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PeopleInsight

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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Drive high-quality hires with candidate pipeline analytics

Are you facing challenges to attract, qualify and hire high-quality candidates as quickly and efficiently as your business needs?

 

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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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Understanding top talent

When I hear people talk about top talent, I get reminded of the elusive (and sometimes voodoo) experiences that I had in the past in corporate environments when identifying top talent.
I have to say, it always conjures up memories both good and bad.

 

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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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