OUTSOURCING YOUR HR ANALYTICS
|
|
- Annis Rose
- 8 years ago
- Views:
Transcription
1 OUTSOURCING YOUR HR ANALYTICS OVERVIEW HR Analytics have certainly become the hot topic recently and the job title of data scientist has been used more and more frequently. But before hiring a team of expensive data scientists to get your organization down the path of using HR analytics, it s important to understand the costs, focus, and skills needed to have an effective analytics team and how outsourcing the actual analysis and reporting of the data is the most effective, and cost efficient, course of action. By: Scott Mondore, Ph.D., Executive Consultant Shane Douthitt, Ph.D., Executive Consultant
2 HOW DOES BIG DATA APPLY TO HR? It seems like everyone is talking about big data and analytics these days. You can t even watch a television program these days without seeing at least one commercial that involves analytics or big data. Big data is defined as a collection of data sets so large and complex that it is difficult to process using traditional data processing and analytics applications (e.g., pc-based SPSS). Big data has been around for years in many organizations. For example, due to the vast regulations and frequency of transactions, the banking industry has been storing large amounts of customer data (e.g., every single banking transaction) for decades. There is so much discussion about big data these days because of the amount of data that is being captured routinely across all industries. This is occurring because we are better at the following: Collecting data (e.g., web-based applications with built-in data collection and storage) Storing data (e.g., the cloud) Analyzing data (e.g., new statistical methods and better software) Processing data Essentially, the data collection process is faster, cheaper, and has greater storage and processing capabilities. So how does this apply to HR? Well, all of these trends are true for HR data. This means there is more data about job applicants and employees than ever before. The table below lists out just some of the data sources across the employee lifecycle. Attract and Hire Applicant tracking Assessment scores Onboard Experience On-boarding surveys New hire training scores HRIS data Develop and Motivate Performance management Talent Transition or Exit management Exit surveys LMS Turnover data Compensation Employee surveys 360 feedback HRIS data Technically speaking, most IT professionals would NOT consider the typical HR data sets as true big data. Regardless, it s critical to harness the power of this data to help contribute to the bottom line of organizations through its people. The opportunity is to conduct HR analytics with the available people data in your organization to identify key drivers of business outcomes. WHAT HR ANALYTICS SHOULD BE Unfortunately, the popularity of HR analytics has caused a cottage industry of so-called experts to describe any use of data as analytics. This description is inaccurate and has strong implications for your analytics team, as well as on your decision to hire a data scientist. It s
3 important to understand what effective HR analytics should and should not look like. HR analytics are not about just slicing and dicing HR data and creating numerous tracking reports HR analytics must show true cause-effect impact on real business outcomes and report predictive metrics HR analytics must report actionable information for front-line leaders HR analytics must show actual business impact (Driving engagement scores does NOT show business impact!) Analytics platforms that offer to help create beautiful pictures with HR data have no business impact and are a waste of money PowerPoint presentations of correlations to the C-suite have limited organization-wide impact THE MYTH OF FULL-TIME DATA SCIENTISTS To harness the power of employee data, organizations have two options: 1) build the end to-end capability internally or 2) leverage existing internal resources and outsource the analytics. Before making the decision to hire a full-time data scientist, it is important to understand the skills that are needed so that the analytics team does not turn into simply a report-generating team with no business impact. Critical skills are as follows: Must be able to connect HR data to business outcome data using advanced statistical techniques such as structural equations modeling (regression analysis is a minimum requirement); slicing and dicing turnover data and correlations will not suffice, and actually hurt HR credibility Must be able to run these analyses and then present a practical story to senior leaders and front-line leaders Must be able to create a usable HR strategy that is based on the analytics Must be able to sell the need for analytics projects to skeptical senior executives Must be able to show expected ROI and actual ROI analyses Must be able to create usable metrics to track the actual business drivers Must be able to generate reports that show the analytics in a practical way to ALL leaders in the organization