How can HR use people data to its greatest potential within their organisations?
“I personally feel HR has not fully embraced data analytics yet.”
Only 5 per cent of HR’s time is spent on analytics.
Webinar, hosted by experts discussing how to use people data to improve your business.
What is the percentage of HR who feel analytics could be used more efficiently?
Instinct over insight… nearly half of UK HR still rely on gut feel to assess skills needs within their business
Pressure mounts on recruitment to improve use of data as HR and recruitment lags behind every other business unit when it comes to use of data and insight.
However the same poll reveals that a large proportion of companies – 62 per cent – are still not investing in AI at all which shows that perceptions to challenges in embarking on the data journey are still strong.
A new survey has revealed that HR must enhance its reputation amongst senior management teams and business leaders if they are to take a leading role in digital transformation.
Breathe, HR software provider for SMEs, has announced its partnership with the Tech Trust, an NFP which helps more than 36,000 UK charities access discounted technology.
New research indicates a clear desire among HR professionals to implement predictive analytics to upgrade and enhance almost all aspects of their role. Find out more.
What does the growth of technology in the workplace mean for HR professionals?
Can GDPR be a useful tool or just a bain on people in HR?
Coorpacademy’s Jean-Marc Tassetto examines how a new generation of training analytics tools can deliver much richer datasets.
Given the potential confusion towards talent analytics, there is a growing need to re-evaluate how to deliver value in this area, says Brian Kropp.
Employee health data, although generally not fully utilised to its maximum potential, is phenomenally powerful for a business. Mark Witte discusses on how to best make it work for you.
HR analytics offers a genuine opportunity to understand our workforces better. Alistair Shepherd thinks that it should focus on making it easy for people to talk to each other.
Why aren’t the majority of firms analysing their HR data, at a time when it’s more necessary than ever? Dirk Buyens investigates the reasons and provides fruitful advise on how organisations can begin to implement HR analytics.
Paul Burrin introduces the term People Science to explain the profound impact HR analytics can have on workplace performance.
A majority of organisations are finding it difficult to benchmark their benefits provision. How can HR analytics help?