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 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..
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..
The human brain is wired to process information visually, making visualization one of the best ways to understand data, particularly when presenting to business leaders and other stakeholders in..
It can be a challenge to clearly understand where to invest to improve how you attract, progress and hire quality candidates. While there’s a ton of data available it isn’t always the right level..
