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)!
Numbers don´t lie: learning from football
In this post, Jeremy Wilson, Deputy Football Correspondent, explains, why [...]
Workforce Analytics on the move
A few days ago I talked to Mike West. Mike [...]
Does HR get analytics?
Excerpt from the blog post "The human problem in HR" DD, written by Den Howlett on October 20, 2014: