Workforce Analytics

Big Data jobs

It has been highly chronicled that the Big Data talent shortage is turning into a storm of epic proportions; the number of Big Data Analytics positions is expected to reach 4 million globally by 2015. So will H1-B visa holders be the solution to the Big Data talent shortage? Yes, if a few things happen.[read more]

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I read a lot these days about how companies should pay more attention to contact center agent or customer service representative satisfaction, as it can have an impact on customer experience and meeting key customer-related metrics. Here's what companies need to consider.[read more]

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It’s becoming clear that HR software and services companies have a big “big data” problem. Big data may be the “in” thing, but many HR businesses are struggling to successfully position themselves as big data providers. The problem has three parts: scope, readiness and interest.[read more]

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The benefits of data analysis have become well-documented. What used to be primarily an IT-driven interest has extended into the realm of marketing, sales teams and C-level executives. But there is another department that should be just as mindful of data analytics: human resources.[read more]

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Everyone in business (from CXOs to entry-level employees) must realize the vast potential of the Big Data opportunity. New ways of thinking and addressing problems have arrived; they’re not just for early adopters. Start asking yourselves what we know, what we don’t, and how we can bridge that gap.[read more]

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I am often asked which industries offer the best potential for application of a Big Data solution. Here is an excellent visualization on opportunities for Big Data across several industries prepared by Brett Sheppard based on Gartner Intelligence.[read more]

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Big data has upended the old hiring tactics. Using a combination of data analysis and personality tests, companies are finding new places to recruit qualified candidates. Big data gives companies context on individuals that goes beyond a background check.[read more]

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Visier released on Thursday a 2013 Survey of Employers: “The State of Workforce Analytics and Planning: Practices, Preferences & Plans,” indicating that workforce analytics and workforce planning remain critical topics in many organizations.[read more]

One of the most serious but mostly overlooked issues is that desktop spreadsheets are error-prone. One-third of our research participants say that errors in data occur in the spreadsheets they use for their most important process, and a quarter say there are errors in formulas.[read more]

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Last month in New York we completed the fourth and final event in the Big Analytics 2012 roadshow. This series of events shared ideas on practical ways to address the big data challenge in organizations and change the conversation from “technology” to “business value.”[read more]

"This year I would like to do something different and address trends in the business analytics industry that, in my opinion, will affect all industries in the next 1-3 years. The purpose of these predictions is to provide some guidance so that the companies we represent today make informed decisions in the area of analytics that could affect their profitability and revenues in the future:"[read more]

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Human capital is the cornerstone of a successful business, yet human capital is currently one of the least measured and analyzed investments for organizations today, even though according to a survey conducted by the Society of Human Resource Management (SHRM), the total cost of a workforce represents nearly 70% of the operating expenses for Fortune 500 companies.[read more]

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Small businesses may lack an HR department, but they must have human capital management applications and processes that can operate with no or little administrative support. When it comes to helping organizations recruit, engage and retain talent,[read more]

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Using maturity scales is a handy way for executives and managers to size up where they lie on a continuum of capabilities and an easy way to define the steps necessary for improvement. Maturity assessments have the advantage of being straightforward, but there’s the danger that they can be overly simplistic.[read more]

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In the past several years technology for human resources – now more often called human capital management – has transformed from administrative software to applications anyone in the workforce can use to access information about their company, job, goals, performance, pay, benefits and even what they can do to advance in the organization[read more]