When we are sick, we listen to our bodies telling us we need help from a doctor, dentist or medication. When we need help with money, we go to the bank (or bank of dad/mom). When we need help at work, we should be listening to the people around us for inspiration, assistance or just nice thoughts.
In recent years companies have ramped up their Information Security resources. While this is good, having an Information Security department can lull others in organizations into a false sense of security, thinking someone else has it handled.
We are entering into a period of time where people are voluntarily leaving their jobs at rates not seen in years. What can be done?
“What metrics should I include in my rollout?” This is one of the most common questions we hear from people building their people analytics content.
There are very few analyses that HR can help generate that add more value and purpose to an organization in 2021 than good diversity, equity and inclusion metrics. So how do you make DE&I data driven?
Let’s say your organization has bought into the idea of building a people analytics capability. Great! First step is to start shopping for tools right? That was my thinking as well. Full disclosure…I’ve spent most of my career working for software companies that build and sell analytics tools.
What makes a good Analyst? Analyst is a very broad term used differently in every organization and job. But when you think of an Analyst what are the key attributes you think of? So often job descriptions and hiring managers focus only on technical skills. The ability to write kick-ass queries and wrangle data like nobody’s business.
Employee Experience (EX), it’s one of the latest buzzwords in the employee culture, engagement, and wellbeing space. EX has been credited with everything from improving shareholder value to increasing business revenue, while reducing employee turnover, and customer churn. But how does this value get quantified for business executives using metrics they appreciate?
One of the biggest challenges with any project is figuring out what steps to take to get started. If you know you need or want a people analytics capability you may already be sold on the value, but what should you focus on first? How do you build out your plan and who do you get involved? Often good ideas never get off the ground due to the overwhelming nature of the first few steps. We are here to help you out!
Big data gets a lot of attention and is a game-changer for many use cases. Big data is not really a classification of data, but is about tools and techniques used to deal with data that is high volume, is generated at a high velocity, or has a high variety in its structure.