Workforce Analytics: Does HR Need it to Survive?

Sue Lam's picture

By now, I’m sure you’ve heard all of the buzz about analytics and the importance of it for your HR function. Though it is a newer idea for HR, social and behavioral scientists have been using predictive models for years to predict the behavior of individuals and groups. Yet it is only a recent trend that businesses are using analytics to help their workforces become more efficient and effective. Does HR really need analytics in order to survive? Business research and industry trends point to “yes.”

Can We Predict HCM Trends Happening in 2020? If We Ask the Right Questions We Can

Elissa Tucker's picture

The "Uberization of work" is coming. That's the latest work world prediction. As with years past, the transition between 2014 and 2015 has been marked by a barrage of assessments about HR's past performance and a flurry of predictions about the future of work. According to my newsfeeds:

Why Workforce Analytics Needs to Be a Huge Part of Your 2015 HR Strategy

Sue Lam's picture

Analytics—it’s a topic that’s received a lot of attention and for good reason. Appropriate use of analytics or the discovery and communication of meaningful patterns and relationships in data can help businesses define, predict, and improve performance. In HR, workforce analytics can be applied to answer important questions about areas such as workforce productivity, the ROI of training and development programs, predictors of turnover, and factors related to top performance of employees. For example, what employee characteristics predict productivity at work?

Knowledge Management Can Help Solve the Leadership Deficit

Lauren Trees's picture

During last week’s webinar, How KM Supports the Nurturing of Successful Leaders, I talked with our Human Capital Management program manager Elissa Tucker about APQC’s latest research on leadership skills gaps.

TMA People in Energy Conference: Key Takeaways

Sue Lam's picture

TMA’s People in Energy conference was held in Houston last week. Elissa Tucker and I had the opportunity to present APQC‘s research on best practices for developing leaders in the oil and gas industry and to speak with attendees about leadership at their organizations.

Benchmarks for HR Shared Services

Sue Lam's picture

Does your organization use an HR shared services organization? If so, how are you benchmarking its performance? To find out how HR shared services organizations are faring, APQC recently partnered with ScottMadden to complete the third cycle of a custom benchmarking study focused exclusively on HR Shared Services Organizations (SSOs). The study included questions and metrics related to HR shared services delivery models and operations, staffing, performance, and management infrastructure and technology.

Recruiting and Hiring Management Accounting and Finance Talent

Sue Lam's picture

Do you hire or recruit management accounting and finance talent? If so, I would like to invite you to participate in APQC and IMA®’s (Institute for Management Accountants) survey on the state of entry-level management accounting and finance talent.

Is Your HR Department Helping Business Strategy and Growth?

Sue Lam's picture

Organizations have shifted focus from minimizing talent costs towards maximizing talent’s potential. They are transforming HR and human capital management (HCM) to drive business growth. Making this transition requires a mature HCM strategy, mature HCM processes, and mature HR technology systems and an advanced analysis of survey results from APQC and Cognizant confirm this trend.

Why Are CEOs Using Outdated Leadership Ideas?

Sue Lam's picture

Recently, APQC has been sharing its latest leadership research to shed insight into today's leadership deficit. Today, we share guest blogger Jonathan Verney's take on outdated leadership ideas. Verney is the lead writer and creative strategist at The Corporate Storyteller. Find his thoughts below.

APQC respondents say today’s leadership style is outdated