For decades, industries and companies around the world have known talent can serve as one of the best competitive advantages. It is also clear identifying the right talent for your business is vital because not everyone is going to be a perfect fit.
Financial services companies are struggling to attract young talent and to engage their existing employees. However, transforming the employee experience by investing in workforce analytics is not as complex and expensive as perceived. Those that make the investment will gain an edge as they compete for the best talent and seek to sharpen workforce performance.
Organizations can leverage predictive analytics, artificial intelligence (AI) and the cheap computing power of the cloud to analyze and act on HR data and other data sources such social media. They can use their data to build a rich, digital representation of each employee—then use this to drive better performance and hyper-personalized experiences at the moments that matter in the employee journey.
This PoV shows how FS Organizations can use their data to build a rich, digital representation of each employee - then use HR analytics tools to drive better, hyper-personalized experiences at the moments that matter in the employee journey.
For decades, industries and companies around the world have known talent can serve as one of the best competitive advantages. It is also clear identifying the right talent for your business is vital because not everyone is going to be a perfect fit.
Financial services companies are struggling to attract young talent and to engage their existing employees. However, transforming the employee experience by investing in workforce analytics is not as complex and expensive as perceived. Those that make the investment will gain an edge as they compete for the best talent and seek to sharpen workforce performance.
Organizations can leverage predictive analytics, artificial intelligence (AI) and the cheap computing power of the cloud to analyze and act on HR data and other data sources such social media. They can use their data to build a rich, digital representation of each employee—then use this to drive better performance and hyper-personalized experiences at the moments that matter in the employee journey.
This PoV shows how FS Organizations can use their data to build a rich, digital representation of each employee - then use HR analytics tools to drive better, hyper-personalized experiences at the moments that matter in the employee journey.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
Book Preview, Organization Horsepower: Thinking Like a Motorcycle Racing TeamHarrison Withers
Business can be abstract and detached. By comparison, motorcycle racing is primal and visceral, and has an unmistakable goal.
Harrison Withers, expert talent development consultant and amateur motorcycle racer, has cleverly brought those two worlds together, finding unique parallels between concepts of business and those of motorcycle racing. He views the relationship between the two through the lens of technology, people, and performance. It all starts with the motivation to engage why business practitioners and racers alike not only accept the risk, but embrace and ultimately love it.
Analogies abound between business and racing: Where people fit on the team, how performance is measured, how it is improved, and how to put predictive models into practice; competitive class structures, organizational design, the role of simulation in testing and practice, and race-day execution.
Harrison's thoughts bring to light some connections we've never thought of before and in so doing given us a fresh perspective on business. Book foreword by Erik Buell, motorcycling legend and managing member of Erik Buell Racing.
Ibm smarter workforce Unlock the people equation using workforce analytics to...Pauline Mura
Enabling the workforce to drive the business
IBM Talent and Change services and Smarter Workforce
solutions combine market-leading talent management
and social collaboration tools with the power of workforce
science and advanced analytics. They enable
organizations to attract, engage and grow topperforming
talent, create an engaging social and
collaborative culture, and connect the right people to get
work done. We help organizations build an impassioned
and engaged workforce and deeper client relationships
leading to measurable business outcomes.
Workforce Insight And Change Making Comms V4 AaAladam
These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Imagine, if you will, your company without an HR function. Now suppose you're asked to set up HR: What would you do? Would you create something similar or radically different? Would you create it at all?
France , China and the Berne Convention Kushal Sarkar
This is a presentation that I made for the Seminar on the Berne convention regarding the French and Chinese approaches to the Berne convention . If France loves it and makes its own laws to bring it into existence , China cant stand it and render it self executing in a smart and admirable way .
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
Book Preview, Organization Horsepower: Thinking Like a Motorcycle Racing TeamHarrison Withers
Business can be abstract and detached. By comparison, motorcycle racing is primal and visceral, and has an unmistakable goal.
Harrison Withers, expert talent development consultant and amateur motorcycle racer, has cleverly brought those two worlds together, finding unique parallels between concepts of business and those of motorcycle racing. He views the relationship between the two through the lens of technology, people, and performance. It all starts with the motivation to engage why business practitioners and racers alike not only accept the risk, but embrace and ultimately love it.
Analogies abound between business and racing: Where people fit on the team, how performance is measured, how it is improved, and how to put predictive models into practice; competitive class structures, organizational design, the role of simulation in testing and practice, and race-day execution.
Harrison's thoughts bring to light some connections we've never thought of before and in so doing given us a fresh perspective on business. Book foreword by Erik Buell, motorcycling legend and managing member of Erik Buell Racing.
Ibm smarter workforce Unlock the people equation using workforce analytics to...Pauline Mura
Enabling the workforce to drive the business
IBM Talent and Change services and Smarter Workforce
solutions combine market-leading talent management
and social collaboration tools with the power of workforce
science and advanced analytics. They enable
organizations to attract, engage and grow topperforming
talent, create an engaging social and
collaborative culture, and connect the right people to get
work done. We help organizations build an impassioned
and engaged workforce and deeper client relationships
leading to measurable business outcomes.
Workforce Insight And Change Making Comms V4 AaAladam
These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Imagine, if you will, your company without an HR function. Now suppose you're asked to set up HR: What would you do? Would you create something similar or radically different? Would you create it at all?