Unfortunately, there are not a lot of individuals with these skills, and the people that do have them are very expensive to hire on full time. Requirements for REAL HR Analytics Elements of a Great HR Analytics Team In SMD s experience, a great HR analytics team consists of individual(s) who are experts at pulling data out of HRIS systems and integrating and aligning the data effectively with business outcome data. For example, pulling in store-level competency ratings with store-level sales data provides the foundation for real analytics. The team can then use an outsourced analytics partner to do the advanced analyses, reporting, presentations, and technology to get every manager the analytics and reports they need to drive actual business outcomes. The good news is that HRIS analysts are not as expensive as data scientists and can be quite effective in making the analytics a reality, while also driving down the outsourced costs. The Business Case for Outsourcing Analytics Not all organizations are ready for HR analytics to infiltrate every part of their business, so hiring an expensive full-time data scientist can also be risky. In addition, data scientists are going to have to generate interest in doing these big projects and the demand may be low in the early stages. Take a look at the high costs of hiring an internal data scientist (if you are
4 lucky enough to find one with the critical skills mentioned above): In-Sourced Outsourced FT HRIS Analyst $60,000 FT HRIS Analyst $60,000 FT Data Scientist $150,000 HR Analytics Vendor $60,000 (5 large projects/year) Total $210,000 Total $120,000 The outsourcing approach, at a minimum, would save you almost $90,000 in the first year alone. In addition, great HR analytics vendors should have technology that shows real business impact in simple reports for all of your leaders. In-house data scientists will not be able to create this on their own. The outsourcing approach, at a minimum, would save you almost $90,000 in the first year alone. In addition, great HR analytics vendors should have technology that shows real business impact in simple reports for all of your leaders. In-house data scientists will not be able to create this on their own. Getting Started with Analytics (Before Jumping on the Bandwagon or Making an Expensive Hire) Many organizations think that they have to examine all of their HR/talent management data at the same time to conduct rigorous analyses and have a meaningful impact. Not true. One thing SMD has learned in doing cause-effect analytics over the past 15 years is that there will be many skeptics of the process. Rather than view the skeptics as an obstacle, make them an opportunity. Start with one HR process or piece of talent management data and show how it impacts an important business outcome. Since the launch of SMD Link, SMD s patented cloud-based talent software with built-in analytics, more than 500,000 assessments have been conducted and analyzed on the platform. By utilizing its advanced analytics approach, SMD has helped businesses maximize and measure the ROI of HR investments, turning skeptics into believers. A great one to start with is your employee opinion survey. Surveys have become ubiquitous in organizations, but their value is extremely limited without analytics. Using cause-effect analytics, you can show which specific attitudes have a direct impact on important business outcomes (e.g., profit, productivity, safety, and turnover). Use this initial analysis to get leaders bought into the process of HR/talent management analytics. Doing so will help to build momentum and allow you to create a business case not only for investing in improving attitudes, but also for conducting additional analyses in other areas. Once you demonstrate the business value of an employee survey, leaders will want more. By starting small, you will create demand from the lines of business that you support for additional data-driven insight into how they can enhance business performance.
5 CONCLUSION HR has longed for the proverbial seat at the table and by applying real HR analytics, this goal is attainable. However, you must be careful to harness employee data to identify drivers of business outcomes. You can t simply recycle the same old HR efficiency metrics (e.g., time to hire) and expect a different outcome. The key is to connect people data to business outcomes and demonstrate HR s ROI. So, before jumping on the analytics bandwagon, invest wisely and show real value to your business. SMD is the leader in predictive analytics for employee assessments. SMD Link is its patented technology that links employee data to business outcomes and provides these key insights and actions in all manager reports. Learn more at and contact them at info@smdhr.com Eastfield Road, Suite , Huntersville, NC info@smdhr.com
Outsourcing Your HR Analytics
Outsourcing Your HR Analytics OVERVIEW HR Analytics have certainly become the hot topic recently and the job title of Data Scientist has been used more and more frequently. But before hiring a team of
