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)!
Executing an HR Analytics Initiative
Following the seminar "Human Capital Analytics for the C-level" and the conventions for the same topic we, STRIMgroup AG, organize half-day workshops
Top 10 HR Investment Areas 2013/2014
Few weeks ago Marc Coleman - HR Tech Europe - has carefully drilled down into the Key HR Investment Areas in Europe:
European HR Investment #1: Talent Management