France , China and the Berne Convention Kushal Sarkar
This is a presentation that I made for the Seminar on the Berne convention regarding the French and Chinese approaches to the Berne convention . If France loves it and makes its own laws to bring it into existence , China cant stand it and render it self executing in a smart and admirable way .
Unlocking people data possibilities can shape your
strategy and help you make more informed decisions in your organization. Gut feel is good but data-driven is better.
58 Quotes, Facts, Benchmarks, and Best Practices on People and AnalyticsHarrison Withers
For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
PoliteMail Software surveyed global internal communications professionals to learn more about their challenges and tools they use to measure results of employee engagement.
Marcus Baker: People Analytics at Scale
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
As transformation continues, so does the type of employee companies need to hire. Change, technology being agile and nimble ensure companies can be competitive.
the revitalization of the consumer to consumer economy via the share economy. Uber, BitCoin, AirbnB, etc. have enabled people to connect with consumers to buy and sell products and services.
Some information on how to use metrics to build out your business case to participate on social media.
This document will provide some insight into what specific things your company can do to build and maintain an online presence.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
1. Are you using Data to Drive Your HR Strategy?
2014 is shaping up to be a year that will disrupt the way traditional HR functions operate. As technology, social media
and data continue to become interwoven into the fabric of the workplace, HR must start to think and act like business
functions by using data and insights to drive their strategy.
Not that long ago, thought leaders called upon companies to treat HR as a strategic partner alongside the CEO, CFO,
CIO, etc. to bring insight to human capital within the organization. HR, like business functions will need to rely on
data, trending and analysis to assess and shape new initiatives. Over the
last few years, business functions (marketing, sales, legal,
communications, products, operations, compliance; just to name a few)
have expanded their data sources to include social media insights,
internet analytics , search and traffic patterns. That coupled with
“listening” to what people are saying about the company on social
platforms provides key information on developing and/or tweaking
strategies. This data is also extremely useful for HR to gage satisfaction,
employee insights and dissatisfaction.
You may wonder how HR can use data for strategy when most of the data is based on operational transactions. To
that I say, follow the lead of the business. HR can use a combination of operational, internet and social media metrics
to analyze recruitment volume, sourcing effectiveness, candidate experience, retention and brand impact.
Here are a few ideas on how you can put data to work to help build your strategy:
1. Recruitment (Talent Sourcing)- Building your workforce is critical to achieving the organizations’
goals
Measures Data Sources Strategy
Source of Application,
Source of Hire, Cost of
Sourcing Channels
RMS/ATS What channels have proven to be most effective for hires? Are there any
shifts or trends that are emerging quarter over quarter or year over year?
Invest your sourcing dollars wisely. Analyze data over time so you can see
what sources are yielding and providing good ROI. Your data will guide
you to make sound, informed decisions.
Recruiter capacity RMS/ATS Do you have enough people to execute the work? Analyze recruiter
capacity against volume and complexity. Be prepared to dig deeper to
speak to efficiency of work. Recruiter capacity impacts both service levels
and the quality of output they can provide in a realistic timeframe.
2. 2. Talent Sourcing Interactions- impacts brand and consumer opinions about the organization
Measure Sources Strategy
Candidate experience Glassdoor, Indeed,
Facebook, Twitter,
etc.
As social recruitment becomes more dominant, candidate experience is
playing a more critical role impacting attraction. Like it or not candidates
feedback about their employers are becoming more prevalent and visible
online, whether the employer has a social media presence or not. It’s
important to understand and assess chatter as more candidates rely on
authentic feedback to make employment and product decisions about
the organization. Organizations that embrace feedback and make
improvements not only impact talent sourcing, but may also impact
bottom line sales.
Manager experience,
Recruiter Performance
Survey How do businesses know if their products or services add value?
Feedback about the service and its value is critical to fostering good
working relations to achieve the organizations goals. Use manager
feedback to fine tune your service offering. Identify areas for
improvement and acknowledge and reward great service.
3. Talent Management - retention is critical to building and sustaining human capital in the organization
Measure Sources Strategy
Retention ERP, Performance
Tools, Exit Interviews,
LinkedIn
Why are employees leaving your organization? Where are they going?
Are certain departments or job functions prone to lower retention than
others? Analyzing data will provide insight on which companies are
attracting your talent and what jobs they are moving into. Social media
has made it easy to get that information. Channels like LinkedIn can run
talent analytics on employee changes (coming and going) to help you
understand your competition.
Employee experience Glassdoor, Indeed,
Facebook, Twitter,
etc; Engagement
Survey, Internal
The ability to solicit feedback from employees has never been easier for
HR Functions. With internal and external social media and collaboration
tools available it’s quick and simple to get a sense of what’s working and
what isn’t. Canned annual engagement surveys may feel like a corporate
exercise rather than an employee centric forum to voice opinions or
3. Crowdsourcing ideas. Happy and engaged employees are more likely to stay and move
within your organization than those who feel they have no voice.
I hope these few examples get you excited about the possibilities that are at your fingertips. Be cognizant that your
metrics should be meaningful and actionable. Use your data to drive strategy, not to file in your metrics folder!
I would love to hear about some metrics your company has used to help drive your strategy. Tweet me
@annzaliebarrett
Ann Barrett
Director, eRecruitment & Social Media Strategy