When we are sick, we listen to our bodies telling us we need help from a doctor, dentist or medication. When we need help with money, we go to the bank (or bank of dad/mom). When we need help at work, we should be listening to the people around us for inspiration, assistance or just nice thoughts.
In recent years companies have ramped up their Information Security resources. While this is good, having an Information Security department can lull others in organizations into a false sense of security, thinking someone else has it handled.
We are entering into a period of time where people are voluntarily leaving their jobs at rates not seen in years. What can be done?
“What metrics should I include in my rollout?” This is one of the most common questions we hear from people building their people analytics content.
There are very few analyses that HR can help generate that add more value and purpose to an organization in 2021 than good diversity, equity and inclusion metrics. So how do you make DE&I data driven?
Let’s say your organization has bought into the idea of building a people analytics capability. Great! First step is to start shopping for tools right? That was my thinking as well. Full disclosure…I’ve spent most of my career working for software companies that build and sell analytics tools.
People Analytics Experts
