Organizations have a wealth of data at their disposal: financial data, customer data, transaction data, process data, personnel data, etc. – some are structured, some are unstructured.
With regard to personal data, DIN ISO 30414 forms an important basis for gaining transparency about the workforce along uniform definitions and metrics, possibly in conjunction with benchmarks.
By means of several degrees of maturity, a so-called “analytics continuum” emerges: from observation (descriptive), via signaling (proactive, anticipatory), to action (prescriptive, cognitive)!
Predictive analytics: basis for decision-making
Many organizations are realizing that traditional HR reporting is no [...]
Workforce Planning & Skills in the AI Era
The rapid growth of artificial intelligence is changing how work [...]
Steering with Few HR KPIs (2)
In Part 1 of this series, it was shown that [...]