Article 6 in a series of 6 The concept of people analytics maturity is often used by HR to assess the state of people analytics. Basic reporting is considered low maturity and high maturity is predictive analytics or prescriptive analytics. From this, HR and people teams conclude predictive or prescriptive analytics is the goal and
Context is the business’s vision, values, short and long-term business strategies and goals, from which, the talent strategy or people strategy is derived- the people component of the business strategy.
The data technology landscape has exploded in the last few years and continues to expand rapidly with big data, BI, and data visualization tools. With so many tools to choose from what tools should you consider and how do you choose?
Article 3 in a series of 6. The age of big data is here. We are creating 2.5 quintillion bytes of data every day and 90% of all data today is less than two years old. Yet in this data abundant world, HR data and people data is often found wanting. For many people scientists,
Article 2 of a series of 6 The foundation of science is the scientific method. The scientific method is a body of techniques for acquiring new knowledge and/or correcting and integrating previous knowledge. It is defined “a method of procedure that has characterized natural science since the 17th century, consisting in systematic observation, measurement, and
Article 1 of a series of 6 Data science has become an immensely popular buzzword. The promise of data-driven decisions delivering us from the uncertainty of gut feel. Big data and cognitive computing freeing us from excel spreadsheets and graphs. An entire new function has emerged in many organizations with data scientists and chief data
You’ve heard the phrase ‘people science’, and maybe seen new job titles like ‘Head of People’ appearing in your business network.