More informationHR STILL GETTING IT WRONG BIG DATA & PREDICTIVE ANALYTICS THE RIGHT WAY
HR STILL GETTING IT WRONG BIG DATA & PREDICTIVE ANALYTICS THE RIGHT WAY OVERVIEW Research cited by Forbes estimates that more than half of companies sampled (over 60%) are investing in big data and predictive
More informationHow to Do a Better Employee Survey
RETHINKING EMPLOYEE SURVEYS TO DRIVE KEY HEALTH CARE OUTCOMES 1 HR professionals must rethink the kind of employee surveys we utilize. These tools must be based on analytical data so that hospital executives
More informationHR Metrics That Matter
May 19-22, 2014, Toronto ON Canada HR Metrics That Matter Presented by Cathy Missildine, MBA, SPHR HR42 5/22/2014 1:00 PM - 2:00 PM The handouts and presentations attached are copyright and trademark protected
More informationBob Hassell. Hassell Blampied Associates February 2013
Bob Hassell Hassell Blampied Associates February 2013 Look at the concept of organisational strategic objectives and competitive advantage of HR using these as guides Understand the competencies HR needs
More informationHR Business Consulting Optimizing your HR service delivery
HR Business Consulting Optimizing your HR service delivery NorthgateArinso Business Consulting provides HR executives with unique insight to optimize the cost of HR service delivery, improve employee engagement,
More informationMaximizing the Impact and Effectiveness of HR Analytics to Drive Business Outcomes
Maximizing the Impact and Effectiveness of HR Analytics to Drive Business Outcomes By Scott Mondore, Shane Douthitt and Marisa Carson, Strategic Management Decisions 20 PEOPLE & STRATEGY The topic of HR
More informationAnalytics For Everyone - Even You
White Paper Analytics For Everyone - Even You Abstract Analytics have matured considerably in recent years, to the point that business intelligence tools are now widely accessible outside the boardroom
More informationMaximizing Your Return on HR Information Technology (HRIT)
Maximizing Your Return on HR Information Technology (HRIT) Gerry Ledford Senior Research Scientist Center for Effective Organizations CEO Webinar March 17, 2014 Outline 1. What is HRIT and why does it
More informationThe Business-Focused Employee Survey. Scott Mondore, Ph.D.
The Business-Focused Employee Survey Scott Mondore, Ph.D. Presenter Bio Scott Mondore, Ph.D. Scott has over 15 years of experience in the areas of strategy, talent management, measurement, customer experience
More information5 essential strategies the top human resource professionals use every day
5 essential strategies the top human resource professionals use every day Smart talent decisions that make a big difference in recruiting, retention, and compliance on campus An ebook for chief human resource
More informationEmployee Surveys: Four Do s and Don ts. Alec Levenson
Employee Surveys: Four Do s and Don ts Alec Levenson Center for Effective Organizations University of Southern California 3415 S. Figueroa Street, DCC 200 Los Angeles, CA 90089 USA Phone: 1-213-740-9814
More informationClosing the Business Analysis Skills Gap
RG Perspective Closing the Business Analysis Skills Gap Finding the immediate solution and preparing for the long term As the Business Analysis bar is raised, skilled BAS become harder to find. Susan Martin
More informationOracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud
D R A F T Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud April 5, 2012 Oracle is currently reviewing the existing Taleo product roadmap
More informationCareer Management. Making It Work for Employees and Employers
Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,
More informationRecruitment Process Outsourcing Methodology Statement
Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About
More informationCenter for Effective Organizations
Center for Effective Organizations HR METRICS AND ANALYTICS USES AND IMPACTS CEO PUBLICATION G 04-8 (460) EDWARD E. LAWLER III ALEC LEVENSON JOHN BOUDREAU Center for Effective Organizations Marshall School
More informationThe War for Talent Retaining critical resources during outsourcing transitions
September 19, 2008 The War for Talent Retaining critical resources during outsourcing transitions www.mercer.com What we will talk about today Setting the stage: Outsourcing means transformation The talent
More informationThe Leadership Mystery Defining Leadership Success through Competency Modeling and Workforce Analytics
viapeople Insight - Whitepaper The Leadership Mystery Defining Leadership Success through Competency Modeling and Workforce Analytics Karen N. Caruso, Ph.D. Amanda Seidler, Ph.D. The Leadership Mystery:
More informationAccenture Human Capital Services for SuccessFactors
Accenture Human Capital Services for SuccessFactors Workforce and talent management have never been so critical to business value. To achieve high performance, global enterprises are seeking measurable
More informationThree Reasons to Integrate ERP and HCM. White Paper
