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Most organizations struggle with planning because they lack key insights into their organization. They simply don’t have an aggregated, holistic view of their people data. They are stuck!
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To be a strategic HR partner, HR needs to be able to understand and tell stories about the organization’s biggest asset, its people. People analytics elevate the credibility of HR decisions, increase buy-in, improve decision-making, and drive better outcomes.
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The approach of how we think about older employees moving out of the workforce is being disrupted, as there is a paradigm shift within the culture that will require companies to rethink how they might tap into their older employee base.
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The critical role of HR must be to form and enforce ethics to guide and uphold an organization’s social responsibility to the community. How to put people and data at the forefront of ethical leadership in 2022?
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People analytics have led companies and individuals to do great things, but it’s only just getting started. As time goes on, and this practice is refined over and over again, new processes will surface, allowing HR, and therefore organizations, to be a lot more accurate with their analysis.
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By building a strong partnership among Workforce Planning, People Analytics, And HR Reporting, business leaders can more effectively plan for the short and long term.
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According to recent research, in companies in the S&P 500 where a CHRO is a named executive officer (NEO), the total shareholder return was about 30% higher than the rest of the S&P 500 over the last three years.
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Headcount planning is key to securing an organization’s future, but only if leaders can harness people analytics, planning can be easily done.
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What are the major pain points for HR professionals? What the future of digital transformation looks like moving forward? What solutions exist to help HR teams through the Great Reboot? Read the article to learn more.
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