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hr analytics

Results 226 - 250 of 319Sort Results By: Published Date | Title | Company Name
Published By: IBM     Published Date: Sep 30, 2013
This white paper covers how marketing, sales, customer service, product management and HR can monetize social media using business analytics with our social business platform.
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ibm, ibm solutions, ibm cognos, ibm spss, social media analytics, ibm connections, ibm business analytics, social business analytics, social media, enterprise applications
    
IBM
Published By: IBM     Published Date: Sep 30, 2013
In a “talent-constrained” economy, attracting and engaging highly talented people, developing globalleaders, improving and sharing new skills, and keeping people aligned and working together are major challenges. In this report, we discuss how new approaches and a new science of human resources have emerged to develop a “smarter workforce,” resetting the bar on talent, learning, and leadership strategies.
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smarter workforce, workforce management, workforce, global, global businesses, recruiting, human resources, data analysis, analytics, employee retention, human resource technology
    
IBM
Published By: Success Factors     Published Date: Jul 10, 2014
Why learning with analytics bridges the gaps in your workforce’s capabilities, improves performance and delivers a quantifiable ROI.
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successfactors, learning management system, lms, e-learning, icontent, human resources, employee performance, hr analytics
    
Success Factors
Published By: IBM     Published Date: May 07, 2015
Hear a panel of HR leaders engage in a conversation about how they are using predictive and prescriptive analytics applied to talent to drive better business results. Join us to explore how you can be more effective in designing pilots, demonstrating the ROI for talent analytics, and translating talent data into talent insight.
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talent acquisition, recruiting, optimization, technology, talent analytics, ibm
    
IBM
Published By: IBM     Published Date: Aug 20, 2015
Hear from industry experts, how forward-thinking organizations can use workforce science and analytics to turn data into insights and then into action
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data analytics, ibm recruitment, data insights, hr leaders, workforce science, talent management, hr analytics
    
IBM
Published By: IBM     Published Date: Aug 20, 2015
This report provides practical guidance on the critical 10 steps for the first 100 days of setting up an analytically enabled HR function.
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workforce analytics, data analytics, hr function, talent management, recruitment, best practices, ibm smarter workforce, talent analytics
    
IBM
Published By: IBM     Published Date: Aug 20, 2015
Talent analytics is one of the most misunderstood areas of HCM.
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workforce insights, talent analytics, data visibility, hr analytics, talent management
    
IBM
Published By: IBM     Published Date: Sep 29, 2015
Improve business performance in today's increasingly competitive environment.
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roi, talent, performance, talent data, hr analytics
    
IBM
Published By: IBM     Published Date: Jan 06, 2016
Big data. We've heard the phrase for quite some time, but how can human resource leaders get into the action?
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talent analytics, ibm, big data, strategy
    
IBM
Published By: IBM     Published Date: Mar 28, 2016
Analytics has permeated, virtually, every department within an organization. It’s no longer a ‘nice to have’. It’s an organizational imperative. HR, specifically, collects a wealth of data; from recruiting applications, employee surveys, performance management data and it sits in systems that remain largely untapped. This data can help drive strategic decisions about your workforce. Analytic tools have, historically, been difficult to use and required heavy IT lifting in order to get the most out of them. What if an analytics system learned and continue to learn as it experienced new information, new scenarios, and new responses. This is referred to as Cognitive Computing and is key to providing an analytics system that is easy to use but extremely powerful.
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ibm, talent analytics, kenexa talent insights, workforce science, talent insights, human resource technology
    
IBM
Published By: IBM     Published Date: Mar 28, 2016
Big data. We've heard the phrase for quite some time, but how can human resource leaders get into the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations and practitioners are thinking about the role of HR and organizations uncovering never before seen insights.
Tags : 
ibm, smarter workforce, talent management, talent analytics
    
IBM
Published By: IBM     Published Date: Mar 28, 2016
Five years ago in a Harvard Business Review article on how companies leveraged HR analytics for competitive advantage, my co-authors and I found only a small handful of companies to interview. Today, life is very different. Interest in analytics and storytelling through data in HR is booming. But, HR as a whole is still learning how to set up an effective analytics function. That is why I welcome this report. The first 100 days of any effort is critical to success. Analytics is no different. Lead authors of this report and the people they have interviewed have sat in analytics roles in HR. They’ve learned a lot about what works and what doesn’t. Here’s an opportunity to learn from those who have already undertaken this particular journey. They know that to succeed in analytics one needs to: • Focus on business priorities • Leverage your analytics through storytelling • Use analytics to help inform decision making, not as a substitute • Understand that perfect data isn’t required for a
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ibm, workforce analytics, ibm smarter workforce institute, human resource technology
    
IBM
Published By: IBM     Published Date: Jun 13, 2016
Unlock the people equation: Using workforce analytics to drive business results
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ibm, human resources, hr analyrics, workforce analytics, workforce strategies
    
IBM
Published By: IBM     Published Date: Jun 13, 2016
This white paper summarizes recommendations that will encourage enthusiasm for workforce analytics and active employee participation, using the FORT (Feedback, Opt-in, Reciprocal, Transparent) framework.
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ibm, workforce analytics, hr analytics, human resources, employee engagement, employee participation
    
IBM
Published By: IBM     Published Date: Jun 13, 2016
Read this eBook to explore how using predictive and prescriptive analytics applied to talent can drive better business results.
Tags : 
ibm, workforce analytics, ibm smarter workforce institute, human resources, hr analytics
    
