Time-to-productivity is a good HR metric for understanding how your new hires are performing in the workplace. It can be an indicator of how effective key programs such as retainment really are.
Both data mining and data farming can be beneficial tools, but with caution. Both can raise serious data privacy and ethical concerns.
Tracking and managing employee concerns for investigations is still a very manual process. Finding the right HRM system to help can make a difference. Employee Cycle’s dashboard helps to optimize that process.
Data aggregation is an essential tool for any HR analyst looking to create metrics and analytics to find the story in their workforce data. Data aggregation helps with visualization which tells the big story.
The demands on HR are shifting from service-focused to a strategic business partner. Knowing your HR analytics maturity will help HR become high-impact within the organization.
Long employee tenures are no longer the norm within today’s offices. We don’t expect employees to stay with organizations for
Inclusion is the key to diversity. But, overlooking intersectionality can be the padlock that holds back D&I solutions from being effective and meaningful. Companies need to pay attention to intersectionality.
Why data periodic data cleansing is important to make sure that data being collected are accurate and not compromised by mistakes.
There are many reasons why candidates turn down job offers, especially in today’s labor market. The acceptance rate is a good HR metric to review to identify issues and offer clues for improvement.
Learning and development (L&D) is another aspect of HR being impacted by ever-advancing technology such as gamification but it must be properly integrated into company culture to have an impact.
Employee engagement should be an ongoing initiative, ingrained in organizational culture. Holding springtime activities can help employee wellbeing.
Talent acquisition and recruitment take different paths to achieve workforce goals. It’s important to know the difference to support org strategies. Discover how HR Metrics can be used to support both paths.