How to overcome the hurdles and avoid traps on the path to data-driven HR
Why combining workforce data with business data is the key to becoming strategic
Examples of quick wins you can make with workforce intelligence
Creating a strategic, fact-based HR practice is the objective of every effective HR leader. However, achieving that goal can sometimes seem insurmountable, with traditional business intelligence and data warehouse projects often taking years before they start producing even meager results. But with the right approach, the truth is that you can lay the foundation for a data-driven HR function in a relatively short time if you follow some key workforce intelligence best practices.
Join us and discover how you can apply data-driven thinking to specific workforce areas and capture the attention of both business leaders and the entire HR team.
Many large companies have made headlines for doing away with a traditional ranking-based performance management system. In this podcast, John Boudreau discusses trends in performance management, explores some of the pitfalls of performance ...
It can feel like preparing for a trip up Mount Everest.
Along with gaining buy-in from people at all levels, turning your HR function into a well-oiled fact-based decision-making machine will require you to attain both some new hard and soft skills.
And yet, research supports that it is well worth the effort. In recent years it has become common knowledge that proactively using data to make fact-based decisions is key: “Our experience has found that data-driven, analytical HR departments are more likely to play a strategic role in their organizations, and the survey data supports this,” states a recent Boston Consulting Group report on HR excellence.