The world of today is digital! Every business, every person across the world has felt the impact of a digital transformation, and the field of HR has been no exception to this rule.
The theme of HR technology trends of late has been the force of digitalization: digitally-forward initiatives, strategies, and tools are taking the place of traditional practices of HR…Continue
Added by Yoey Thamas on March 19, 2020 at 11:36pm — No Comments
By Greta Roberts.
It’s exciting to watch advances in predictive and prescriptive employee solutions. A public HR technology company recently announced the release of an application enabling employers to “identify which employee is likely to quit, and what options need to be considered to retain that…Continue
Added by Mike Kennedy on February 16, 2016 at 4:00am — No Comments
By Pasha Roberts, Chief Scientist & Co-founder, Talent Analytics, Corp.
Over the years, our firm has had many discussions with employers on the eve of a new talent analytics project. Often, it is the firm’s first deep-dive look at employee data. Sometimes we act as a strategic sounding board, and sometimes we can help them move directly forward into predictive analytics. It is always interesting.
This article will discuss two analytics approaches that we have…Continue
Added by Mike Kennedy on February 9, 2016 at 4:30am — No Comments
Blog post by Great Roberts. This is a great article to print and/or forward to HR and specifically the data scientist hiring manager in your organization.
I had yet another call today with a brilliant data scientist working inside of a Human Resources Department of a major business. This HR data scientist has both a strong analytics and predictive analytics background. She has a Bachelor’s Degree in Statistics and a Master’s Degree in Predictive Analytics. She excels in R,…Continue
Added by Mike Kennedy on February 2, 2016 at 2:00am — No Comments
By Greta Roberts
When beginning a new predictive analytics project, the client often mentions the importance of a “quick win”. It makes sense to think about delivering fast results, in a limited area, that excites important stakeholders and gains support and funding for more predictive projects. A great…Continue
By Greta Roberts, CEO, Talent Analytics, Corp.
Imagine that Chris wants to buy a house and needs a mortgage. He applies online and is sent an email by an intern asking to schedule time to discuss his interest. The intern conducts the initial screening conversation, they schedule him for an in person interview during which time he is interviewed by quite a few folks who ask many questions.…Continue
Added by Mike Kennedy on December 11, 2015 at 12:00pm — No Comments
Greta Roberts, CEO
Talent Analytics, Corp.
Human Resources Feels Pressure to Begin Using Predictive Analytics
Today’s business executives are increasingly applying pressure to their Human Resources departments to “use predictive analytics”. This pressure isn’t unique to Human Resources as these same business leaders are similarly pressuring Sales, Customer Service,…
Added by Mike Kennedy on October 29, 2015 at 11:30am — No Comments
Program Chair, Predictive Analytics World for Workforce
What is an employer’s most business-critical corporate process? At or near the top of this list has…Continue
Pasha Roberts, Chief Scientist
Greta Roberts, CEO
Digging into a cross-industry study of analytics professionals, we identify four distinct patterns of how these workers spend their week: (1)…Continue
Every time a new technology disrupts the job market a "skills shortage" is debated between economists and politicians. The story isn't new - 10 years ago recruiters were asking for programmers with 10+ years experience in Java. The gap is widened by non-technical recruiters employing rigid traditional hiring practices. The truth is that there are all kinds of smart people with relevant skills that don't fit into HR's pigeonhole - we're generalists, not specialists. The onus…Continue
Added by Peter Higdon on April 28, 2014 at 1:08am — No Comments
Your firm is awash in workforce data and your team of data scientists have been charged with making sense of it and extracting meaningful insights the business can use. How do you do this? There are many different approaches to analyzing workforce data to choose from but the amount of relevant insight yielded really depends on the goals of the analysis.
If the goal is to take more of a traditional approach to workforce analytics, where the same datasets are massaged to try to squeeze…Continue
Added by Mike Kennedy on March 29, 2012 at 9:18am — No Comments