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It can be hard to collect, clean and draw insights from data and even harder when there’s a need to integrate data among multiple systems. However, it will make a world of difference to HR if its analytics team is very effective at providing insights to top leadership.
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Merely integrating a people analytics platform does not promise immediate results. An organization must know when, where and how to use the data at hand.
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HR analytics* has evolved from a nice-to-have to a must-have for most organizations. However, little about people analytics is easy. It can be hard to measure, collect, clean, and draw insights from data.
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Burnout is more than just a buzzword. In fact, burnout is recognized by the World Health Organization (WHO) as a diagnosable condition that is the result of “chronic workplace stress that has not been successfully managed.”
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AI in Recruitment should enhance human decision-making, not replace it.
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Employer reputation has become an increasingly critical component of talent acquisition strategies. Employer branding is what a company aspires to be, but employer reputation is what the market thinks about the employer.
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How can companies manage to keep on track with their recruiting initiatives and keep in line with their DE&I strategy? SplashBI’s Naveen Miglani shares some simple steps to ensure you maintain your standards.
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HR has a key role to play in facilitating change as a company transforms and automates processes with digital technology. Check out 8 ways HR and People advocates can help to enable and drive digital transformation across the business.
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With an effective process in place to uncover the right HR metrics, you can achieve business success. Drive employee engagement by taking advantage of your organization’s metrics and consistently push positive business outcomes.
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