Three Reasons to Integrate ERP and HCM White Paper Table of Contents Three Reasons to Integrate ERP and HCM 3 1. Unified Data Wins 3 Releasing the Power of Unified Data 3 2. Employee-Driven Workflows Matter
More informationBusiness Intelligence and Big Data Analytics: Speeding the Cycle from Insights to Action Four Steps to More Profitable Customer Engagement
white paper Business Intelligence and Big Data Analytics: Speeding the Cycle from Insights to Action Four Steps to More Profitable Customer Engagement»» Summary For business intelligence analysts the era
More informationHow To Fix A Broken Performance Management Program How Leading Organizations are transforming Performance Management to maximize Business Value
Orange County Convention Center Orlando, Florida June 3-5, 2014 How To Fix A Broken Performance Management Program How Leading Organizations are transforming Performance Management to maximize Business
More informationBIG DATA, BIG WIN POINT OF VIEW 5 REASONS TALENT ANALYTICS IMPROVES HIRING
POINT OF VIEW ARTICLE BY SCOTT ERKER, PH.D. SENIOR VICE PRESIDENT, SELECTION SOLUTIONS GROUP, DDI BIG DATA, BIG WIN 5 REASONS TALENT ANALYTICS IMPROVES HIRING Business organizations are embracing talent
More informationSMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY
SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY EXECUTIVE SUMMARY The key drivers that drive talent acquisition in good times and bad times, in tight labor markets or soft ones largely remain
More informationIndustry Insight: Performance Management
Industry Insight: Performance Management Optimize Employee Performance to Maximize Business Performance You ve built an impressive talent hiring and screening approach, one that better predicts and ensures
More informationConsulting Performance, Rewards & Talent. Measuring the Business Impact of Employee Selection Systems
Consulting Performance, Rewards & Talent Measuring the Business Impact of Employee Selection Systems Measuring the Business Impact of Employee Selection Systems Many, if not all, business leaders readily
More informationStrategic HR Partner Assessment (SHRPA) Feedback Results
Strategic HR Partner Assessment (SHRPA) Feedback Results January 04 Copyright 997-04 Assessment Plus, Inc. Introduction This report is divided into four sections: Part I, The SHRPA TM Model, explains how
More information4 Steps to Getting Executive Buy-In for the Recruiting Platform You Need
Insight4theEnterprise Series Part 1: 4 Steps to Getting Executive Buy-In for the Recruiting Platform You Need ONTENTS Introduction 3 Framing the Discussion: We re Not Talking about an ATS 4 Step-by-Step
More informationIntegrated Talent Management Presentation. University HR Benchmarking Conference 1 November 2013
Integrated Talent Management Presentation University HR Benchmarking Conference 1 November 2013 Introduction Evolution & Challenges of the HR Industry Strategic Talent Management 5 Step Framework for Talent
More informationImprove Your Customer Experience: Design Your Quality Program to Link Directly to Customer Satisfaction. Overview WHITEPAPER
WHITEPAPER Improve Your Customer Experience: Design Your Quality Program to Link Directly to Customer Satisfaction All of us who work in the customer contact industry have experienced this we have quality
More informationWorkforce analytics: Utilizing benchmarks to maximize performance
Workforce analytics: Utilizing benchmarks to maximize performance Dallas April 9, 2014 Your facilitators G Shebani Patel is a Director with PwC in the Saratoga practice. Shebani is responsible for helping
More informationBuilding the Digital HR Organization. Accenture and SuccessFactors on the changing nature of HR
Building the Digital HR Organization Accenture and SuccessFactors on the changing nature of HR More than ever, HR has to contend with changing business demands and an evolving workforce. At the same time,
More informationSmall Business. Optimism Report
Small Business Optimism Report Table of Contents Introduction 3 Survey Results 4 Economic Improvements: Perception vs. Reality 4 Top Concerns: Looking Back, Looking Ahead 5 Workforce Growth: Staying the
More informationCallidus Software Investor Presentation Name: first, last Leslie Stretch CEO Date Ron Fior CFO
Callidus Software Investor Presentation Name: Leslie Stretch first, last CEO Date Ron Fior CFO Safe Harbor Statement Some of the comments we will make today are forward-looking statements. They are based
More informationSales Reporting and Analytics. Scott Miller May 19, 2015
Sales Reporting and Analytics Scott Miller May 19, 2015 Sales Operations Overview Pricing Contracting Reporting/Analytics Compensation/Crediting Deal Review Reconciliation Staffing/Headcount Identify Selling
More informationWhen Engaging the Right Talent, One Size Does Not Fit All
When Engaging the Right Talent, One Size Does Not Fit All Candidate Preferences in Job Search and Interview Practices This is the first in a five-part series from ManpowerGroup Solutions analyzing the
More informationGET REAL ABOUT BUSINESS DEVELOPMENT. BUSINESS DEVELOPMENT FROM THOMSON REUTERS ELITE CHANGES THE GAME.
