Upskilling HR in People Analytics


Posted by Madhura Chakrabarti on March 20, 2018.

People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet. In fact, in nearly 60 percent of companies, basic data literacy skills are not yet in place across the HR organization.1

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Prediction 9: With analytics and digitalization taking center stage, HR still needs to stay human


Posted by Janet Clarey  January 23, 2018.

A fitness mobile app uses artificial intelligence (AI) to offer content tailored to the user’s needs and syncs with an activity tracker, too. But the best part of the app is that it connects the user to an actual human coach and a community of people who share their experiences and achievements and who encourage others to meet their fitness goals in real time. It’s the personal touch in this app that engages users and compels them to keep using it.

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Prediction 7: HR will help every employee lead a better work life using data and analytics


Posted by Madhura Chakrabarti on January 22, 2018.

HR has recently come to embrace people analytics (PA). More than 85 percent of the companies surveyed for our latest High-Impact People Analytics study1 have developed their PA capabilities beyond the most rudimentary level. But nearly 70 percent of companies have not yet scaled those capabilities across the HR organization.2 If companies stop now, they won’t earn the highest potential return on their investments in data and analytics.

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Can robots replace HR?

Can robots replace HR?
Posted by Michael Gretczko and Rajesh Attra on November 17, 2016.

Automation and artificial intelligence are hot topics these days, to the extent President Obama has recently started to position the future of smarter technologies as a critical topic for his successor to address.1 This transformation has broad impacts, but the changes expected in the HR function and the overall workplace are of significant interest.

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Is your finance transformation project truly transformational?

Reap the advantages of a consolidated reporting and analytics package

Reap the advantages of a consolidated reporting and analytics package

Posted by Tony Johnson, Matthew Clark, and Jason Hiquet on July 14, 2016.

Across the insurance industry, more and more companies are undertaking finance transformation, model conversion, and technology infrastructure modernization projects. A primary aim of these projects is to empower companies with integrated systems and efficient modeling processes—but, these potential benefits are not necessarily automatic. Companies should take pause and ask, “Am I getting everything out of my finance transformation and model conversion projects that I hoped?”

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10 new trends in HR technology signal big disruptions

10 new trends in HR technology signal big disruptions

Posted by Josh Bersin on November 24, 2015.

Imagine a human resources application that runs on your phone, knows your location, and recommends people with which to network. It provides continuous onboarding and transition assistance. It also evaluates time-management aptitude to help improve productivity, automatically assess work behaviors, offer feedback on improving work-life balance, and offer on-the-job skills training. It may even share exercise and healthy eating tips where and when you need them.

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Are you prepared to be disrupted?

Benko Disruption

Posted by Cathy Benko on May 14, 2014

In our recent Deloitte Review article, Disrupting the CHRO: Following in the CFO’s footsteps, my co-authors and I explore the transformation of the CHRO role in the era of talent scarcity — which is proving to be a bumpy road. There are a number of reasons for this: the shift in corporate value creation, for example. In the 1960s, 60 percent of value was derived from tangible assets, while today, 85 percent stems from intangibles such as intellectual property, brand, and people. This increased reliance on knowledge work is at least as important as the need for companies to attract and retain technical talent and other STEM specialists—and both imperatives are raising the stakes for CHROs.

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