^The APQC Blog

In any organization, during the early stages of building analytical muscle, there will be competing views on what the maturity ladder looks like. To sort out what’s what, start with a common language for describing how analytics will serve strategic aims of the enterprise as a whole. Avoid being fenced in by groups of skunk works going after radical but narrow innovations. Beware as well that some people speak only in the dialects favored by the IT profession.

Ever heard of predictive succession planning? How about predictive career pathing or pervasive workforce analytics? Find out what predictive workforce analytics advancements are on the horizon, in this third blog post based on my interview with Greta Roberts, co-founder and CEO of Talent Analytics, Corp.

The excitement around the APQC offices is reaching a fever pitch. It's the kind of excitement you feel the night before a day you just know is going to be a great one. Maybe you're going to show off your sweet new coffee mug with a clever one-liner written on it. Maybe you have an awesome birthday party planned (e.g., a trip to the movies with all your friends to see Space Jam). At APQC, it's the impending debut of MosaiQ.

In January of this year, APQC’s supply chain management research team conducted an annual survey to understand the state of supply chain and its future. The majority of participants in that research have some degree of positivity about the future strategy and direction of their organizations’ supply chain management efforts, which has a lot to do with the priorities organizations are focused on, budgets, and new initiatives for 2016 and beyond.

Lean this, improve that, cut operating cost by x%... whatever the approach might be, the drive to improve performance within our departments and work groups is always there. Even in times where we are just looking to sustain what we do, maintain market share, or stabilize a product; human nature compels us to look for ways to make things simpler, easier, and less challenging. And when department and personal scorecards and compensation are at stake, the impulse is even stronger.

At APQC, we get a lot of questions about whether or not there is a shortage of data scientist talent. Recently, I had the opportunity to ask Greta Roberts, co-founder and CEO of Talent Analytics, Corp. for her perspective on this issue. Read her answer in this second blog post based on our interview. Greta’s answer surprised me and opened my eyes to a less talked about, but no less important, analytics talent shortage.

I read everything I can get my hands on when it comes to financial management process change and improvement. I consume both the magnificent and, out of necessity, the mundane. A recent article falls into the magnificent category: Microsoft Finance and the Journey to Digital Transformation.

As supply chain organizations prepare for impending retirements, there is a growing interest in looking at new ways to attract talent to the supply chain profession. As part of APQC’s Attracting Talent to the Supply Chain research, APQC has been speaking to supply chain professionals about their experiences in the supply chain field as well as what they are looking for in employers.

As part of my professional plan this year, one of my goals is to increase my expertise in the area of analytics. That’s why I decided to ask my manager to send me to an analytics conference. What better way to bolster my analytics knowledge than to surround myself for 48 hours with world-renowned analytics experts from every industry?

Recently, I had the opportunity to get answers to a number of burning questions that I have been collecting on the topic of predictive workforce analytics. I spoke with Greta Roberts, co-founder and CEO of Talent Analytics, Corp. In this first of a series of blog posts, read what Greta had to say when I asked her:  Who should care about predictive workforce analytics and what problems can predictive workforce analytics help solve?