Richard Rosenow’s Post

Thanks for creating and sharing this, Richard. It's really thoughtful, inspiring, actionable work, and I've been itching to provide some perspective and ideas on this for the past week. In short, as you and I have discussed for years, there needs to be such a leader connecting the HR/work tech dots over time. What has often persisted, however, are silos of technologies meant to stand up or improve certain processes. Unfortunately, the decisions on what domain or process-specific tech to select, implement, maintain, and enhance has all too often lacked a healthy understanding of what the downstream impacts will be on data (e.g., what gets created or not), analysis, story-telling, and action-taking. As you're showing, those firms that have someone looking over Workforce Systems -- an actual role with a qualified professional in it -- reduce the risk of suboptimal or simply bad decisions. As has long been said, data are assets. Technologies are the creation, analysis, and distribution engines of those assets; and the value of the assets are greatly enhanced when they're brought together thoughtfully, systemically, and with little friction. This is a key value of the Workforce System Role. It's not only about the technologies it's, to your point, about the ecosystem in which they and the data live. Again, thanks for this and doing what you do! #peopleanalytics #workforcesystems #hrtechnology #futureofwork

Richard Rosenow and the One Model team have really nailed it with this paper. Proud to have contributed to it. Expanding on their points... 👉 In my experience, the connective tissue (and friction) between HR strategy, ops, tech, data, analytics, and products is what makes (or breaks) most HR endeavors to build and scale high-impact People Analytics (PA). Rosenow smartly points out that the first step in moving forward towards a Workforce Systems model is to 🔎 "Assess your organization’s needs: Evaluate the current state of your HR functions and identify areas where integration and coordination could drive significant improvements." 🔎 Unfortuantely, for so many HR/PA teams, the reality is that this exercise tends to be overly manual 📝, subjective 🤔, political 🤺, unmeasured 📈, out of step with industry trends 🌐, and time-intensive ⌚. My observation based on many years in the PA industry: it takes a new PA leader 6-12 months to get a basic handle on the major disconnects, and 1-2 years to really go deep and truly assess/align needs across the HR data ecosystem. There are a TON of opportunity costs and risks here, impacting HR overall and influencing the success rate and tenure of PA leaders. There is a better way.... 👉 ikona Analytics has solved this problem by using GenAI and NLU to deeply assess clients' entire HR data ecosystem in 10-12 weeks. Message me, email info@ikonaAnalytics.com, or visit www.ikonaAnalytics.com to learn more. Tagging a few friends in the comments who should find this paper and post interesting.

📊🧠 Data-Driven HR: Unlocking the Power of People Analytics 💼🚀 In the age of big data, intuition alone no longer cuts it. Are you harnessing the power of analytics in your HR strategy? Why it matters: • 70% of companies now consider people analytics a top priority • Data-driven HR departments are 4x more likely to be respected by their counterparts Key areas where people analytics shine: 1. Predictive Hiring 🎯    Use data to forecast candidate success and reduce turnover. 2. Performance Optimization 📈    Identify factors influencing employee productivity. 3. Retention Strategies 🔐    Predict and prevent employee churn. 4. Diversity & Inclusion Metrics 🌈    Track progress and identify areas for improvement. 5. Learning & Development ROI 📚    Measure the impact of training programs. 6. Workforce Planning 🧩    Data-backed decisions for future talent needs. Remember: Numbers tell a story, but it's up to us to interpret it. Combine analytics with human insight for truly impactful HR decisions. How are you using data in your HR practices? Share your experiences below! 👇 MAG- M And Group, Mansi C., Souvik Chakraborty Tag us while sharing your experience. #PeopleAnalytics #DataDrivenHR #HRTech #WorkforceAnalytics #FutureOfHR

📚 Attention all #APSCoCommunity members! 📚 Your team of #HR, #TalentAcquisition, and #procurement superheroes have been hard at work to overcome the #hiring obstacles lying ahead. Don't miss out on this opportunity to enhance your hiring #strategies and stay ahead of the game! #Download the #whitepaper now and let's collaborate for #success! 👥💡 Talent Success Plan at a glance: • Establishing a single point of skills and workforce measurement. • Enhancing visibility and transparency of existing skills. • 'Deskilling' jobs for potential hiring. • Challenging traditional practices and removing inefficiencies. • Utilizing AI without dehumanizing workforce management. • Ensuring supply chain compliance. • Balancing governance with flexibility for growing needs. • Aiming for Total Talent Management in 2024. Download Link ➡️ https://lnkd.in/eWcx7wEg #TalentAcquisition #Skillsin2024 #ReshapingTalentAcquisition Workwell For Recruiters APSCo Nétive VMS Andrew Webster DipS MCIM Melanie Forbes Stuart Marquis