GET REAL ABOUT BUSINESS DEVELOPMENT. BUSINESS DEVELOPMENT FROM THOMSON REUTERS ELITE CHANGES THE GAME. 2 THE MARKET HAS CHANGED. DOES YOUR FIRM HAVE THE TOOLS TO KEEP UP? Person-to-person contact with
More informationtop ten reasons B2B Companies outsource their marketing
top ten reasons B2B Companies outsource their marketing Marketing is becoming a function that B2B companies outsource more frequently. As the relevance of marketing for B2B companies has grown while their
More information9Lenses: Human Resources Suite
9Lenses: Human Resources Suite 9Lenses Software for HR Leaders 9Lenses Software for HR Leaders Software Overview: People are an organization s most valuable asset. With 9Lenses Software for HR Leaders,
More informationCOPYRIGHT 2012 VERTICURL WHITEPAPER: TOP MISTAKES TO AVOID WHEN BUILDING A DEMAND CENTER
COPYRIGHT 2012 VERTICURL WHITEPAPER: TOP MISTAKES TO AVOID WHEN BUILDING A DEMAND CENTER For many B2B organizations, building a demand center is a no-brainer. Learn how to ensure you re successful by avoiding
More informationBuilding HR Capabilities. Through the Employee Survey Process
Building Capabilities Through the Employee Survey Process Survey results are only data unless you have the capabilities to analyze, interpret, understand and act on them. Your organization may conduct
More informationSAP Solution Brief SAP HANA. Transform Your Future with Better Business Insight Using Predictive Analytics
SAP Brief SAP HANA Objectives Transform Your Future with Better Business Insight Using Predictive Analytics Dealing with the new reality Dealing with the new reality Organizations like yours can identify
More informationSmart Track s ATS Functionality
Businesses recognize that their most valuable resource is the people. With the demand for skilled talent continuously growing, it s a competitive necessity to have the best processes in place to attract,
More informationUSING ANALYTICS TO MEASURE THE VALUE OF EMPLOYEE REFERRAL PROGRAMS
USING ANALYTICS TO MEASURE THE VALUE OF EMPLOYEE REFERRAL PROGRAMS Evolv Study: The benefits of an employee referral program significantly outweigh the costs Using Analytics To Measure The Value Of Employee
More informationRecruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices
Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices HRsmart October 3, 2012 2 Introduction Carl Kutsmode Partner Talent Acquisition Management Consultant with over 18 years
More informationHR Outsourcing: The operational phase
HR Outsourcing: The operational phase A presentation to HROA EMEA by Brad McCaw, Senior Consultant, Towers Watson Agenda Towers Watson research around Outsourcing Sourcing consideration Our client experience
More information10 things you should look for. Choosing HR software
10 things you should look for Choosing HR software Introduction Selecting a new piece of HR software can be a daunting task. There s a lot to think about. At the end of the day, the chosen software won
More informationStrategic Employee Onboarding: First Impressions Are Everything
ONBOARDING Strategic Employee Onboarding: First Impressions Are Everything Cornerstone OnDemand Whitepaper Series 2007 Cornerstone OnDemand, Inc. All Rights Reserved. Table of Contents Onboarding: More
More informationTurning Employee Survey Data into Strategic Action. An Overview of the Action Catalyst Model C A T A L Y S T
Turning Employee Survey Data into Strategic Action An Overview of the Action Catalyst Model C A T A L Y S T SirotaScience Webinar April 19, 2012 Welcome to the SirotaScience Webinar Series SirotaScience
More informationBenefit Cost Savings Through Strategic Evaluation TINA MARIE WOHLFIELD, SPHR, SHRM-SCP MASB FALL CONFERENCE, OCTOBER 23, 2015
Benefit Cost Savings Through Strategic Evaluation TINA MARIE WOHLFIELD, SPHR, SHRM-SCP MASB FALL CONFERENCE, OCTOBER 23, 2015 The Financial Influence Are you leveraging your financial resources to maximize
More informationCONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent
CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11 Three Hot Trends in Recruiting and Retaining Sales Talent The Miller Heiman Sales Performance Journal, Volume 2, Issue 11 Copyright 2007 by Miller Heiman,
More information10 Must-Track Metrics in Talent Acquisition
