Talent decisions have long been shaped by proxies. The institution on a CV. The marks on a transcript. The brand…
Browsing: HR analytics
Every company declares that retaining talent is a strategic priority. Annual reports emphasise culture and engagement. Leadership speaks of ‘people…
Express logistics operates at brutal velocity. Precision matters, speed is non-negotiable, and reliability shapes customer trust. Behind every package delivered…
Capgemini has elevated Tarunpreet Singh Pahwa to senior director – global strategic deals, talent solutions and HR analytics. He has…
Have priorities changed for human resources leaders in the past year? Sure they have. While focus areas of the HR…
peopleIX, an advanced people analytics plaltform has managed to raise funds to the tune of €2.3 million, to build a…
The HR technology landscape has transformed from a modest clearing into a dense jungle. Once a realm of basic systems…
HR analytics plays a crucial role in today’s corporate world, allowing organisations to better understand intricate details on employee behaviour…
TeamLease Services’ latest report, ‘HR Tech: empowering people and enterprises’ analyses the investment made by companies in the adoption of…
With the growing need and demand for high-performing talent, HR leaders now turn to analytics to answer critical questions around workforce planning.
Most companies were left playing catch-up with tech disruptions, a workforce with different needs, customised people actions and the move from talent management to people management. So, the scope for these trends, and more, to come into their own in 2017 is immense.
HR Analytics is the most challenging among different types of analytics as it involves both the hard and the soft data points.
Digitisation has emerged as a key disruptor and game-changer, with enterprises leveraging the integration of big data, cloud computing and mobile, and smart technology becoming a key business priority.
New technologies, data analytics and social networks are expected to have a deeper impact on how people communicate, collaborate and work. Are organisations prepared for the new workplace?
It is developing an engaged, agile and flexible workforce by making use of data to obtain valuable insights on the employees.