In 2009, Infohrm (now SuccessFactors Workforce Analytics and Planning) published a survey entitled “Workforce Analytics: Creating a Discipline of Data-Driven Decisions”. The study found that, of the 200+ participants, only 4% of organizations said that line managers view workforce analytics of “high importance.”
No definitive root cause of this lack of interest was identified, but potential reasons included the limited availability of integrated data (talent, financial, operational) and the lack of a clear process for delivering analytics at the point of decisions.
More recently, a CIO.com article, HR Departments Invaded by Data Scientists, opens …
Everything seems connected to the internet. From cars and mobile phones to the fridge and the lawn mower. The future of machine-to-machine technology seems inevitable as people demand smarter applications to fulfill their ever-growing hunger for new information and their desire to do things quicker and better.
In 2013, mobile devices outnumbered the human population, and some estimates predict that 24 billion devices will be connected to the internet by the end of 2020. This trend impacts the way we do business in all levels of an organization.
How Will that Change the HR Domain?
Maximizing human resource (HR) utilization …
There are many presentations and discussions about how analytics and “Big Data” can improve decision making—a simple Google search on the terms returns close to 8 million results. Organizations find their workforce analytics especially challenging as human resources (HR) departments attempt to grow beyond creating reports for the sake of reporting. When you think about it, on any given day, HR gets many questions about your workforce that data could address or improve. But which do you try to answer?
Sales, marketing, and finance have leveraged analytics successfully as part of their toolkit for some …
By now, most HR organizations underline the importance of HR analytics. They understand that it helps them retain their employees, which saves money in recruitment. And they’re aware that insight into training effectiveness improves the training offering and results in better performing employees.
Nevertheless, most HR departments I talk to struggle.
What Do HR Departments Need from HR Analytics?
These are the concerns I hear most frequently:
HR software implementation is dropped from the budget when a project goes overtime and over budget. Appropriate business intelligence tools aren’t used for HR purposes because its needs are lower in priority than …
Over the last few decades, companies have made huge investments in HR analytics on traditional databases. With the upcoming in-memory technology, a lot of customers have been asking me about what the future holds for their investment.
In this post, I will address some of these concerns and focus on the new opportunities we have for HR analytics.
Before we deep dive into HR analytics, let’s first focus on what in-memory computing really is. This new in-memory technology is more powerful (up to hundreds of times faster) than anything we’ve seen before and has three main features that …