Key takeaways from People Analytics World, London 2018 – Part 2
Eight key takeaways from the conference second-day sessions, case studies, demos and panel.
Key takeaways from People Analytics World, London 2018 – Part 2 Read More »
Eight key takeaways from the conference second-day sessions, case studies, demos and panel.
Key takeaways from People Analytics World, London 2018 – Part 2 Read More »
The growing importance of data-driven HR was well reflected in the conference. this article covers ten key takeaways from the conference’s first day sessions, case studies, and demos. The next blog covers the conference on the 2nd day.
Key takeaways from People Analytics World, London 2018 – Part 1 Read More »
Being an eternal student is one ingredient in the secret sauce of success in People Analytics. The second is being a part of open-source culture. Future success is in Procurement and Ethics
Data from Mars, HR leaders from Venus Read More »
HR data is a mess! Nevertheless, there is so much that HR leaders can do to cope with this challenge, starting today, based on six recommendations in this article, a mixture and volume that depends on the phase in the journey to data-driven HR.
Workforce data is a mess! What can you do about it? Read More »
A snowball of inspiration that hopefully will encourage more women, particularly HR professionals, to enter the data world. These women are Role Models for aspiring People Analytics practitioners. The list includes valuable sources related to most of the professionals.
Challenge: 365 Women worth watching – in Data, People Analytics and HR Tech Read More »
How can we find top performers? How can we better engage our highest-performing workers? Which qualities do amazing teams have? Which people are most likely to stay or leave the company? People Analytics is being used to predict future behavior for the sake of the business.
People Analytics in fast growing companies: Lead start-ups to data-driven HR Read More »
People Analytics and dashboards of HR Analytics deal with Performance. However, each practice has a different approach: Dashboards enable us to present KPIs, and to answer questions such as: Did we reach our goals? However, by using dashboards, we can’t answer the question: Why?
HR Dashboards are not People Analytics – but you need both! Read More »
The experiences of data leaders are most valuable for any journey in the field of People Analytics and data-driven HR. Here are some stories from the IBM event in Tel Aviv.
Corporate data talks: Inspiration for my People Analytics journey Read More »
Employees and candidates will judge employers, in addition to Employee Experience perceptions, by employer ethics in data management, and when feeling secure, they’ll be more receptive and enthusiastic to participate and cooperate with AI and ML to influence their career path.
Employees in the big data era: Will you let robots determine your future at work? Read More »
Start your People Analytics journey by listening to business leaders. A conversation with business leaders should not be spontaneously handled, but rather planned. An interview guideline is a useful tool for that purpose.
People Analytics: Your very first step in a long journey Read More »