OUR BLOGS

28 Mar
2017

6 Top HR Analytics Trends Every Business Should Know About

“People are our most important asset”. Many businesses understand how true this is. But do they also know how changes in HR analytics are now helping them to better capitalize on that asset? Yesterday’s HR analytics was typically about technical jargon and cumbersome systems crunching historical data. Often seen as HR’s pet project with limited business relevance and high expense, funding could be hard to come by. Six major trends in HR analytics are now fundamentally changing this situation – for the better, of course.

28 Mar
2017

5 Ways Companies are Using HR Analytics for Better Business

While some companies still only count employee days of absence, others are now using HR analytics to help achieve key business goals. Beyond workforce attendance records, beyond isolated measures of employee attitude and behavior, forward-looking organizations are connecting causal human resources data with the effects on their bottom line.

3 Feb
2017

What should you know about HR Analytics

It sounds obvious, but too many eager HR analysts still miss the point. If there is one criterion by which the success of human resources analytics is judged, it is the degree to which they directly contribute to overall business results. Enterprises see activities like HR analytics as an investment of time and money. They want a return on that investment.

9 Jan
2017

Dawn of the ADAPTIVE Data Warehouse

The obstacles facing small- and mid-enterprise (SME) organizations in the digital information age continue to grow. Today’s businesses are challenged to obtain, load, and analyze data as quickly and cost-effectively as possible in order to remain competitive.

9 Jan
2017

Consensus Building and Organizational Performance

Forming, storming, norming, performing – this model of effective team building from Bruce Tuckman first saw the light of day in 1965. The four phases refer to team members coming together, expressing opinions and testing limits, adopting a common team stance, and then achieving team goals. The storming phase may include conflicts and divergence of opinions, which must be managed properly. If not, one of two things can happen.

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