Organizations are struggling in their people analytics capabilities. The top barriers to talent analytics are: lack of staff, lack of resources, poor training, the time to implement, and access to data. The rise in demand for these skills is dramatically increasing, which highlights the importance of big data for HR. Since 2013, the demand for HR professionals with people analytics skills has increased 41% across all HR jobs appearing online.
The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”. With this research study and associated webcast, we understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.
Registrants will receive a copy of the research report.
Using human capital data to effectively influence business decisions is a major challenge for many HR professionals. In this Executive Interview, Mark Berry, Vice President of People Insights at ConAgra Foods, explains how HR can effectively ...
Based on original research done in collaboration between Oracle HCM and HCI, we unveil new findings that explore how critical collaboration, analytic insights and mobile technology support a talent-centric work environment.