Data and Analytics

An HCI Topic

Leading companies use talent analytics to support a data-driven decision-making culture. You can compare multiple dimensions of talent data and organizational data to see the impact that changes have on the rest of the company. Understand how to collect meaningful information, drill down into critical data, and summarize findings to support your next talent decisions.

Featured in Data and Analytics:


6 Steps to Achieving Sustainable Organizational Change

Blog | Author: Michelle Kozin, Vice President of Learning and Communications, PI Worldwide | Source: HCI | Published: July 14, 2014

Despite the abundance of studies, resources and trainings around change management initiatives, research shows 70% of all major change efforts in organizations fail. Why? While the processes for making an organizational change are relatively sound, companies often neglect the most critical factor in the change equation: people.

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White Paper

Taking Measure of Talent

White Paper | Source: Harvard Business Review | Published: July 11, 2014
IN TODAY’S KNOWLEDGE ECONOMY, an organization’s workforce is its most important asset as well as one of its greatest investments. The management of human capital — the sum of a workforce’s skill, knowledge and ... Read more

People Analytics

Webcast | Presented By: Ben Waber | Webcast Aired: July 9, 2014
Despite the fact that communication with customers and information flow between coworkers are among the most crucial aspects of any business, until today there hasn't been any objective, scalable way to capture that information. Using cutting ... Read more

Disruption First, M&A Second.

Blog | Author: Daniel Fogel | Source: HCI | Published: June 30, 2014

“We are now solidly in an era of mergers, acquisitions and other financial activity in the boring, steady industry of book publishing.” Jeremy Greenfield states in a recent article for Forbes.  “As the way people consume media changes, book publishers are realizing they are content creation and rights management companies and not just book publishers. Many of them are now playing in the app market, educational technology market and other areas they likely wouldn’t have dreamed of a decade ago.”

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One Size Does Not Fit All

Blog | Author: Tracey Smith | Source: HCI | Published: June 24, 2014

As some of you may know, my approach to solving HR problems is customized. I do not guide customers into standardized templates and software. When I attend conferences, I am almost always asked which software I selected for an analytics or workforce planning solution when I led the effort for a global Fortune 100 company. My answer is, “none.” I thought I would take this opportunity to provide some insight into my reasoning.

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Can You Afford to Make a Bad Hire?

Blog | Author: Michelle Kozin, Vice President of Learning and Communications, PI Worldwide | Source: HCI | Published: June 23, 2014

Bad hires are not only damaging to morale and disruptive to the work environment, but they’re also costly. The U.S. Department of Labor has estimated that the average cost of a poor hiring decision can equal 30% of that hire’s first year earnings. In addition, employers spend an average of $7,000 to replace a salaried employee, $10,000 to replace a mid-level employee, and $40,000 to replace a senior executive. And in the case of bad hires for sales positions, there’s the additional cost of lost revenue potential. 

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