HR’s use of people analytics, where employers gather and scrutinise key data about the workforce, is increasing along with the adoption of improved HR technology.
Information commonly monitored and benchmarked by employers covers aspects of HR such as talent management, retention rates and absence rates.
25 May 2022 - Register now | Join this webinar to discover the top HR metrics being used by organisations and the data points c-suite leaders want most.
Research shows that employers do not collect enough HR performance data to make meaningful decisions.
More than three-quarters of HR professionals are confident about their career prospects over the next five years, according to XpertHR’s 2022 HR careers survey.
Only just over a tenth of businesses in the FTSE 100 are fully reporting on diversity measures, according to consultancy...
Fujitsu's Kelly Metcalf provides her top five predictions for 2022 around diversity, inclusion and wellbeing.
Employees’ mental health is being damaged by the use of algorithms to monitor performance and targets, say MPs.
As more organisations reveal their plans for hybrid working, many will be considering how they truly measure productivity. Analysis of...
Recent research has revealed a gap between the type of metrics the c-suite wants, and what HR is actually providing.
Another slice of Oven-Ready HR interviews from Season 2. In this second compilation episode we listen again to:
Francesca Peters,...
The co-founder of LightWork Global talks about using people analytics to identify trends, boost productivity and help with engagement.
ON-DEMAND | Join our panel as they discuss how businesses can redefine the value of learning and amplify L&D’s impact on the organisation.
Mark Judd examines how HR teams became used to operating in a climate of continuous and unprecedented change.
Organisations already hold the data needed to inform pay equity strategies, so it's time to act on the insights this data can give.
Many organisations still recruit based on educational background based on assumptions around prestige and performance. But the data suggests a different story.
‘Skills adjacencies’ need to be developed before businesses' skills gaps become debilitating.
