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)!
Strategy and HCM at ABN AMRO Bank
Two days ago I published the blogpost “HR Analytics – [...]
Essential Challenges in Workforce Analytics
The People Analytics World 2017 in London is only a [...]
Important Foundations for Workforce Analytics
In a 3-episode series I wrote last year about the [...]