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HR metrics

How to accelerate your talent analytics capability

All HR and Talent Leaders need access to timely and relevant information to support decisions and drive performance. However, in many mid-sized organizations the status quo consists of a painful process of compiling data manually to produce metrics. This represents a significant time-sink and leaves little opportunity for analysis or recommendations.

 

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How mid-sized organizations can get ahead with workforce analytics

No matter what your company size, the pressure is on for HR to make use of data to respond to business questions and make timely and relevant workforce decisions. HR now knows that using workforce data can lead to more impactful conversations and contributions to the business. For this to happen however, HR needs to develop its analytics capabilities.

 

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How workforce analytics can solve the universal problem in HR

Did you ever here an HR person say, “we have lots of data but we’re challenged for time and resources to wade through it. We’re in need of a solution to resolve the fact that we have spreadsheet upon spreadsheet but little means of drawing insight from them or connecting the data in meaningful ways.”

 

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Five benefits of workforce analytics that will surprise and delight you

Today, HR Leaders make use of analytics solutions to realize deeper insight into the workforce in order to fuel evidence-based decisions and improve business outcomes. While the most obvious benefits are related to time savings, dollars saved and earned, percentage changes, and proof of ROI, there are less tangible benefits of workforce analytics that leaders often discover after they have started with their solution.

 

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HR reporting and workforce analytics – Why looks matter

If every picture tells a story, a picture is worth a 1000 words, and seeing is believing… what are you waiting for? You have a compelling people-story to share…it’s time you communicated it in a way that engages, excites, and motivates the business to action.

 

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Workforce analytics – Five reasons why HR should take the leap

Over the past couple of years there has been a growing emphasis on the need for HR to get serious about workforce analytics. This is often presented to HR Leaders as a fait accompli—that is, data and analytics are the new wave and HR simply needs to get on board. While this is true, it’s helpful to look at why this is important. Here are five compelling reasons HR Leaders really should take the leap to workforce analytics.

 

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Bring your HR data to life – The why behind the what

There’s a lot of focus today on Big Data and analytics and this extends into all areas of business, HR included. We get it and we’re huge proponents of its value—in fact we’ve built our business on workforce analytics and insight. We know that numbers can tell us what’s working and what’s not within an organization. They can identify how much it costs and how long it takes to recruit a new employee; where, when and who is leaving the organization; who the top performers are; where we experience the highest productivity, and so much more. So data can tell us a great deal about what, who and where things are happening in an organization.

 

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HR Metrics – Measuring back office activities or insightfully understanding how your employees create value?

HR is no stranger to data and metrics and the most progressive of leaders in this space are now leveraging robust and holistic analytics for powerful results—for their organizations and for themselves.

 

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First year turnover–now that’s business insight

Most organizations frequently look at turnover—but they do this at such an aggregate level the measure in and of itself is useless—and not really actionable.

 

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Breaking the traditions!!! from recruitment metrics to talent acquisition analytics

At this time of year, we are reminded of many things – one of which is that traditions are everywhere… culturally, personally, in-business and life-at-large. Even though traditions are tremendously important to us and for our families, we sometimes need to break the old, and create new! Which is what I suggest with the way you might have been measuring, tracking and managing your recruitment and talent acquisition activities.

 

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Move from traditional recruitment metrics to talent acquisition analytics to drive results business executives care about

Talent Acquisition is no stranger to data and metrics and the most progressive of leaders in this space are taking advantage of the wave of workforce analytics to get results – for their organizations and for themselves. While the past was focused on using analytics primarily to monitor the efficiency of the recruitment process, Talent Acquisition is now involving itself in measuring the effectiveness of its efforts. Connecting the activities of Talent Acquisition to business outcomes is something every Talent Acquisition leader should be working towards.

 

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Leveraging data analysis and psychology to increase employee retention rates

While call centers have been using data analytics for decades, the way that this data gets used continues to evolve and helps the best call centers create net-new value through different applications and uses of Big Data – in this case, Big HR Data or workforce analytics. Even though this is a call center specific article, the lessons learned apply across many (arguably all) business capabilities and disciplines.

 

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It’s your workforce data… You should use it

There’s lots of talk about Big Data—and in the past 6 months, there has been a noticeable increase in the dialogue related to Big Workforce Data.

 

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Introducing our newest guest blogger QuIRC

We are very pleased to announce that QuIRC, will be sharing their expertise with our readers on First Reference Talks. They will be covering issues surrounding workforce analytics (also known as HR metrics).

 

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People analytics for business: In high heels and backwards

fred astaire and ginger rogers ballroom dancing

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.

 

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