Define and build a big data strategy that focuses on WF performance
Get value out the data you already have and identify new data to capture
Do’s and don’ts for launching a data-driven WF optimization initiative
Learn about predictive analytics and how it can drive business change
Translate big data findings into business insights that allow you to forecast real measurable ROI outcomes
You may not know it, but your company is already a big data company. Most companies sit on a wealth of workforce data – 16 million data points on average for a Fortune 500 company, much of that stored in HR systems. Yet only a very small percentage (4%) of companies have figured out how to harness that data to manage and predict workforce performance.
When applied to the workforce, the principles of Big Data, Workforce Science and Predictive Analytics can help companies understand drivers of worker performance in ways only dreamed about before. Most companies already know how well workers are performing, but with Big Data, companies can also know why they are performing at that level, and how they can improve it.
Companies already applying big data and predictive analytics to HR are reaping rewards. Deloitte reports that HR teams are four times more likely to be respected by their business counterparts for their data-driven decision-making.
The conversation about how and when HR professionals can get a "seat at the table" has been occurring for decades, but a lesser discussed topic is what happens once HR finally does get to pull up a chair next to the C-suite.
Thought leaders often talk about HR's potential to support business strategy and enable leaders to make better decisions about people. NCR is one of the few organizations that actually does this consistently and effectively. Based on ...