BLOG: Data Driven Workforce

Given my business is exclusively focused on helping HR deliver better business results with their HR data, I’ve taken the liberty of articulating what I believe are 10 key expectations that CEOs &..

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I'm thrilled to share with you where we fit on the seminal research for the People Analytics industry - conducted by industry veterans and experts from RedThread Research - Stacia Sherman Garr and..

We all know that seeing is believing, and in the oh-so-frequent-smoke-in-mirrors-world-of-technology, this old adage stands its ground.

Take a look at this feature article from HR.com written by PeopleInsight CEO and Co-Founder John Pensom.

In this micro-installment, take less than 4 minutes and listen to Al and John talk about the ROI and predictability of delivery of a People Analytics Pureplay compared to a generic business..

In this micro-installment, take 3 minutes and listen to Al and John talk about getting started with people analytics even if organizations might say "we're not there yet". 

In this micro-installment, take less than 4 minutes and listen to Al and John talk about the opportunity and responsibility of HR leaders to be data driven.  

In this micro-installment, take less than 4 minutes and listen to Al and John talk about the evolution of people analytics and where PeopleInsight fits. 

In this micro-installment, take less than 2 minutes and listen to Al and John talk about the universal issue of HR - tons of disconnected HR data underutilized for decision making purposes.

In this micro-installment, take 4 minutes and listen to Al and John describe the multiple layers required for a people analytics platform receiving data continuously from disparate HR systems.

HR & HRBP's must focus on what's relevant to the business using a data driven approach. We've written a comprehensive Playbook to help you accomplish this.

In this micro-installment, take 3 minutes and listen to Al and John talk about why "HR data is not normal" and how the "nested, historical nature of HR data is incredibly complex".

In this micro-installment, take 3 minutes and listen to Al and John talk about how APIs are great for enabling transactional processing (like hiring), but insufficient for moving atomic-level data..

In this micro-installment, take 3 minutes and listen to Al and John talk about the similarities between HR Tech, people analytics & booking an online flight.

PeopleInsight Partners with iCIMS to Streamline Talent Acquisition Analytics for Employers

Over the past few years, every HR Tech vendor seems to be claiming they deliver some notion of people analytics.

We've got a terrific 5 Minute Friday for you this week. We’re sharing one customer’s very inspiring journey so far with people analytics. We talk with Chris Gruttadauria, VP of HR at Alliance..

We've got a terrific 5 Minute Friday for you this week. We’re sharing one customer’s very inspiring journey so far with people analytics. We talk with Chris Gruttadauria, VP of HR at Alliance..

In anticipation of HR Technology Conference and sessions of Women in HRTechnology, we recently sat down with John Pensom, our CEO and Co-founder, to quickly talk about the state of Diversity and..

For the past 3 years, most HR Tech vendors have claimed reporting and analytics are actually "embedded" in the newer releases of their transactional solutions.

“ATS, HCM platforms, and other HR Tech can't deliver true people analytics on their own. True people analytics requires a data warehouse." 

How quickly and confidently could you use your people data to create Success Profiles of Your Sales Team? How long would it take and how many resources would you need? 

(if you'd have to move..

How long would it take and how many resources would you need to:

• Unify Candidate Data from Your ATS with Employee Data from Your HRIS

“HCM platforms and other HR Tech can't deliver true people analytics on their own.True people analytics requires a data warehouse." 

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“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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Some would have you believe all you need is a "self-serve" BI toolset. The truth is People Analytics is complex and DIY Business Intelligence tools can take you down a costly, risky, and uncharted..

THE OLDEN DAYS (~2013)

Several years ago, I sat with a new customer of PeopleInsight and asked the question “what would happen if you freed your data?”

All of a sudden, the room got quiet. My..

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..

We continue our look at the ways we can make data driven HR a sustainable capability - one that is ongoing and evolving. We take a look at component 3 of our change management approach: Live It. ..

We continue our look at the ways we can make data driven HR a sustainable capability - one that is ongoing and evolving. We take a look at component 2 of our change management approach: Owing it...

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. In this post..

In this post we explore the important role PEOPLE play in getting you to the analytics and reporting you need in HR. Learn to identify those who want to help and those who want to hinder your..

