Using people analytics to get to High-Impact HR


Posted by David Fineman on Nov 1, 2017

High-Impact HR refers to an HR function that helps the business excel in key areas—adapting to market changes, introducing new products and services faster, being more responsive to customer needs, operating efficiently and cost-effectively, and beating the competition. People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. Deloitte’s 2017 Global Human Capital Trends report tells us that 71 percent of surveyed executives see people analytics as a high priority, and are applying it to talent challenges, as you might expect, particularly in recruiting and also in performance measurement, compensation, workforce planning, and retention.1 But it’s not just about HR—people analytics addresses business issues, too.

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HR at a crossroads? Time for a better lens


Posted by Jim Guszcza on January 13, 2017

HR practices are often based on outdated ideas of human psychology and organizational design. When it comes to hiring decisions, employee motivation, and helping workers make better choices, behavioral insights and evidence-based practices can drive a new generation of HR strategies.

By focusing on designing HR practices, policies, and programs with an insight-driven advantage, practitioners can both reflect our best understanding of human psychology, as well as test and validate top-notch HR practices you can pull into the boardroom. So, how can you embrace a behavioral insights movement? Continue reading “HR at a crossroads? Time for a better lens”