12,762 likes, 3 million views, 100,000 clicks—all these measures provide some perspective into the reach of a marketing campaign. But the most valuable insight comes from deeper analysis—one that illustrates the connection between eyes on the content and dollars in the register, the true measure of effectiveness for a given marketing campaign. In the same way, the game-changing insights about learning come not just from identifying the before-and-after change in a given behavior, or observations between a test and control group, but also from combining learning data, business data, and behavioral data and conducting robust statistical analyses to personalize learning recommendations and career development interventions. Calibrated through multiple data points, these precise solutions drive business outcomes by delivering the right intervention to the right person at the right time.
Posted by Pete DeBellis on December 6, 2018.
Organizations are in an uphill battle for talent. With less than one job-seeker per job opening in the U.S. at present,1 and a scarcity of qualified talent, organizations need to make substantial changes to attract and retain the talent they need to maintain productivity and drive innovation. Rewards, of course, are one of the most important ways that organizations attract talent. But the days of offering talent the same rewards as competitors have passed. The current job market demands differentiated rewards—by employee, by life stage, and by each organization’s culture and values.
Insights from the Human Capital Provider Day 2018
Posted by Dave Smith on June 26, 2018.
Deloitte Consulting LLP recently concluded its 5th annual Human Capital Technology and Service Provider Day, duplicating the high levels of education and networking that have become associated with the event.
Posted by Madhura Chakrabarti on March 20, 2018.
People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet. In fact, in nearly 60 percent of companies, basic data literacy skills are not yet in place across the HR organization.1
Posted by Janet Clarey January 23, 2018.
A fitness mobile app uses artificial intelligence (AI) to offer content tailored to the user’s needs and syncs with an activity tracker, too. But the best part of the app is that it connects the user to an actual human coach and a community of people who share their experiences and achievements and who encourage others to meet their fitness goals in real time. It’s the personal touch in this app that engages users and compels them to keep using it.
Posted by Madhura Chakrabarti on January 22, 2018.
HR has recently come to embrace people analytics (PA). More than 85 percent of the companies surveyed for our latest High-Impact People Analytics study1 have developed their PA capabilities beyond the most rudimentary level. But nearly 70 percent of companies have not yet scaled those capabilities across the HR organization.2 If companies stop now, they won’t earn the highest potential return on their investments in data and analytics.
Building the organization of the future rated most important challenge
Posted by Human Capital Trends Editors on March 1, 2017.
As we get deeper into the digital age, the rate of technology change keeps accelerating, challenging individuals, businesses, and public policy to keep up. HR can play a key role in closing the gaps and helping people and organizations adapt.
Automation and artificial intelligence are hot topics these days, to the extent President Obama has recently started to position the future of smarter technologies as a critical topic for his successor to address.1 This transformation has broad impacts, but the changes expected in the HR function and the overall workplace are of significant interest.
Posted by Josh Bersin on October 05, 2016.
The world of HR technology is about to go through one of its most disruptive times in decades. As I detail in the report “HR Technology Disruptions for 2017,” we are seeing a tremendous shift from a focus on core HR systems toward new systems that focus on “making work life better.”
Reap the advantages of a consolidated reporting and analytics package
Across the insurance industry, more and more companies are undertaking finance transformation, model conversion, and technology infrastructure modernization projects. A primary aim of these projects is to empower companies with integrated systems and efficient modeling processes—but, these potential benefits are not necessarily automatic. Companies should take pause and ask, “Am I getting everything out of my finance transformation and model conversion projects that I hoped?”