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)!
Workforce Planning – short-term, short-sighted?
The results from the latest HAUFE study on workforce planning [...]
Is HR succeeding in the balancing act? (2/2)
In my opinion, the balancing act in HR already addressed [...]
Is HR succeeding in the balancing act? (1/2)
According to Gartner, 47 percent of HR managers are currently [...]