10 Must-Track Metrics in Talent Acquisition Talent acquisition continues to be one of the most urgent issues for companies, and the pressure to hire the right people has created an intensely competitive
More informationSIX (AVOIDABLE) BLIND SPOTS THAT CRIPPLE TALENT MANAGEMENT ANALYTICS INITIATIVES
POINT OF VIEW POINT OF VIEW SIX (AVOIDABLE) BLIND SPOTS THAT EVAN SINAR, PH.D. DIRECTOR, CABER AND CHIEF SCIENTIST JILL GEORGE, PH.D. EXECUTIVE CONSULTANT SIX (AVOIDABLE) BLIND SPOTS THAT CRIPPLE TALENT
More informationBusiness leaders are asking for more from
HR s Role in Talent Management and Driving Business Results Business leaders are asking for more from everyone in their organizations. They want increased revenue and productivity. They need to reduce
More informationTalent DNA that drives your business
Talent DNA that drives your business Align your talent DNA and business strategy to achieve real success Accelerate your business with a strategic HCM solution that turns your human capital investment
More informationThe Saratoga Review. Saratoga Human resource services. Newsletter Issue: February 2009. In this issue. What s happening at PwC Saratoga 1
Saratoga Human resource services The Saratoga Review Newsletter Issue: February 2009 In this issue What s happening at PwC Saratoga 1 Results from 2008/2009 US Human Capital Effectiveness Report Part 4
More informationRO-Why: The business value of a modern intranet
RO-Why: The business value of a modern intranet 1 Introduction In the simplest terms, companies don t build products, do deals, or make service calls people do. But most companies struggle with isolated
More informationInvesting in the Help Desk
W H I T E P A P E R Investing in the Help Desk By Karen Schoemehl Selling the Help Desk as a Strategic Investment The Help Desk of the new millennium is one that will play an integral role in any business
More informationWhite Paper Preparing Your Contact Centers for the Customer Experience Tsunami. Transforming Passion into Excellence
Preparing Your Contact Centers for the Customer Experience Tsunami Executive Summary Recently, Gartner surveyed 315 international companies with revenues of at least $500 million across the financial services,
More informationTalent Management: Why It s Critical for Business Success
Talent Management: Why It s Critical for Business Success Integrated talent management drives measurable results by aligning employee development to your business goals. Learn how. Contents Aligning Individual
More informationBusiness Intelligence
Leveraging Pre-Built Analytics for HCM Business Intelligence Phinu Koovakada Oracle BI Practice Manager Advanced d Technology Group 1 Copyright 1998-2010 KBACE Technologies, Inc. Agenda Economic Challenges
More information2009 Rocket-Hire Pre-Employment. Assessment Usage Survey: Complete Findings. Prepared by: Mark C. Healy and Charles A. Handler, Ph.D.
2009 Rocket-Hire Pre-Employment Assessment Usage Survey: Complete Findings Prepared by: Mark C. Healy and Charles A. Handler, Ph.D. March 2010 Table of Contents Executive Summary 3 Introduction 5 Methodology
More informationFive Predictive Imperatives for Maximizing Customer Value
Five Predictive Imperatives for Maximizing Customer Value Applying predictive analytics to enhance customer relationship management Contents: 1 Customers rule the economy 1 Many CRM initiatives are failing
More informationAnalytics in Days White Paper and Business Case
Analytics in Days White Paper and Business Case Analytics Navigating the Maze Analytics is hot. It seems virtually everyone needs or wants it, but many still aren t sure what the business case is or how
More informationSetting smar ter sales per formance management goals
IBM Software Business Analytics Sales performance management Setting smar ter sales per formance management goals Use dedicated SPM solutions with analytics capabilities to improve sales performance 2
More informationMaking confident decisions with the full spectrum of analysis capabilities
IBM Software Business Analytics Analysis Making confident decisions with the full spectrum of analysis capabilities Making confident decisions with the full spectrum of analysis capabilities Contents 2
More informationTop 5 Reasons to Outsource MORE!
