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People Analytics: Using Data to Transform the Workforce

Forbes - Tech

Opinions expressed by Forbes Contributors are their own. The author is a Forbes contributor. The opinions expressed are those of the writer. Can analytics transform the workforce of the future?


isolved Launches Predictive People Analytics for Companies of All Sizes

#artificialintelligence

Surviving the Great Resignation Requires Insights Most Businesses Don't Currently Have but Are Available Now for Everyone One of the most common problems is that employers are often unable to analyze basic workforce metrics, let alone use their HR systems to predict what changes will have the biggest impact on business outcomes. Available now, it delivers a range of configurable dashboards to managers. These dashboards provide analysis and forecasting of key workforce trends such as turnover and diversity, while also presenting a voice-activated assistant to deliver answers for a near-infinite number of HR-related questions, simply and easily using artificial intelligence (AI). According to 3Sixty Insights Principal Analyst Brent Skinner, isolved's acquisition, "Helps prepare users of [isolved] People Cloud not only for the eventual AI fueled future of work, but also for the near future." "Companies are desperate to understand how to find and keep high-performing talent who are the heart of their business," said James Norwood, chief marketing and strategy officer at isolved.


Talent Analytics are Business Analytics 7wData

#artificialintelligence

People analytics are all the rage, partly fueled by a goal to achieve a Moneyball-type assessment of talent. We're a long ways from achieving the level of knowledge that baseball has about the value of talent, but employers that are not actively using talent analytics are putting their future at risk. Anyone reading this knows that recruiting is a business-critical function. Success largely depends on talent -- acquiring it and keeping it. Recruiting functions have a tendency to limit themselves to just bringing in talent.


Why Self-Service Analytics Won't Replace Data Analytics Professionals, May Help Them

Forbes - Tech

Self-service hasn't transformed the analytics industry the way it did the gas industry. When data mining work benches first came on the market, I found that executives loved seeing the product demonstrations. They were drawn to the graphics and the speedy setup. That was exactly what data mining product developers had in mind. The object was to put analytics power into the hands of business people, enabling them to discover useful patterns in data and put the information into action independently, without the participation of an analytics specialist.


People Analytics Coursera

@machinelearnbot

About this course: People analytics is a data-driven approach to managing people at work. For the first time in history, business leaders can make decisions about their people based on deep analysis of data rather than the traditional methods of personal relationships, decision making based on experience, and risk avoidance. In this brand new course, three of Wharton's top professors, all pioneers in the field of people analytics, will explore the state-of-the-art techniques used to recruit and retain great people, and demonstrate how these techniques are used at cutting-edge companies. They'll explain how data and sophisticated analysis is brought to bear on people-related issues, such as recruiting, performance evaluation, leadership, hiring and promotion, job design, compensation, and collaboration. This course is an introduction to the theory of people analytics, and is not intended to prepare learners to perform complex talent management data analysis.