business objectives

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

July 10, 2017 PeopleInsight Workforce Analytics HR Analytics, HR Policies and Procedures, Human Resources

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.

Analytics, business objectives, employment law, hr analytics, people analytics, workforce analytics

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

June 27, 2017 PeopleInsight Workforce Analytics HR Analytics, HR Policies and Procedures, Human Resources

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.

Analytics, business objectives, employment law, hr analytics, people analytics, workforce analytics

People analytics at work: Achieving objectives and realizing outcomes

May 29, 2017 PeopleInsight Workforce Analytics HR Analytics, HR Policies and Procedures, Human Resources

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.

Analytics, business objectives, employment law, hr analytics, people analytics, workforce analytics

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

August 23, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR and Technology, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring, Training and Development, Union Relations

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.

Analytics, business analytics, business objectives, conversion of data, data clean up, employment law, HRIS, HRIS system change, HRmetrics, HRMS systems, operational and analytic requirements, people analytics, PeopleInsight, Tracking business data, workforce analytics

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

July 25, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR and Technology, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring, Training and Development, Union Relations

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.

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

June 20, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR and Technology, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring, Training and Development, Union Relations

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.

Analytics, business analytics, business objectives, conversion of data, data clean up, HRIS, HRIS system change, HRmetrics, HRMS systems, operational and analytic requirements, people analytics, PeopleInsight, Tracking business data, workforce analytics