Top 5 Reasons to Outsource MORE! This report is available for download on Teleperformance s website. For more information about articles and white papers, go to: www.teleperformance.com Why Companies Are
More informationThe strategic importance of OLAP and multidimensional analysis A COGNOS WHITE PAPER
The strategic importance of OLAP and multidimensional analysis A COGNOS WHITE PAPER While every attempt has been made to ensure that the information in this document is accurate and complete, some typographical
More informationWorkforce Planning & Analytics: Advancing Your Organization s Capability
Workforce Planning & Analytics: How to Create or Advance Your Organization s Ability to Generate Actionable Workforce Insight Presented by Al Adamsen al.adamsen@talentstrategyinstitute.com 415-652-2745
More informationSuccessFactors. https://www.youtube.com/watch?v=hhdhdiwvsy k
SuccessFactors https://www.youtube.com/watch?v=hhdhdiwvsy k SAP runs SuccessFactors Karoline Eidem Walen Account Manager HCM Marianne Engebrigtsen HR Manager SAP Norway & Denmark Change is in the air for
More informationWhat really drives customer satisfaction during the insurance claims process?
Research report: What really drives customer satisfaction during the insurance claims process? TeleTech research quantifies the importance of acting in customers best interests when customers file a property
More informationEnabling Agile, Efficient and Reliable Global HCM Through Integrated Payroll
ADP STREAMLINE SM Enabling Agile, Efficient and Reliable Global HCM Through Integrated Payroll HR. Payroll. Benefits. Complex legal and tax mazes, cultural differences and labor laws - the complexity of
More informationWE HELP COMPANIES IDENTIFY, SELECT & DEVELOP EXCEPTIONAL LEADERS, MANAGERS & TEAMS
WE HELP COMPANIES IDENTIFY, SELECT & DEVELOP EXCEPTIONAL LEADERS, MANAGERS & TEAMS HR Solutions & Services www.ajyal-hr.com RECRUITMENT Talent is the single most important item on the minds of CEO s today.
More informationDON T GET LOST IN THE FOG OF BIG DATA
DON T GET LOST IN THE FOG OF BIG DATA MERCER S LESSONS FOR SUCCESS IN WORKFORCE ANALYTICS If 2013 has produced a breakthrough technology phrase, it is big data, a fairly vague but forceful term that features
More informationState of Louisiana Office of Information Technology. Human Capital Management
State of Louisiana Office of Information Technology Table of Contents Executive Summary Current State Assessment Recommended Approach Recruiting and Hiring Training Career Paths and Deployment Performance
More informationHow To Create A Social Media Management System
Best Practices Brochure Best Practices for Optimizing Social CRM Maximizing the Value of Customer Relationships Social CRM Companies must do more than participate in today s social environment. They must
More informationElegantJ BI. White Paper. Key Performance Indicators (KPI) A Critical Component of Enterprise Business Intelligence (BI)
ElegantJ BI White Paper Key Performance Indicators (KPI) A Critical Component of Enterprise Business Intelligence (BI) Integrated Business Intelligence and Reporting for Performance Management, Operational
More informationCustomer centricity drives business value
Customer centricity drives business value Integrated business services models organize around the customer in three key ways: they focus on customer outcomes; they measure success in terms of those outcomes;
More informationAssessing Reward Effectiveness
Assessing Reward Effectiveness HR Tomorrow 2014 April 2014 Tom McMullen, Adam Kahle, and Dow Scott, Ph.D About Hay Group Hay Group consults with 9,000 clients worldwide in a wide variety of areas, including:
More informationHR Function Optimization
HR Function Optimization People & Change Advisory Services kpmg.com/in Unlocking the value of human capital Human Resources function is now recognized as a strategic enabler, aimed at delivering sustainable
More informationSocial Business Intelligence For Retail Industry
Actionable Social Intelligence SOCIAL BUSINESS INTELLIGENCE FOR RETAIL INDUSTRY Leverage Voice of Customers, Competitors, and Competitor s Customers to Drive ROI Abstract Conversations on social media
More informationDriving the Business Forward with Human Capital Management. Five key points to consider before you invest