A question we get asked a lot, is “how are you different from the alternative solutions for HR analytics and reporting?”. This week we’ll take a quick look at this question and compare and contrast..

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..

We’ve come to the last 2 steps in our 8-step plan for executing your HR Analytics project. These two are all about identifying the change you want to see and implementing/measuring that change.

Today, we continue to look at our 8-step plan for executing your HR Analytics project.  Last week we covered Steps 1 & 2 of executing your HR Analytics project – that of getting real with your..

Last week we introduced our Do. Help. Fix Model for selecting HR analytics and reporting projects.

This week we look at the first two steps in our 8-step plan for getting going once you've..

This week we introduce our Do. Help. Fix model for identifying and selecting analytics and reporting projects that are business focused.

It all starts with the BIG PICTURE and understanding..

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..

After spending the last few days in Vegas at the HR Tech Conference, and feeling a wee bit tired (a little sleep deprived maybe??), here are a few off-the-cuff observations: 

The HR Tech Conference in Vegas next week features a half day event -  Women in HR Technology. I thought I’d piggyback on this theme with a feature of our own related to women and HR Technology. 

..

Last week we introduced 3 questions that should be asked of any reporting that is done with a regular cadence - monthly, quarterly, annually - where you can get into the habit of "same old, same..

Of all the questions our Customer Success Team gets asked, one of the most common is: 

“What should I include in my HR Report?”

The reality is, when it comes to reporting - whether that’s monthly,..

Integration with PeopleInsight means out of the box connections between Greenhouse and HR data for easily deployed recruitment analytics and reporting, leading to better hiring decisions. 

Read our..

This week we take a behind-the-scenes look at PeopleInsight’s Technical Operations Team, the group that is literally behind the scenes when it comes to serving our clients. But... just because..

This week we continue our behind-the-scenes look at PeopleInsight and introduce our Customer Success Team. They are responsible for providing outstanding ongoing support and expertise on all..

Over the next couple of weeks we’re going to give you a behind-the-scenes look at PeopleInsight and introduce you to the teams that make it all happen for our customers.

Summer is a great time to catch up on news and reading. In case you missed them, we’ve pulled together our top five most popular blog posts this year (so far). From gaining a deeper understanding..

THIS SUMMER, TAKE A PERMANENT VACATION FROM DISCONNECTED DATA & SPREADSHEETS!

The first half of 2017 has come and gone, and in that time, we continue to see more and more organizations adopting Workforce Analytics. While this is great news and a step in the right direction,..

Summer is the perfect time to catch up on reading. While work-related reading might not be exactly what you had in mind, we’ve put together a list of short, trending and informative articles on HR..

Last week, we started our series on how to help HR Business Partners (HRBPs) be more data-driven and analytics-savvy, and briefly looked at  4 main areas of focus - we'll delve into these in..

A few weeks ago, I made a commitment to develop a White Paper which might help HR Business Partners become more data driven. Since then, I’ve developed a framework, tested that framework with a..

This week we continue our look at our simplified framework for people analytics. Over the past two weeks we’ve shown how HR, by situating analytics in the context of business objectives and..

Last week we presented a framework for thinking about and doing people analytics, and we explored the first step - ensuring your people analytics initiatives are situated firmly within the context of..

In this week’s 5 Minute Friday, 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..

Over the past few months, I have had many similar conversations with customers. The talk track goes something like this:

Customer(s):

1. “We love PeopleInsight.
2. We’ve made great progress with..

When it comes to launching and gaining momentum in people analytics, you must:

1. Focus on a juicy business issue, and
2. Use simple math as opposed to advanced math, statistics and rocket science.

..

A few times a year I have the pleasure of facilitating continuing professional development workshops on workforce analytics. A few weeks ago, I received in my inbox the kind of feedback everyone..

Diversity and inclusion are more than issues for compliance or nice corporate values to hold. They are essential to business. When done right, emphasis on diversity and inclusion can positively..

The gender pay gap has been much in the news lately as well as on the minds of the CEO and CHROs.  It's an issue that exists at the intersection of state/federal legislation, social values/ethics,..

