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people analytics

People analytics at work: Achieving objectives and realizing outcomes, part 3

Committing to your analytics journey can be overwhelming. As you get started with your objectives and priorities, you may realize you need help pulling together the data. Don’t worry, that’s a common situation. It’s important to find an analytics partner who will work with you to make the data connections that matter, and evolve as your business needs change.

 

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People analytics at work: Achieving objectives and realizing outcomes, part 2

People analytics can be very exciting at the same time as daunting and overwhelming. That’s why we stress the importance of starting small and keeping a precise focus on areas of priorities.  With your objectives clearly defined, you will have a guide for the metrics, segmentation and analysis/insight phases of the framework.

 

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People analytics at work: Achieving objectives and realizing outcomes

In this week’s blog, we’re taking a look at the first and most critical step in kickstarting your analytics journey to bring value to your business—identifying and prioritizing your business objectives.

 

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Power your people analytics with storytelling

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.

 

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Part 5 of 5: Getting started with people analytics, 10 common questions

In our last few blogs we covered numbers 1 through 9 of our list of the 10 most common questions and concerns HR professionals raise when considering getting started with workforce analytics. It’s time now for #10.

 

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Part 4 of 5: Getting started with people analytics, 10 common questions

In our last few blogs we covered numbers 1 through 7 of our list of the 10 most common questions and concerns HR professionals raise when considering getting started with workforce analytics. Now let’s move onto 2 more questions and concerns and how you can overcome them.

 

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Part 3 of 5: Getting started with people analytics, 10 common questions

In our last two blog posts we covered five of the most common questions and concerns HR professionals raise when considering getting started with workforce analytics. Now let’s move onto two more questions and concerns and how you can overcome them.

 

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Part 2 of 5: Getting started with people analytics, 10 common questions

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.

 

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Part 1 of 5: Getting started with people analytics, 10 common questions

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.

 

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Top 5 picks for HR: Analytics, dashboards and scorecards

If you feel you could be doing more with your reporting, insight and impact where people analytics are concerned, these dashboards can help.

 

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