What knowledge, skills and abilities are needed to properly equip a workforce insights team
How a workforce planning function can thrive amid fluctuating internal talent pools
Why organizations that neglect to examine their mix of talent will find themselves treading water
As the demand for on-demand, agile talent to execute business strategy increases so too does the importance of workforce planning. Organizations that use analytics and strategic workforce planning to sustain their talent pipeline with a mix of employees and freelance workers are finding themselves a step ahead of their competitors in their ability to meet the ebbs and flows of business demands.
Recent HCI research on Insightful HR reported that most organizations are just starting to establish processes based on talent analytics. Organizations that build the capability and allocate resources to talent analytics are better able to identify the business units and job families that are best suited for a blended workforce and can inform the talent acquisition practices that affect those segments to employ a more agile workforce.
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.