“It’s Been 2 Years Since We Implemented Our New HR Tech, and We Still Don’t Have the Reporting & Analytics We Need!”
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| by John Pensom, CEO & Co-Founder |
Surprisingly (or some might say, predictably), SHRM were the key voice on-record staunchly opposed to California’s new Pay Reporting law.The reason for..
It's here!! Our playbook (4 of them actually) to help HR Business Partners become data driven.
Get your copy here or read-on for our synopsis to see if it's of value to you and your..
This week we move on to the idea of sustainability – and the importance of building your HR/people analytics capability so that it is ongoing and evolving, not a one-off project.
This week we’ll tackle the importance of Data Integrity in successful people analytics. This is an excerpt from our Playbook 3 – A Practical Guide to Becoming Data Driven.
This week we’ll tackle the second of our four anchor capabilities required for success in analytics: Source Systems, Processes & Data Integrity. This is an excerpt from our Playbook 3 – A..
Wouldn’t it be great if we could just plunk in an HR analyst, build an HR analytics function, or buy a slick piece of technology, and we’d reap the rewards – capability in analytics, improved..
We continue exploring the pieces that need to be in place in and around HR analytics in order to be successful. Last week we looked at the building blocks of an HR culture where analytics can..
We hear it all the time and we get it – HR needs to continue to build proficiency in analytics. However, it’s not enough to just hire an analytics expert or get your first analytics project off..