Did you know that April 4 is Equal Pay Day? This, as far as I am concerned, is both remarkable and shocking. 

To really get the gravity of this - and given workforce analytics is a bit of a..

Three of the biggest are:  

1. crunching..

To get HR business partners successfully involved in analytics there are a few “small” problems you need to overcome: 

• HR business partners don’t have analytics skills
• They don’t have the time to..

A new year prompts reflection as well as a look forward to what’s next.  Whether you’re already deep into HR analytics, just starting out, or hoping it happens for you in 2017, we’ve got 5..

Last week, we explored two more beliefs, barriers and excuses that can impede your progress when it comes to People Analytics, and what you can do about them.

This week, we will discuss number 5..

Last week, we explored the first two beliefs, barriers and excuses that can impede your progress when it comes to People Analytics, and what you can do about them.

This week, we will discuss..

If you’re anything like me, you can occasionally get distracted :).

One of the MANY great things about Steve, my co-founder at PeopleInsight, is his ability to hone-in on what’s important, and..

This week, we continue our 5 Minute Friday theme of how to use HR analytics to communicate with different audiences across the business.  We chat with Méline Van Slyke, Director of Human Resources..

As we discussed in last week’s 5 Minute Friday post, one key aspect to successfully using analytics to drive decision making is being able to tell the story – apply important context to the..

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..

In this week's 5-Minute Friday, John shares his topline observations on this week's HR Technology event in Chicago. Puppies. Performance. Productivity.

In this week's 5-Minute Friday, we share a video by John Pensom. In it, John talks about the urgent need for HR to get beyond spreadsheets, leverage new technologies, and make a transformative..

Engaging the Executives

We’ve all been there – either as presenter or observer – at that moment in a presentation when a slide goes up and it's full of rows and columns of numbers, and perhaps an..

Companies spend a great deal of time, money, and resources to understand, target, recruit and retain customers.  They approach these tasks with rigour and rely on data and analytics as the key input..

No matter what your company size, the pressure is on for HR to make use of data to respond to business questions and make timely and relevant workforce decisions.  HR now knows that using..

Employee surveys have always played a role in HR. Typically, they involve a lot of time and a lot of work – they are big projects that happen once a year or once every two years. In most cases,..

THIS SUMMER TAKE A PERMANENT VACATION FROM DISCONNECTED DATA & SPREADSHEETS!

If you’re like most HR Leaders workforce analytics is on the agenda and it’s one of your priorities – if not at this..

HR is no stranger to data and metrics and the most progressive of leaders in this space are now leveraging robust and holistic workforce analytics for powerful results – for their organizations..

In our last blog we shared our perspective (or should we say our conviction) that for workforce analytics to be purposeful and valuable it needs to be situated in a business context – that is,..

In our last blog we explored how workforce analytics can help solve a number of limitations currently faced internally by HR. We saw how workforce analytics can help HR teams reclaim time and..

Author's note:  This post is an excerpt from the eBook: Workforce Analytics for Human Resources

Over the past couple of years there has been a growing emphasis on the need for HR to get serious..

Can you afford NOT to focus on workforce analytics in 2016?

Maybe it's just me, but in the fall, I tend to roost a little, reflect and get some planning done for next year. Many businesses do the..

Today, HR Leaders make use of analytics solutions to realize deeper insight into the workforce in order to fuel evidence-based decisions and improve business outcomes.   While the most obvious..

You may have been hearing the buzz lately from a CBC article on the advancement of analytics in HR. You've read the soundbites - but now you can read the real in-depth stories of both leading..

I had the pleasure of sitting down with senior talent leaders from some of North America's best regarded brands yesterday morning – from all different industries - and had 90 minutes of deep..

If you’ve been following our activity the past couple of months you’ll know we’ve been talking a lot about workforce analytics in mid-sized companies.  This is because we know HR Leaders in these..

I'm thrilled to have been asked to Co-Chair Canada's first HR Metrics Summit by IQPC - being hosted in Toronto on June 19 & 20, 2014.

Check out the latest edition of HR.com's "Workforce Management Excellence Essentials".  On page 16, we explore the ways in which HR can make use of workforce analytics to achieve objectives and..

