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)!
HR reporting – get the basics right
HR reporting involves the collection and analysis of HR data [...]
Flexibility affects competency strategy
Strategic workforce planning still took place in a largely stability-oriented [...]
People Analytics: Strategy tops HR
The more CHROs focus on the customer journey relevant to [...]