Global Head of Workforce Analytics and Planning
Workforce or people analytics can be used to proactively manage talent. This powerful, data-based tool can be used to identify both top performers through the algorithmic comparison of employees’ career progressions to similar data sets and models. This allows an employer to help groom and support top performers as well as pinpoint poor performers before they become a drag on the bottom line. It can also help company leaders analyze skills gaps, allowing managers to perform training interventions. Savvy businesses also rely on analytics to help them manage turnover by statistically identifying the traits of people who are likely to leave their positions. The technology is also a boon to succession planning allowing hiring managers to map out internal successor candidates. Discover more about what analytics and the power of big data can do to supercharge your workforce planning.
- How analytics can be the catalyst for driving the digitization of HR
- What predictive breakthroughs you can make with a properly implemented data-collection set-up
- The difference between analytics that are merely descriptive and are actively predictive