Focus On: Human Resources Analytics

by   |   February 10, 2014 4:57 pm   |   0 Comments

The potential for analytics in the hands of human resources executives is clear: With data about employees’ performance, satisfaction and compensation, and insight about business needs, the executives can make better decisions about rewarding, retaining and hiring staff.

As with most settings involving analytics, it takes work to move the benefits from theory to reality. There are a number of important hurdles to overcome from managing data quality to the finding the right tools for a specific organization. You have to hire the right people to perform analytics, and you may need to overcome cultural hurdles involved in adjusting business processes associated with managing a workforce.

Related Stories

Focus On: Marketing Analytics
Read the story »

Focus On: Hadoop
Read the story »

Focus On: Predictive Analytics
Read the story »

Focus On: Health Care Analytics
Read the story »

Focus On: Operational Analytics
Read the story »

Focus On: Location Analytics
Read the story »

Focus On: Analytics Skills
Read the story »

Focus On: Privacy
Read the story »

Focus On: Retail Analytics
Read the story »

But the gains are there to be had for those who use analytics well. Below, find highlights from Data Informed’s coverage of human resources analytics, including technology trends, implementation advice and case studies.

The Potential and Challenges of Workforce Analytics

Enterprises like The Results Companies are fast discovering the value of HR analytics technology and its potential to improve employee satisfaction, boost retention rates, even flag star performers before they reach their prime. Read more.

In HR Function, Analytics Need to Delve Beneath Attrition Data

HR professionals commonly examine attrition rates—but such data doesn’t tell the whole story of why valuable workers leave. Read more.

Users Cite Retention, Efficiency Benefits of Compensation Analytics

For years, companies have relied on high-priced consultants to gain access to proprietary data reporting on how much competitors are paying their employees. Compensation analytics software has changed all that. Read more.

Dollars Depend on Data Quality with Compensation Analytics

With compensation analytics, data quality is paramount: a single miscalculation or error in data can cost a company hundreds of thousands of dollars. It pays to manage the data collection and analysis process carefully. Read more.

SuccessFactors Tool Highlights Workforce Analytics Data Visualizations

Florida Blue was one of the first companies to go live with SuccessFactors’ Headlines product in May 2013. Headlines is a new application to SuccessFactors’ workforce analytics tool that pushes out to an HR manager or business leader simple storylines based on extensive data mining. Read more.

Predictive Analytics Uncover New Incentives for Managing Sales Teams

Compensation planning tools have been around for decades, helping companies calculate salaries and bonuses with paper-based ledgers and Excel spreadsheets. But data analytics is breathing new life into this age-old practice by converting staid tracking tools into powerful predictive models. Read more.

How to Monitor Workers Effectively and Avoid the Big Brother Effect

Managers need to evaluate workers and new technologies make it possible to track them. But having the right to monitor and evaluate employees doesn’t mean it’s the right thing to do in all situations. Daniel Enthoven of Enkata writes in this opinion piece that managers should follow four principles when implementing monitoring technologies. Read more.

People Analytics: How to Ethically Use Social Sensors to Track Workers

Deployed across millions of individuals at different companies in countries all over the world, sociometric sensors have the potential to help people collaborate more effectively and create better organizations. But to be effective, companies deploying them should adhere to a “new deal on data” that makes privacy and ethics central to their use, author Ben Waber writes in this book excerpt. Read more.

Case Study: How Talent Benchmarking Slashed Call Center Attrition

The managers of a financial call center took used data science to answer the question, “Is it possible to quantify the mindset of the call center representative?” The quantified mindset can then be used to predict those most likely to succeed at training, passing the exam, and graduating into the call center, writes Pasha Roberts of Talent Analytics. Hiring managers then use this predictive model to hire better fitting candidates, decrease attrition and dramatically cut costs. Read more.

Three Traits That Characterize Workforce Analytics Success

Companies that find success with workforce analytics have a handle on the right metrics, are able to spot relevant workforce trends, and have strong data management practices. Read more.

