All of this got me thinking about the ways in which analytics can guide and drive the building out and scaling of a highly effective sales capability. With this in mind, I put together some thoughts on the inputs and decisions needed to gain a 360 degree view on your sales talent, broken into three components—Company Context, Candidate Profile & Recruitment, and Development, Support & Motivation.
On Thursday June 23, 2016, the Ontario government announced that they are considering mandatory work experience programs for all high school, college and university students.
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.
For many in HR, getting serious about workforce analytics represents a change to the way things have been. To help navigate this change, we’ve put together answers to 10 of the most common concerns and questions we get asked by HR professionals as they are looking to get started with workforce analytics. In this blog, we’ll cover three of these concerns/questions. Stay tuned for our follow-on blogs that will cover the remaining seven.
This 3rd Hot Topic is: We need to get a better understanding of manager impact.
Employee morale and employee retention go hand in hand. If employees do not feel motivated at work, they will most likely start to look for new jobs elsewhere.
I recently met with about 15 Talent & HR Executives over the course of a few days. While there were many fascinating conversations, there are three themes that really stood out for me:
In this blog, I tackle a question that gets asked a lot: “Can’t my HR & Talent Systems provide the analytics and reporting I need?”
Across the areas of attracting, sourcing, and progressing candidates through a positive experience there are many moving parts. It can be a challenge to understand quickly and clearly, what’s working and what’s not, and where to invest attention and budget. And while there is a ton of data available this isn’t always at the right level to inform decisions. A deeper look at your recruitment channel and candidate data can deliver visibility into the effectiveness of your efforts and tell you where focus is needed.
If you feel you could be doing more with your reporting, insight and impact where people analytics are concerned, these dashboards can help.
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.
Organizations know that finding and keeping top talent is key to success. Nowhere is this more at the core than in Talent Management. And it’s important in Talent Management to be able to optimize and demonstrate the ROI of efforts and activities.
In the past we have explored the value of visualizations in bringing workforce data to life and simplifying understanding. So what comes next once we have robust people data, great visualizations, and deeper understanding? It’s time to start sharing insight with executives.
Partnering with an external workforce analytics provider – Three ways this can help you do more in 2015
I attended a webinar last week and wanted to share some best practices aimed at mid-sized organizations in accelerating capabilities in workforce analytics.