75 days Challenge - Day 1 | Project - HR Analytics The HR Analytics Dashboard provides a detailed overview of employee attrition, highlighting key metrics such as attrition rate, average age, salary, and tenure. It breaks down attrition by education, age, gender, job satisfaction, salary, job role, and years at the company. These insights help identify areas of concern, such as high attrition in certain job roles and salary brackets, and inform strategies to improve employee retention and satisfaction. By addressing these factors, the company can create a more stable and engaged workforce. 🤔 Story behind Each KPI: 📌 Attrition Rate: A high attrition rate of 16.1% suggests potential issues with employee satisfaction or external factors affecting retention. 📌 Average Age and Years: The average age and tenure provide context on the experience level of employees leaving the company. 📌 Education: The high attrition rates in Life Sciences and Medical fields indicate potential dissatisfaction or better opportunities elsewhere. 📌 Age Group: The highest attrition in the 26-35 age group may suggest career advancement or competitive offers driving resignations. 📌 Job Satisfaction: Attrition by job satisfaction shows that employees with lower satisfaction scores are more likely to leave, particularly in specific roles like Laboratory Technicians and Sales Executives. 📌 Salary: A majority of the attrition happens in the lowest salary bracket, indicating possible financial dissatisfaction. 📌 Job Role: Certain roles, like Laboratory Technicians and Sales Executives, have higher attrition, suggesting a need for targeted retention strategies. 📌 Tenure: High attrition among employees with less tenure might indicate onboarding or early job experience issues. What improvements company needed: 🚀 Enhanced Employee Engagement: Develop programs to increase job satisfaction, especially in roles with high attrition. 🚀 Career Development Opportunities: Offer clear career paths and growth opportunities to reduce attrition in the 26-35 age group. 🚀 Competitive Compensation: Reevaluate compensation packages, especially for lower salary brackets, to ensure they are competitive. 🚀 Onboarding processes: Improve onboarding processes to reduce early attrition among new hires. 🚀 Work-Life Balance: Implement policies to improve work-life balance, which can positively affect retention. #powerBI #dataanalytics #MicrosoftPorweBI #Dashboard #Datamodeling #75dayschallenge #projects

Staying ahead of the curve is crucial. This insightful article by Mitalee Dabral, Head of Talent at Wayfair India, published in The Economic Times sheds light on key HR trends shaping the future: ➡ AI is revolutionizing HR: Imagine AI streamlining talent acquisition, management, and even data-driven decision-making. This translates to greater efficiency and smoother operations. ➡ The human touch is irreplaceable: Technology can't replicate the importance of building strong relationships and fostering a positive work environment. ➡ Adaptability is crucial: The talent landscape is dynamic, demanding HR professionals to be flexible and embrace new trends to stay competitive. ➡ Continuous learning is the new normal: Equipping your workforce with the skills they need to thrive is paramount. Invest in training and development programs to cultivate a future-proof team. Athena Executive Search & Consulting (AESC) is a global consulting firm with vast experience in supporting organizations looking to onboard leadership talent across critical business functions. Over the years, we have provided solutions to complex problems covering the entire Talent Management spectrum to organizations in numerous industries. #FutureofHR #hrtrends #hrtrends2024 #artificialintelligence

🚀 Data-Driven Decision Making: The Role of HR Tech Analytics in Talent Management 🚀 In the world of talent management, HR tech analytics is like having a crystal ball. Let’s dive into how data-driven decision-making is transforming the game. 💡 Insights: Forget gut feelings—data is the new oracle. HR tech analytics provides insights that are clearer than a summer day. From hiring trends to employee satisfaction, it’s all about making informed decisions backed by hard facts. No more guesswork, just pure data magic. 📊 Performance: Numbers don’t lie. HR analytics tracks performance metrics that matter, helping us spot the superstars and identify areas for improvement. It's like having a personal coach who knows exactly what you need to succeed. Performance reviews just got a lot smarter. 🎯 Recruitment: Finding the right talent is like finding a needle in a haystack. But with HR tech analytics, it’s more like using a magnet. Analyze applicant data, predict job success, and streamline recruitment processes. Say goodbye to hiring headaches and hello to dream teams. 🌟 Engagement: Happy employees stick around. HR analytics measures engagement levels, helping us understand what makes our teams tick. Tailor strategies to boost morale, reduce turnover, and create a workplace where everyone thrives. It's like having a morale-boosting wizard in your corner. 🔍 Future Planning: Want to be ahead of the curve? HR tech analytics helps you spot trends and plan for the future. Whether it’s workforce planning or predicting training needs, data-driven insights ensure you’re always one step ahead. It’s like having a time machine, minus the sci-fi drama. In short, HR tech analytics is the secret weapon for data-driven decision-making in talent management. It provides insights, tracks performance, enhances recruitment, boosts engagement, and aids future planning. Let’s embrace the data revolution and make talent management smarter, faster, and more effective. The future of HR is data-driven, and it's dazzling! 🚀 #HRTech #DataDriven #TalentManagement #HRAnalytics #FutureOfWork #EmployeeEngagement #SmartRecruitment