Driving the Business Forward with Human Capital Management Five key points to consider before you invest For HR leaders to contribute to the business successfully, they need HR solutions with the right
More informationBig Data. How it is Transforming Learning and Talent Development
Big Data How it is Transforming Learning and Talent Development Agenda 1. Big Data Background 2. Big Data in Talent and Learning Analytics 3. Examples and Getting Started Big Data Defined Big Data.. The
More informationWHITEPAPER. The Case for Mobile Management Outsourcing
The Case for Mobile Management Outsourcing Mobile and wireless technologies have fundamentally changed the way we do business and increased productivity in companies of all sizes Mobile and wireless technologies
More informationWordStream Drives PPC Efficiency For Automotive Industry
WordStream Drives PPC Efficiency For Automotive Industry How automated keyword discovery and workflow tools transformed the Pay-Per-Click (PPC) advertising campaign of a group of family owned automobile
More informationTHE CORNERSTONE DIFFERENCE
THE CORNERSTONE DIFFERENCE INTRODUCTION In a market that has markedly shifted over the last few years towards large, generalist ERP suites and mixed delivery models, it has become quite clear that Cornerstone
More information2015 Trends & Insights
Asia Pacific Mobility The Asia Pacific Mobility Brookfield Global Relocation Services Trends & Insights report is reflective of the global economy which is strongly tied with the economic realities of
More informationat various levels tacit knowledge areas groups, offering individual sponsorship, special interest groups, and career development support
To harness ongoing support for your mentoring program, measuring success is key. Conducting a top-down goal analysis should include organizational objectives, key performance indicators (KPIs), targets,
More informationFAILURE TO LAUNCH: Why Companies Need Executive Onboarding
FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding Employee onboarding is beginning to receive the attention its due, as more companies
More informationIs your ERP usage flat-lining or accelerating your system ROI?
ERP Usability Is your ERP usage flat-lining or accelerating your system ROI? Poor usability characteristics and unintuitive user interfaces of ERP systems decrease productivity and increase costs for businesses.
More informationHow To Get Started With Customer Success Management
A Forrester Consulting Thought Leadership Paper Commissioned By Gainsight April 2014 How To Get Started With Customer Success Management Table Of Contents Four Actionable Steps To Setting Up Your Customer
More informationPMO Starter Kit. White Paper
PMO Starter Kit White Paper January 2011 TABLE OF CONTENTS 1. ABOUT THE PMO STARTER KIT...3 2. INTRODUCTION TO THE PMO STARTER KIT WHITE PAPER...3 3. PMO DEVELOPMENT ROADMAP...4 4. PLAN PHASE...5 4.1 CREATE
More informationAccelerate Your Transformation: Social, Mobile, and Analytics in the Cloud
IT Transformation the way we do it Accelerate Your Transformation: Social, Mobile, and Analytics in the Cloud Take on the Future of Enterprise Technology, Today Current trends in Corporate IT have caused
More informationBALANCED SCORECARD What is the Balanced Scorecard?
BALANCED SCORECARD What is the Balanced Scorecard? January 2014 Table of Contents Table of Contents... 1 The Balanced Scorecard... 2 The Four Perspectives... 3 Key Performance Indicators (KPIs)... 4 Scorecard
More informationEnterprise Release Management
Enterprise Release Management Plutora helps organizations manage complex IT Feature Pipeline, IT Releases and IT Test Environments in a simple and transparent manner. Enterprise Releases Transparency and
More informationLeveraging Advancements in Learning Technologies to Maximize ROI and Improve Employee Engagement
Leveraging Advancements in Learning Technologies to Maximize ROI and Improve Employee Engagement Welcome and Introductions mylearningpointe provides organizations of all sizes the ability configure a Learning
More informationTALENT DEVELOPMENT THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE DEVELOPMENT PROGRAMS
THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE PROGRAMS it s no secret that organizations who invest in employees are top performers. Programs like mentoring and coaching are increasingly popular methods
More information