4 Tips for Evaluating Workforce Analytics Software

On-demand dashboards and robust data handling capabilities are key selling features for any workforce analytics package. But HR professionals are better advised to take a deliberate approach focused on business value when choosing HR software. Read more.

Text Analytics Yields Employee Sentiment Insights for HR Executives

HR professionals can turn to text analytics tools that promise to provide a more complete picture of employee satisfaction and workforce trends. Read more.

VoloMetrix Analyzes Enterprise Efficiency Using Email, Calendar Data

The email logs that VoloMetrix collects are analyzed to show where a company’s people and resources are really being used and if that is the best – or even the intended – use of those resources. Read more.

San Francisco Recruiter’s Predictive Analytics Target Tech Talent

Riviera Partner’s custom-made workforce analytics tool consists of a huge database of internal and external data on candidates that the firm uses to target, score and identify the best match for its clients. Read more.

Mercer: ‘Center of Expertise’ Empowers Workforce Management Analytics Programs

HR leaders looking to use workforce management analytics to gain insight into their organization’s business processes and performance should look to create a Center of Expertise including representatives from a range of business functions, to support the effort, experts at consultancy Mercer advise. Read more.

Study: Leading Organizations Use HR Analytics to Establish Standards, Support Strategy

A report by the Institute for Corporate Productivity suggests that many HR departments are painfully unprepared to derive real value from the mountains of data they collect. Read more.

The Challenge of Aligning HR Surveys and Data with Business Value

Employee surveys can help HR managers identify skills gaps, establish important performance benchmarks and gauge workforce morale. But not everyone is convinced that HR professionals are putting the data they’re collecting from these lengthy questionnaires to good use. Read more.

Five Workforce Analytics Questions HR Leaders Should Ask During a Merger

With more companies adopting workforce analytics tools, mergers and acquisitions moves have implications for HR. Read more.

Advice for Deploying HR Analytics Tools in the Cloud

Tips on how HR professionals can size up today’s cloud-based workforce analytics tools. Read more.

Inside the Process for Cleaning HR Research Data

Beth Ann Finis, a principal in Mercer’s information products solutions business, describes a few of the steps survey vendors take to ensure data cleanliness and the role HR leaders play in facilitating this important process. Read more.

HR Executives: Analytics Role Needs Higher Profile

HR leaders often grumble about the challenges of building HR analytics capabilities. But when Christopher Collins of Cornell University sat down with nine executives from large enterprises to discuss the challenges of HR analytics, he discovered that the most pressing issues have more to do with storytelling and organizational structures than HR data itself. Read more.

How to Get Human Resources Ready to Implement Workforce Analytics

IBM executives discuss signs that an HR department is not ready for workforce analytics and steps to take to prepare. Read more.

4 Points HR Needs to Know About Employment Law, Data Privacy and Security

Data management, legal and disclosure best practices for HR professionals to make sure their valuable HR data doesn’t become cause for a court date. Read more.

How HR Managers Can Prevent Data Hoarding and Improve Productivity

The explosive growth of data can help companies better target customers and identify top talent, among other uses, hoarding can degrade the effectiveness of data-driven processes and impede employee productivity. HR leaders can help organizations cope. Read more.

Analyzing Workforce Data for Small Changes to Make a Big Impact

While bottom-line results will always influence management, other indicators that come through analysis of a company’s workforce can play a role. Read more.

An HR Algorithm to Evaluate Job Candidates–With or Without a Resume hopes to address what its founders see as a gap in existing evaluation tools with software that screens candidates earlier than ever—before an HR manager even reads over a resume. Read more.

HR Recruiters Turn to Social Media as Data Quality Challenges Persist

Data is plentiful, but a primary challenge facing HR teams today is that key word searches of social media data don’t always produce the right matches. Read more.

Tags: , , ,

Post a Comment

Your email is never published nor shared. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>