Leading companies use talent analytics to support a data-driven decision-making culture. Compare multiple dimensions of talent data and organizational data to see the impact talent solutions have on the organization. Understand how to collect meaningful information, drill down into critical data, and summarize findings to support your next talent decisions.
Recommended People Analytics Resources
Leverage data and people analytics to optimize talent management practices
Become a true strategic partner by learning to effectively navigate the world of data and analytics and connect talent management initiatives to bottom-line business impact.Learn More
Learn More about People Analytics with our Top Resources
Kristen Leverone, Senior Vice President, Global Talent Development Practice Leader, Lee Hecht Harrison
As multinational organizations adapt to global market needs, pressures are mounting for a new hyper- efficient ...
Kristy Sidlar, Executive Director, Allegis Group Services
2012 was a year of tumultuous change. The global economy started to recover, only to be upset by continued high unemployment and uneven growth in emerging ...
Nancy Gates, Manager, Global Talent Acquisition, Caterpillar Inc.
Caterpillar is an 87-year-old company with an iconic brand. Known for its large yellow earthmoving equipment and engines, career opportunities available at ...
With an increasingly competitive global market, firms must compete in an ever changing environment with a talent gap projected to worsen as time passes. Distinguishing a company from its rivals with a superior employer brand, stronger engagement of the workforce, or better customer relations can drive success, but which path should the business take? Michael Ehret, Vice President of Leadership, Development and Learning at Johnson & Johnson, shared his firm’s new Leadership Model today at the 2013 HCI Global Talent Management Summit.
The question isn't at what age I want to retire, it's at what income. George Foreman
The market has been hearing stories about the coming retirement boom for years now. Many boomers have been holding off their retirement due to the global recession brought on by a liquidity crisis and the bursting of the U.S housing bubble. The recession wiped out large portions of many boomers’ retirement investments and created an incentive for boomers to stay in the job market longer than originally planned. Now that the economy is seeing continued growth in the finance sector, the housing market, and increased hiring, boomers are starting to extricate themselves as soon as finances permit.
Henry Chesbrough is generally credited with coining the term open innovation from his book Open Innovation: The New Imperative for Creating and Profiting from Technology. Open innovation differed from the previous method of closed innovation where individual firms manage their own in-house R&D departments. Open innovation seeks to use the results of the market at large finding new purposes and more effective applications of current technologies creating both spin ons and spin offs.
LinkedIn recently released the results of a survey detailing some of the top trends in Talent Acquisition for 2013 and comparing how those statistics vary between the United States and the rest of the globe. Exploring some of the key takeaways, we see an increased focus on developing the employer brand, social networks playing multiple roles in the process, and more firms seeking passive candidates.
Dan Schawbel has spoken at leading organizations and institutions such as Google, NBC Universal, Harvard Business School, MIT and Time Warner (to name just a few) and it is easy to see why Dan was named to the Forbes Magazine 30 Under 30 List in ...Read more
Enroll Now: Analytics for Talent Management Certification Program
HCI’s Analytics for Talent Management course addresses the most common challenge faced by HR leaders when it comes to data and analytics—HR departments lack the skillsets necessary to truly leverage data to make decisions. This 2-day interactive training will arm you with the terminology, skills and knowledge necessary to turn data into a compelling narrative and handle common objections to HR data findings.