🌟 𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐏𝐮𝐥𝐬𝐞 𝐨𝐟 𝐇𝐑 𝐉𝐨𝐛𝐬 𝐢𝐧 2024 🌟 HR roles are evolving swiftly in 2024: 1️⃣ 𝐑𝐞𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬: Adapting to virtual work environments with seamless onboarding and remote team management. 2️⃣ 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐖𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐲: Elevating mental health support and wellness benefits for a thriving workforce. 3️⃣ 𝐃𝐄𝐈 𝐃𝐫𝐢𝐯𝐞: Committing to diversity, equity, and inclusion initiatives for innovation and belonging. 4️⃣ 𝐓𝐞𝐜𝐡 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧: Embracing AI tools and HR analytics for streamlined operations. 5️⃣ 𝐒𝐤𝐢𝐥𝐥𝐬-𝐅𝐢𝐫𝐬𝐭 𝐇𝐢𝐫𝐢𝐧𝐠: Prioritizing skills-based recruitment amidst digital transformation. 6️⃣ 𝐀𝐠𝐢𝐥𝐢𝐭𝐲 𝐢𝐬 𝐊𝐞𝐲: Navigating change with flexibility and adaptability. 7️⃣ 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬: Aligning HR initiatives with business goals for organizational success. Let's shape the future of HR together! 💼✨ #HRJobs #FutureOfWork #TalentManagement #HRtrends #hrmanagers #hrrecruiter Sakshi Rao Tripti Joshi Sakshi Sharma Purnima Chaudhary Mansi Thakur

HR Metrics Every Company Needs to Drive Impact If you’re in HR or People Ops, you know the struggle of showing the true impact of your work. I’ve worked with both F500 and startups, and one thing is clear: without the right metrics, HR’s value often goes unrecognized. Consistent, accurate data isn’t just numbers. It’s a game-changer that turns HR into a strategic partner. Here’s a list of key metrics every HR team should be tracking to tell a story the C-suite can’t ignore: Engagement & Satisfaction Employee Engagement Score → Measures how energized your team is. Net Promoter Score (NPS) → Do employees recommend working at your company? Turnover & Retention Retention Rate → Are you keeping key talent? Turnover Rate → Spot and address high-attrition areas. New Hire Retention Rate → Are new hires sticking around? Talent Acquisition Time-to-Fill → How quickly are roles filled? Cost per Hire → What are you spending per hire? Quality of Hire → Measure new hires’ performance, engagement, and retention. Learning & Development (L&D) Training Completion Rate → Are employees engaging with learning programs? Time to Productivity → How fast do new hires become fully productive? Diversity, Equity & Inclusion (DEI) Diversity Ratio → Track representation in your workforce. Inclusion Index → Do employees feel like they belong? Pay Equity Ratio → Ensure fair pay across demographics. Productivity & Performance Revenue per Employee → Link talent value directly to revenue. Goal Completion Rate → Are teams meeting or missing targets? Talent Mobility Rate → Track internal movement and promotions. Health & Well-being Absenteeism Rate → High absenteeism? It could signal burnout. EAP Utilization → Are employees using mental health resources? Work-Life Balance Score → Measure balance before burnout strikes. HR Operational Efficiency HR Cost per Employee → Optimize HR spending. HR Service Satisfaction → Are employees happy with HR’s support? Process Automation Efficiency → Track gains from automated processes. Data is powerful. With the right metrics, HR can drive change and prove its impact. Want a PDF of these key metrics? Give me a follow and type "YES" in the comments to get a copy. Let’s make HR a data-driven powerhouse. #ANickPerspective #PeopleAnalytics #HRMetrics

Employee attrition is a key challenge for organizations. By leveraging HR analytics, we can gain actionable insights to drive retention strategies. Here's what a recent HR dashboard revealed: 📊 Key Metrics: Total Employees: 1,473 Attrition: 237 (16.09%) Average Age: 37 years Average Salary: $6.5K Average Tenure: 7 years 🔍 Insights: Attrition by Age: The highest attrition (116 employees) is in the 26-35 age bracket, a critical stage for career growth. Tailored career progression plans could address this. Attrition by Education: Life Sciences graduates represent the largest attrition group (37.6%), followed by those in Medical fields (26.6%). Understanding why these specializations are leaving could unlock retention strategies. Attrition by Salary: The bulk of attrition (163 employees) is in the lowest salary range (under $5K). Offering competitive compensation or non-monetary benefits might alleviate this. Attrition by Job Role: Laboratory Technicians (62 employees), Sales Executives (57 employees), and Research Scientists (47 employees) have the highest attrition. Role-specific interventions are needed to address concerns unique to each group. Attrition by Years of Service: Attrition peaks early, with 59 employees leaving within their first year. This indicates a need for improved onboarding, training, and support for new hires. 💡 Takeaway: Combining data with human insight helps identify at-risk groups and develop targeted retention initiatives. HR analytics empowers companies to reduce attrition by understanding where and why employees leave, fostering a more engaged workforce. #HRAnalytics #EmployeeRetention #DataDrivenHR #WorkplaceInsights #PeopleAnalytics