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Dated: 02-03-2014
HR Analytics has been described as the future of HR. It is about shifting the way HR business partners think, the way they interpret information, solve problems, and evaluate solutions. The HR function must extend beyond reporting what is (the present) or what was (the past) to analyzing what will be (the future).
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Dated: 02-03-2014
None of us achieve success alone. The world of work is probably the biggest team sport any of us will ever take part in, and yet, at times, it can feel like our coworkers are on the opposing team rather than playing on the same side and for the same company.
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Dated: 02-03-2014
Consider the analytics questions that HR is so frequently asked by its business partners. It’s no longer just about the basics, such as “What is my voluntary separation rate and how does it compare with that of my peers?”
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Dated: 02-03-2014
Demand for workforce visibility and insight is huge — and critical to business success. HR professionals have a real chance to become champions of workforce data, applying people measurements to solve problems, enhance processes, and positively impact the bottom line.
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8
Dated: 02-03-2014
Effective internal communication in the workplace is challenging even when the topics are not difficult. But many of the topics HR managers must communicate are tough and require extra strategy and diplomacy to get the right message across. When the going gets tough, the tough . . . will choose to communicate better. Read on for tips on how to tackle two of HR’s toughest topics.
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Dated: 02-03-2014
The more things change, the more they stay the same. A Gallup survey on the “State of the American Workplace” last year found that only 30% of the U.S. workforce is engaged, and the ratio of engaged to actively disengaged employees is roughly 2-to-1.
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8
Dated: 02-03-2014
Leaders of North American companies have a lot to think about heading into the future. The speed of competitive change means that speed is a competitive advantage. For the average company, productivity means more than investing capital in new equipment; it also means supporting performance and human capital. The risk of doing nothing is that underprepared companies may not perform at the level needed to maintain their growth and be challenged in attracting the right talent.
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8
Dated: 02-03-2014
I think it’s safe to say that “2013 was the year of talent analytics”. Global discussions about talent analytics, as a concept, have certainly been great for our brand, and have happily led to new customers and connections.
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8
Dated: 02-03-2014
Like a freight train, Corporate America is speeding toward greater flexibility and lower operating costs by increasing the utilization of independent contractors, freelancers and temporary employees. At the same time, federal and state agencies are racing to collect every possible tax dollar by introducing the new legislation and allocating tens of millions of dollars for auditors and enforcement personnel to make sure companies don’t wrongly classify employees as independent workers.
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8
Dated: 02-03-2014
When describing a common change management methodology to a client, I often catch myself saying, “not to over-simplify but… there is a current way of doing or thinking about things, (the Current Environment) and the next way of doing or thinking about things, (the Next Environment). The delta between these two (the Transition) is usually longer, more challenging and more expensive than individuals, leaders, and organizations expect”.
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