As the nature of work and the workplace continues to undergo unprecedented change, leaders face the challenge of evaluating and making numerous decisions that impact their workforce. These decisions encompass a wide range of topics, such as establishing guidelines and policies for remote work and determining the role of AI in the workplace. However, as …
Many organizations are building their people analytics capability to facilitate data-driven decision-making regarding talent and the workforce. To gain deeper insights into the potential of people analytics in organizations and the challenges they encounter along the way, SHRM Research conducted a survey of 2,149 HR professionals and 182 HR executives from organizations using people analytics. One theme from …
Many organizations continue to advance their people analytics capability to help guide the development and refinement of their talent strategy. With this as the backdrop, I have compiled 17 people analytics questions that I recently shared on Twitter. The PDF includes the 17 questions organized by six categories. The categories and sample questions include: 1) Recruiting (e.g., What …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. This new 70-page report provides an in-depth view of how the data an organization collects about its workforce can help generate shared value for individual workers, …
This research examined the impact of employee age and employee tenure (time with an organization) on business performance. The researchers measured business performance for 23 organizations—across various industries— in three ways” 1) financial (e.g., revenue growth, profit), 2) operational (e.g., error rates, speed), and 3) customer reactions (e.g., referrals, retention rates). The findings show that “Employee age has no impact on business performance, whether performance is measured …
This article provides insights into which corporate functions—including HR — are using analytics to make better decisions. It also addresses which factors increase the chances of successfully introducing advanced analytics in corporate functions. As shown in exhibit 2, HR is bringing analytics to bear on issues such as workforce planning, candidate screening, and talent attraction. As HR …
Many employers continue to express concerns about talent shortages and employee retention. And to better anticipate and address employee turnover, a segment of organizations turn to people analytics and AI to help answer several questions. As noted in this article, these questions range from 1) To what extent is my organization at risk for attrition within …
Employee monitoring and analytics have gained much attention since the pandemic’s start. Employee monitoring is a growing practice in which companies use digital tools to track work, employee performance, assess behavior, and collect proof of hours worked (and even employee ID badge swipes), to name a few. But as noted in this HBR article, “while this …
The use of data and analytics to make better talent and human capital decisions is a strategic objective in many organizations. However, firms vary in their ability to translate data intelligence into meaningful actions impacting business outcomes. This 32-page paper provides ideas on how firms can move from insights to significant action on their work, workforce, …
Few would dispute that a positive employee experience (EX) positively influences the success of an organization. And as HR leaders strive to show more of a direct link between EX and business outcomes within their firms, this article shares an approach for doing just that in a large global retail brand organization. The researchers obtained …
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