HR Analytics: Who’s Fooling Who?

I’m going to argue here that many organisations using HR analytics to improve their people programmes are fooling themselves. Let me explain: evidence-based HR analytics relies on a model something like this: HR programme –> Competencies –> Employee performance –> Org performance That is, you invest in workforce programmes to increase employee competencies (“the how”)…

Deloitte Research: How Successful Organizations Use People Analytics to Drive Decision-Making

Whether you are examining your sales pipeline, the success of a marketing campaign, or employee retention, data and analytics are essential for business decision-making. Despite this, many companies still overlook people analytics when it comes to solving complex business problems. According to the High-Impact People Analytics industry study by Bersin by Deloitte, organizations that use people…

Leading Analytics Teams in Changing Times

The answers to the innumerable business opportunities we face lie in our data, yet our thirst for business insight often goes unsatisfied. The growing use of analytics in organizations is powered by analytics teams, which are often underfunded, misunderstood, and starved for talent. Extracting business value from data depends on nurturing the development and effectiveness…

Using Microsoft R Server and Other Microsoft Technologies to Embed HR Analytics Into HR Practices

HR Analytics is still in its infancy in most organizations. One way to gauge that is to ask about and investigate the degree to which activity in this area is evident in HR practices in organizations. If you have either read some of my previous articles: https://www.linkedin.com/in/lyndon-sundmark-mba-59272a/detail/recent-activity/posts/ or read the book I published: https://www.analyticsinhr.com/hr-analytics-books/ https://www.amazon.com/s/ref=nb_sb_noss?url=search-alias%3Daps&field-keywords=Lyndon+Sundmark…