Editor's note
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Posted on 02-24-2020, Read Time: - Min
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The proper use of analytics is transforming the way we work. In today’s era of big data and analytics, a data-driven HR team is becoming a necessity. Advanced analytics have not been the weapons of HR for long, but today data-driven insights are crucial for HR to drive an organization’s success. How can businesses succeed in the data revolution? What does data-driven HR look like and how can technology help achieve it? To know more about why it is time to have a closer look at people analytics, read this month’s themed issue on the Strategic Power of HR Data.
Business transformation involves many moving parts, and it requires an integrated approach that includes people, processes, systems and technology. HR.com partnered with Lee Hecht Harrison to survey 1,228 HR professionals from over 20 countries to better understand the “people” part of the equation. To learn more about the survey on Global Workforce Transformation and to get strategic insights and key takeaways, read the special supplement included in this edition.
Data is a gold mine that can help the intelligent enterprise drive growth. Yet, while organizations continue to collect, store and analyze data, its real potential remains largely untapped. In large part, this is because many companies struggle to fully utilize the capabilities of their entire workforces, many of whom are not equipped with the skills to drive true value from the data that surrounds them. How training employees to use data in their roles can help meet business goals? Read Jordan Morrow’s article, Assessing The Human Impact Of Data Literacy.
Despite a high level of interest in implementing people analytics practices, the cost of entry seems very steep indeed. HR teams see the value of analytics, but are perhaps intimidated by the perceived complexity. To know why people analytics is not as hard as you think, read Sarah Johnson’s article, People Analytics In The Real World.
Businesses already have the data they need to become ‘People Companies.’ Ones that treat their people as their most valuable asset and understand that business success depends on workforce success. They just need to add technology that can turn all that information into usable insights, says Gerhard Hartman in his article, HR Tech Can Help Your Business Become A ‘People Company.
That is not all! We also bring you several other informative articles on the importance of HR data in this edition of HR Strategy & Planning Excellence.
We hope you enjoy reading the articles and get the insights to make the right decisions to build a high-performing workforce.
Business transformation involves many moving parts, and it requires an integrated approach that includes people, processes, systems and technology. HR.com partnered with Lee Hecht Harrison to survey 1,228 HR professionals from over 20 countries to better understand the “people” part of the equation. To learn more about the survey on Global Workforce Transformation and to get strategic insights and key takeaways, read the special supplement included in this edition.
Data is a gold mine that can help the intelligent enterprise drive growth. Yet, while organizations continue to collect, store and analyze data, its real potential remains largely untapped. In large part, this is because many companies struggle to fully utilize the capabilities of their entire workforces, many of whom are not equipped with the skills to drive true value from the data that surrounds them. How training employees to use data in their roles can help meet business goals? Read Jordan Morrow’s article, Assessing The Human Impact Of Data Literacy.
Despite a high level of interest in implementing people analytics practices, the cost of entry seems very steep indeed. HR teams see the value of analytics, but are perhaps intimidated by the perceived complexity. To know why people analytics is not as hard as you think, read Sarah Johnson’s article, People Analytics In The Real World.
Businesses already have the data they need to become ‘People Companies.’ Ones that treat their people as their most valuable asset and understand that business success depends on workforce success. They just need to add technology that can turn all that information into usable insights, says Gerhard Hartman in his article, HR Tech Can Help Your Business Become A ‘People Company.
That is not all! We also bring you several other informative articles on the importance of HR data in this edition of HR Strategy & Planning Excellence.
We hope you enjoy reading the articles and get the insights to make the right decisions to build a high-performing workforce.
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