IBM
Published By: IBM     Published Date: Jun 13, 2016
Big data. We've heard the phrase for quite some time, but how can human resource leaders get into the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations and practitioners are thinking about the role of HR and organizations uncovering never before seen insights.
Tags : 
ibm, talent acquisition, talent acquisition technology, human resources, recruiting
    
IBM
Published By: IBM     Published Date: Jun 13, 2016
Analytics has permeated, virtually, every department within an organization. It’s no longer a ‘nice to have’. It’s an organizational imperative. HR, specifically, collects a wealth of data; from recruiting applications, employee surveys, performance management data and it sits in systems that remain largely untapped. This data can help drive strategic decisions about your workforce. Analytic tools have, historically, been difficult to use and required heavy IT lifting in order to get the most out of them. What if an analytics system learned and continue to learn as it experienced new information, new scenarios, and new responses. This is referred to as Cognitive Computing and is key to providing an analytics system that is easy to use but extremely powerful.
Tags : 
ibm, talent acquisition, talent acquisition technology, human resources, recruiting, talent acquisition technology
    
IBM
Published By: IBM     Published Date: Jul 20, 2016
Analytics has permeated, virtually, every department within an organization. It’s no longer a ‘nice to have’. It’s an organizational imperative. HR, specifically, collects a wealth of data; from recruiting applications, employee surveys, performance management data and it sits in systems that remain largely untapped. This data can help drive strategic decisions about your workforce. Analytic tools have, historically, been difficult to use and required heavy IT lifting in order to get the most out of them. What if an analytics system learned and continue to learn as it experienced new information, new scenarios, and new responses. This is referred to as Cognitive Computing and is key to providing an analytics system that is easy to use but extremely powerful.
Tags : 
ibm, talent acquisition, talent acquisition technology, human resources, recruiting, talent acquisition technology, human resource technology
    
IBM
Published By: SAS     Published Date: Mar 06, 2018
The 2016 ACFE Report to the Nations on Occupational Fraud and Abuse analyzed 2,410 occupational fraud cases that caused a total loss of more than $6.3 billion.8 Victim organizations that lacked anti-fraud controls suffered double the amount of median losses. SAS’ unique, hybrid approach to insider threat deterrence – which combines traditional detection methods and investigative methodologies with behavioral analysis – enables complete, continuous monitoring. As a result, government agencies and companies can take pre-emptive action before damaging incidents occur. Equally important, SAS solutions are powerful yet simple to use, reducing the need to hire a cadre of high-end data modelers and analytics specialists. Automation of data integration and analytics processing makes it easy to deploy into daily operations.
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SAS
Published By: SAS     Published Date: Mar 06, 2018
The Internet of Things enables retailers to do three basics better and faster: 1) Sensing who customers are and what they’re doing, 2) Understanding customer behavior and preferences, and 3)Acting on that insight to create a more engaging customer experience. - There are high-potential IoT applications in supply chain, in “smart store” operations, and especially in providing an engaging experience to the “connected customer.” IoT data can anticipate where the customer is headed and how to meet her there. - Much of the IoT ground, in both data management and analytics, may be unfamiliar. Retailers and their IT organizations have to be realistic about the technological challenges, their own capabilities, and where they need assistance. - To differentiate through IoT, focus on the analytics. Devices and their data — and even their platforms — are commodities. Advantage goes to the retailer who does the most with the data to engage the connected customer.
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SAS
Published By: SAS     Published Date: Apr 04, 2018
“Fixing health care” is an urgent and pervasive priority for governments, businesses and citizens alike. Within many countries, costs are out of control, resulting in reduced access to quality care for those who need it, higher taxes and/or insurance costs for companies and citizens – and unfortunately, poorer health outcomes.
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SAS
Published By: SAS     Published Date: Jun 06, 2018
Today’s consumers expect immediate, personalized interactions. To meet these expectations, companies must differentiate their brands through timely, targeted and tailored customer experiences based on real-time data analytics. This report, sponsored by SAS, Intel and Accenture and conducted by Harvard Business Review Analytic Services, looks at how businesses are using advanced customer data analytics, along with real-time analytics and real-time marketing, to enhance their customers’ experiences. Learn why organizations that place a high value on real-time capabilities still struggle to achieve them, what companies can do to ensure success as they adopt and implement real-time analytics solutions, and what benefits successful companies are already seeing.
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SAS
Published By: SAS     Published Date: Jun 06, 2018
A multitude of “things” generate floods of big data – cars, wearables, machines and appliances. Wouldn’t you like to sift through that noise and become an organization that relies on data to make fact-based decisions? Learn about the three foundations of becoming data-driven – data management, analytics and visualization – and how they can increase profitability, boost performance, raise market share and improve operations. Read about hurdles to becoming a data-driven organization and learn best practices from others. Then get a glimpse of what the future holds with the Internet of Things (IoT), edge analytics, artificial intelligence (AI) and other technology innovations.
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SAS
Published By: Marchex     Published Date: Dec 10, 2010
This white paper focuses on the following three reasons why call tracking and analytics is such an essential component of a digital marketer's toolkit.
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marchex, call tracking, analytics, digital marketing, search marketing, phone call, performance-based advertising, search bid, conversion rates
    
Marchex
Published By: SAS     Published Date: Mar 01, 2012
This Aberdeen Research Brief draws on three discrete data sets in order to understand the tangible business impact of effective analytics in the SMB market.
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it management
    
SAS
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