7 questions to ask yourself to see if you/your company is a fit for this approach to HR analytics and reporting. Hint: if you’re mid-market in size (1000–5000 employees) you just may be a fit.
The trend toward chaos and fear not only exists within the context of politics and social issues, it is also a business or an organizational issue. Albeit for entirely different reasons, businesses are nervous and looking for solutions. A survey of Canadian CEOs revealed that they are concerned about many things; herein the top worries are listed.
As we discussed in last month’s post, one key aspect to successfully using analytics to drive decision making is being able to tell the story—apply important context to the results to understand what they mean. Another key consideration is your audience. Your audience should determine what analytics to focus on and how you visualize the results.
In our last post, we explored the value of visualizations in bringing workforce data to life and simplifying understanding. So what comes next once we have robust people data, deeper understanding, and great visualizations? It’s time to start using HR Analytics to share insight and drive decision making with executives and lines of business. What’s the best way to do this? It’s through storytelling. That’s right…good old–fashioned storytelling.
In our last blog we covered three common concerns and questions HR professionals often raise when considering getting started with workforce analytics. Now let’s move onto two more questions and concerns and how you can overcome them.
Do you know how your recruiting channels are performing in sourcing quality candidates and hires? Do you know which recruiting channels are most effective in meeting different business requirements?
When it comes to workforce analytics and its value, McKinsey’s in.
Business measurement and analytics has been growing in importance for many years. It has spawned a whole new type of management thinking about evidence-based strategy and decisions. The sophistication levels keep increasing. Here is an example; an online retailer takes real-time data from their customers browsing habits. They pass this to their suppliers who can then can anticipate sales volumes. The suppliers link this to production schedules and to raw material purchasing leading to a a truly integrated supply chain. There is a real elegance to these systems. They move like a dancer in perfect time and balance, leading to performance excellence.
The momentum behind measurement in HR is growing and what I learned from the trip indicates that one of the drivers of change has shifted.
Last month I promised a description of a metric which starts to take organizations deeper into the insight they need to be successful and to show real results. True to my promise here it is:
Here is one of the first interesting results produced from the Human Resources Metrics Service database. There is a clear relationship between what an organization spends on HR and the level of resignations it experiences…
The start of any year is the time to focus on trends. Predictive analytics is one of the trends that looks “hot” for 2012 in the world of HR measurement.