City of Toronto’s Post

Ever wondered what HR analysts really do? 🔍💼 Our article demystifies this crucial role in modern HR. Discover how data drives people decisions in today's workplace. https://lnkd.in/duuHZuQX

HR functions who have integrated HR systems (and therefore data) are in the minority. This survey from StaffCircle wasn't huge but reflects what I hear within my HR community. There seems to be a premier league of large organisations who realise the value of investing in HR tech (and can afford it) and have it all sewn up neatly in a 'single online platform'. They also benefit from valuable people insights and can build up persuasive business cases for interventions that further power engagement and performance. That's just a quarter of respondents in this research. In the next division, in my experience, HR teams have several discrete systems that individually do a good job but are not integrated - the 'siloed across several platforms' section below. The prospect of taking these apart and building a new, integrated system tends to fill HR teams with fear as they don't anticipate sufficient investment. This means that three-quarters of HR teams lack integrated systems - and therefore data. The largest, yellow, slice of this graphic shows the number of HR teams still tied to spreadsheets which won't facilitate easy analysis. How do you build a business case for a powerful intervention if you haven't got this kind of data? Or even build a business for integrated HR tech? HR can't grasp strategic authority in an organisation if they're burdened with admin. But they have to demonstrate why - and what they'd be enabled to do - and the value that would add to business. There's another way to build a business case - take a look at our Business HR Strategic Roadmap to see how to do it from the 'business end'. It's a structured way to engage and involve your senior stakeholders to find out what they want from HR within the context of business priorities: https://lnkd.in/eCWwyY7f That gives you what you need to build the business case for what makes sense to everyone.

In today's data-driven business environment, HR professionals are increasingly called upon to create reports that communicate key metrics and insights to stakeholders across the organization. Want to know more about how to boost these HR reports? 🚀 In this new article I share with you 4 important reasons for creating effective HR reports followed by 6 best practices. 📈 Did I spark your interest? ✨ Be sure to check it out! 👀👇 #hrreporting #businessintelligence #humanresources #effectivereporting #bestpractices #article #datadriven #keymetrics

In HR. com’s survey, less than a quarter (22%) of HR professionals indicated that their organization is very or extremely effective at designing and implementing processes to get the most out of people analytics. Understanding the challenges of HR analytics can help you overcome this: 1. Contextualizing information HR metrics on their own aren’t very helpful — context is required to get the full story. 2. Bringing together disparate sources of data In 2023, Intelligent SME reported that the average small business with 500 or fewer employees uses 172 apps. 3. Data quality Data standards are rules for structuring information fields (e.g., how many characters a name can be or how to format dates). #HRAnalytics #PeopleAnalytics #HRReporting

Data-driven decisions start with effective HR reports. From enhancing data visualization to navigating legal compliance, HR reporting done well ensures a strategic impact in your organization. Our analyst Alix Vanbrussel guides you through six best practices that transform HR data into action 👉 https://loom.ly/YRM0bCI #bestpractices #hrreporting #hrdata #dataintoaction

📢🔥 HR Analytics: Transforming the Future of Human Resources! 🔍💼 🌟 As we enter a new era of technology and data-driven decision-making, HR Analytics is emerging as a game-changer for the field of Human Resources. Gone are the days of traditional HR practices that relied solely on intuition and gut feelings. With the power of analytics, HR professionals now have the ability to make data-backed decisions that drive business success and employee satisfaction. 🚀 HR Analytics allows organizations to gain valuable insights into their workforce, enabling them to identify trends, patterns, and potential areas of improvement. By analyzing vast amounts of HR data, including employee performance, engagement, turnover rates, and even recruitment metrics, companies can make informed decisions to attract, retain, and develop top talent. 💡 Imagine being able to predict which employees are most likely to leave the company, and taking proactive measures to address any concerns or challenges they may have. HR Analytics provides us with this invaluable capability, empowering HR professionals to implement strategies that foster a positive work environment and reduce employee churn. ✅ Moreover, HR Analytics helps streamline the hiring process by identifying the most effective recruitment channels, analyzing candidate profiles, and highlighting potential diversity and inclusion gaps. This not only saves time and resources but also increases the chances of finding the perfect match for a job opening. 🌐 The future of HR is data-driven, and it's time for HR professionals to embrace the power of analytics. By leveraging technology and constantly evolving HR practices, we can unlock the full potential of our organizations and build a happier, more engaged workforce. Let's join hands in embracing HR Analytics and revolutionize the way we shape the future of Human Resources! 💪🌈

📈 Data-driven HR is the future, and the numbers don't lie: the $31 billion HR tech market is expected to be worth more than $76 billion by 2031. It's time to embrace the data analytics difference in HR:

Poor Data Management will always hold you back. This is just as true for HR. For personal, performance and demographic data is all important to understand your employees, their needs and what they can bring to your business. If you miss out on that information, you'll be held back. Human Resource Information Systems like Advanced HR, you can get ahead. Learn more here: https://bit.ly/44lUHjk

Poor Data Management will always hold you back. This is just as true for HR. For personal, performance and demographic data is all important to understand your employees, their needs and what they can bring to your business. If you miss out on that information, you'll be held back. Human Resource Information Systems like Advanced HR, you can get ahead. Learn more here: https://bit.ly/44lUHjk