Libby Duane Adams’ Post

🔍 How HR Teams Are Overcoming Data Paralysis Ever spent hours searching through spreadsheets for one critical insight? You're not alone. But here's the breakthrough: 💡 messy data doesn't mean unusable data. Discover how leading HR teams are breaking free from data paralysis and turning their complex HR systems into a strategic advantage with AI-driven analytics. At Arbor, we're making this transformation possible by: ⚡ Turning complex questions into instant insights 📊 Seamlessly connecting your HR systems into one unified view of your workforce Read more here ➡️ https://bit.ly/496GnP8 #HRAnalytics #PeopleAnalytics #FutureOfWork #AI

Good news HR teams, you will benefit from Ai capabilities to utilize your dormant HR data. AI is reshaping HR by turning stagnant data into valuable insights. Through automation and predictive analytics, HR teams can streamline processes and boost overall efficiency. Interesting quote: "We have 300 million terabytes of data every day that is getting generated around people. It can become very difficult for HR leaders and business leaders to get insights around these data.”

In the ever-evolving landscape of human resources, staying ahead of the curve is crucial. This WorldatWork article explores how AI can be the game-changer in overcoming the HR analytics deficit. Join us in this deep dive into the future of HR technology and analytics. Let's transform data into action together! https://bit.ly/3VHni16 #HRAnalytics #ArtificialIntelligence #FutureOfWork #HRInnovation #AIinHR #StrategicHR #HRtech #Innovation

The Four Faces of People Analytics In every edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. In the October edition - which you can read here 👉 https://lnkd.in/et8SYAF4 👈 those included are: 1️⃣ People analytics legend Patrick Coolen documents the four faces of people analytics practices: the strategist, the gatekeeper, the specialist, and the designer (see Figure). 2️⃣ Having worked in both domains, Scott Rogers is well-qualified to explore the dynamics of the HRBP-People Analytics relationship. He presents a framework identifying the key focus areas for people analytics leaders (e.g. championing HR operational excellence) and HRBPs (e.g. engaging with and advocating for people analytics). 3️⃣ Aldar Nikolaev provides a practical guide on how to analyse and visualise employee turnover and conduct scenario planning. 4️⃣ Yuyan Sun breaks down five ways to use AI everyday in people analytics: "Don't just use AI as a tool. Use it as a thought partner." 5️⃣ Ralf Buechsenschuss offers a practical guide – including videos – to showcase what is already possible when embedding generative AI into the flow of work in the context of people analytics. 6️⃣ Peter Meyler presents the findings of his survey, which finds that 48% of people analytics teams spend at least 75% of their time on data and reporting. ▶️ All the articles are featured in the October edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/et8SYAF4 ◀️ #humanresources #peopleanalytics #generativeai #workforceplanning #hrtech #futureofwork #chiefpeopleofficer #learning #employeelistening #datadrivenhrmonthly

This list of people analytics articles provide an useful overview.

Alright, folks, let’s talk about the elephant in the HR room – AI and advanced analytics. What’s holding us back? Well, first off, there’s more AI jargon flying around than buzzwords at a tech conference, making it tricky to tell what’s really AI and what’s just hype. Then there's the big question mark on ROI. Our data is hanging out in silos like introverts at a party, not mingling with analytics. And let’s not forget, our data is often not even ready for the analytics dance floor. Plus, change? Some people fear it like they fear pineapple on pizza. Oh, and there’s the small matter of needing data literacy – because not everyone’s a data wizard. Who else is seeing these roadblocks, or itching to dive into AI but not sure where to start? Let’s hear your stories! #HRAnalytics #PeopleAnalytics #HRTransformation

#AI is reshaping #HR by turning stagnant data into valuable insights. Through automation and predictive analytics, HR teams can streamline processes and boost overall efficiency. 🧠

The Future of HR Analytics: Are We Ready to Unlock the Full Potential of Our Data? 📊🔮 As organizations become more data-driven, HR analytics will continue to evolve and take on an increasingly strategic role. But the future of HR analytics isn’t just about collecting more data—it’s about harnessing it for deeper insights, predictive capabilities, and stronger decision-making. Here’s what’s on the horizon: 📈 Predictive & Prescriptive Analytics: Imagine being able to foresee turnover, predict employee performance, and recommend actionable strategies. HR analytics will move from being descriptive (what happened) to predictive (what will happen) and prescriptive (what we should do next). 🧠 AI & Machine Learning Integration: By leveraging AI and machine learning, HR teams will uncover patterns and trends hidden in vast data sets, offering insights that can revolutionize talent management, recruitment, and employee engagement. 🌐 Real-Time Analytics for a Distributed Workforce: As remote and hybrid work models become the norm, HR analytics will help us understand how different working environments affect productivity, collaboration, and culture in real time. 🔒 Enhanced Focus on Data Privacy: With more data comes greater responsibility. Safeguarding employee data and ensuring compliance with data regulations will be more critical than ever, as analytics tools become more powerful and expansive. 🤝 Aligning HR Analytics with Business Strategy: The future of HR analytics will be less about vanity metrics and more about aligning insights with business outcomes—enabling HR to contribute directly to revenue growth, innovation, and long-term success. The future of HR analytics is promising, but the question is: Are we prepared to turn data into real, actionable insight? #HRAnalytics #FutureOfHR #DataDrivenHR #AIinHR #HRLeadership #PeopleAnalytics

AI is reshaping HR by turning stagnant data into valuable insights. Through automation and predictive analytics, HR teams can streamline processes and boost overall efficiency. With 300 million terabytes of data being generated every day, there is no other way of transforming this into valuable insights.

Uncover how HR is harnessing the potential of data to elevate every facet of its operations, from talent acquisition to employee satisfaction.Explore data analytics in HR, optimizing talent acquisition and retention. Learn about soft skills analytics' growing importance in the automated workplace and understand AI's role in HR decision-making, offering tailored insights. Navigate ethical data usage, emphasizing transparency. Gain insights into HR's strategic evolution towards organizational excellence. To delve deeper into the future of HR powered by data analytics, read the full blog post here: https://bit.ly/3UqPd3a #HRAnalytics #PredictiveAnalytics #BigDataHR #FutureofHR