Trends and Outliers
TIBCO Spotfire's Business Intelligence Blog
Category Archives: Talent Analytics
2012
7 Questions to Answer to Better Manage Your People
Given the relentless pressure most businesses are under to grow, aligning the workforce with the goals of the organization is more important than ever.
Yet, more often than not, human resources has not evolved to become a strategic partner to the business. Often, company leaders question why their organizations even have HR departments, argues J. Craig Mundy, vice president of HR and communications for the Climate Solutions sector of Ingersoll Rand.
In this Harvard Business Review post, he urges companies to stop simply managing talent and instead use talent solutions to manage talent as a portfolio of investments, some of which will pay much higher returns than others.
As the World Economic Forum points out, in today’s global business environment talent is now the most scarce commodity on the planet. However, only 6% of worldwide HR teams feel they’re experts on the use of analytics in talent management today, notes Josh Bersin, CEO and president of research and consulting firm, Bersin & Associates. Only 20% believe that the data they capture now is highly credible and reliable for decision making in their own organizations, he adds.
Continue reading »
Filed under: Advanced Analytics, Big Data, HR Analytics, Talent Analytics
2012
Analytics Gets the Job Done the ‘Bright’ Way
There’s a new job board in town and it’s using data science to better connect people looking for jobs with the right jobs.
Bright.com offers a data-driven approach to job searching that combines machine learning, data science, and the largest resume study in history to create the Bright Score, a tool the company says is the recruiting equivalent of the “world’s first rocket: fast, sleek, and a shock to an industry that’s been mired in antiquated technology.”
Using data analytics, Bright takes the “search” out of job searching by matching potential employees with employers.
Continue reading »
Filed under: Data Analytics, Data Scientist, Talent Analytics
2012
Tips for Developing a Super HR Analytics Team
The growth of business intelligence (BI) over the last few years has propelled management in all facets of sales and marketing to realize the value that can be gained from the proper collection and analysis of data.
Research indicates that top notch HR analytics teams can help organizations cut costs, identify opportunities for improvement and achieve higher and quicker returns on investments. Metrics derived from the business intelligence process help organizations understand customers as well as competitors, and are generally used to affect the bottom line.
Traditionally, the human resources department has not been viewed as part of a revenue center and the use of analytics has been extremely limited. That’s because, typically, the HR department simply generates reports without providing insight or understanding. In other words, the reports are devoid of measurements, predictive models, scorecards, benchmark comparisons and key performance indicators (KPIs).
2012
The Rise of Workforce Analytics
A growing number of human resources (HR) teams are using workforce analytics to help with workforce charting, workforce/skills optimization, succession planning and other aspects of talent management.
And while the use of workforce analytics is still early stage for many companies, the use of these tools will become even more strategic going forward as the global economy continues to gain strength and companies find themselves at war for people with different types of skills.
For instance, a recent study conducted by Harris Interactive on behalf of Human Resource Services Inc. finds that workforce analytics will be used to a greater degree to assist with workforce performance and to support strategic workforce planning, including succession planning efforts.
Continue reading »
2011
The Future of Hiring and Keeping “Data Geeks” is Talent Analytics
This month the blogging team scribed a series of blog posts about “data geek” career opportunities and hiring challenges. The “data geek” term and skill set were introduced to us by TEC’s BI research analyst, Jorge Garcia (@jgptec) in the series’ first post.
We continue this popular series with a post on how top companies are using analytics to hire and keep their best performers (especially their “data geeks”) to gain a competitive advantage.
Filed under: Data Analytics Careers, Talent Analytics
Recent Comments