I came across this very interesting, relevant and entertaining blog post written by Marc Miller over at Marc S. Miller Associates and thought it worth sharing.

In this blog Marc makes the case for..

Note: this is an excerpt from our eBook: Getting Started with Workforce Analytics | 10 Common Concerns and How to Overcome Them. 

In our last few blogs we covered numbers 1 through 9 of our list..

Note: this is an excerpt from our eBook: Getting Started with Workforce Analytics | 10 Common Concerns and How to Overcome Them. 

In our last few blogs we covered numbers 1 through 7 of our list..

Note: this is an excerpt from our eBook: Getting Started with Workforce Analytics | 10 Common Concerns and How to Overcome Them. 

In our last 2 blogs we covered 5 of the most common questions and..

Note: this is an excerpt from our eBook: Getting Started with Workforce Analytics | 10 Common Concerns and How to Overcome Them. 

In our last blog we covered 3 common concerns and questions HR..

Note: this is an excerpt from our eBook: Getting Started with Workforce Analytics | 10 Common Concerns and How to Overcome Them. 

It's not always easy getting started with something new. ..

We are thrilled to announce that PeopleInsight has been named today by tech industry analyst, Branham Group, one of the Top 25 Up and Coming Technology/ICT Companies for 2014. Thanks to our..

Author note: this blog is an excerpt from the eBook: Workforce Analytics for Human Resources 

Okay, let's start with a question. 

Does this sound familiar?

“We have lots of data but we’re challenged..

Author note:  This is an excerpt from the eBook: Workforce Analytics for Human Resources

This article was developed in concert with our strategic partners and collaborators over at Head2Head - leaders in the Canadian Talent Acquisition and Recruitment business (www.head2head.ca).

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Happy New Year HR!

It’s 2014 and no doubt you’re faced with the task of pulling together numbers, metrics and understanding of your performance in 2013. You also need a plan for 2014. You need to get..

Want to get a jump start on 2014 and your quest to better understand and communicate key workforce and business insight? Get started by listening to John Pensom, CEO of PeopleInsight in an..

Workforce Analytics: What, How, Why and When?

When: Thursday December 12, 2013Time:   12:00 PM to 1:00 PM EST

To register click this link:  ..

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,..

John Pensom had the opportunity to speak with Anca and Natalie from Impact99 about “what is workforce analytics?”  Stream the video and hear John’s perspective, points of view, and the..

On Wednesday October 9th, we were extremely fortunate at PeopleInsight to host a webinar featuring Sylvie Sarault, Director of HR at the National Gallery of Canada. Sylvie took us through her journey..

I love the field I work in.

I love it because the big data space is literally endless.

I know this sounds somewhat Treky (or is it Trekky?), but the only thing holding us back in using big data for..

Last week on August 22nd, we hosted our first Toronto-based PeopleInsight | Insight event. It was a great success. We gathered together a progressive group of HR Leaders to talk about workforce..

Talent Acquisition is no stranger to data and metrics and the most progressive of leaders in this space are taking advantage of the wave of workforce analytics to get results – for their..

For this blog post, I'd like to thank and welcome Ashley Verrill who is a software analyst at Software Advice specializing in the workforce, CRM and big data space.

Please check out their..

Building upon our great event in Calgary last week (hosted with our partners JFive and Hanna Consulting Group), we hosted our Connect. Share. Insight. Enjoy. event at our Ottawa office yesterday..

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, great visualizations,..

Engaging the Executives

We’ve all been there – either as presenter or observer – at that moment in a presentation when a slide goes up and it looks something like this:

And when this happens – when..

It’s an exciting time in the human capital business....and more specifically, in the business of both acquiring the right talent, and in driving effectiveness of that talent once they cross the..

2013 is shaping up to be a transformative year in HR and the game-changer is workforce analytics.  There's no better time than now to take charge of your workforce data and begin to leverage it.  To..

Workforce Analytics is a huge part of what we do. Our PeopleInsight solution combines, integrates and analyzes data with both power and finesse... but it's what we do with the analytics that sets us..

At PeopleInsight we talk a lot about elevation. It's core to what we do. In fact, our mission is to bring elevation to HR. We use workforce analytics and insight to help HR professionals elevate..