want more.

January 15, 2020

 


 

The desire for data analysis and application is high amongst HR professionals. At SHRM’s first People Analytics Conference, the conversation amongst attendees has to do with this. We know that data is vital; we know that data can direct the actions and intentions of an organization. Data is gold, we believe.

January 14, 2020

 

 

Every business has problems they want to solve. It could be a small problem or a large one. The key to solving business problems is

January 6, 2020

 


 

I am thrilled to have the chance to interview Amber Hurdle, a former teen mom who evolved into a powerhouse businesswoman, and who has worked with international celebrities, Fortune 500 companies, and businesses worldwide. Author of The Bombshell Business Woman and upcoming Velvet Machete® Personal Branding, she is also a speaker, podcaster and Predictive Index Certified Advisor. 

December 30, 2019

 

 

 

Imagine if you were asked to buy a house without ever seeing it. Your real estate agent tells you it has everything you asked for and you should trust her because she has had 100 percent success in predicting her client’s happiness with their purchase. Would you buy it?

December 27, 2019


 

This is the time of year for predictions. One of the things that shows up fairly consistently on HR-related trends articles includes predictive analytics. So, what exactly are predictive analytics and why should we pay attention to them?

December 23, 2019


 

Five years ago, I recall speaking to an attendee at a SHRM Annual Conference—an HR professional from a Fortune 100 company—who asked if SHRM would consider including additional sessions on HR analytics at future conferences. “I need to learn more,” she said. “My CEO wants to see numbers!”

Ask and you shall receive.

December 18, 2019


 

I spent several years as an HRIS and Quality Manager. In this role, I was often asked to “pull numbers” on retention, turnover, benefits usage, 401k participation, and click activity on jobs in our ATS. HR departments have a tradition of collecting lots of HR data. However, this data often remains unused. As soon as your organization starts solving their people problems by using data, they are engaged in people analytics.

December 13, 2019