Advances in data analytics now provide learning and development professionals with a real-time understanding of language skills gaps before and after the learning takes place. It’s that understanding that will make language learning simpler and more efficient than ever before.
If you want to learn more on how Data can help HR, don´t miss this video!
Editor’s Picks on Learning & Development
The Possibilities of Technology-Enabled Learning: An Interview with Karen Hebert-Maccaro of O’Reilly Media
Interview with Karen Hebert-Maccaro of O’Reilly Media on technology-enabled learning. Explore the issues and potential of new ways of learning.
by Radhika Mukherjee | Dec 04, 2018
How to Engage Your Multigenerational Workforce through Learning and Development
How can organizations meaningfully engage their multigenerational workforce through learning and development? Read more to find out.
by Sushman Biswas | Oct 31, 2018
Discussing Simple, Humanizing HR in a Technology-Driven Landscape
Greg Hodges, Founder and Co-CEO, Hodges-Mace chats with HR Technologist about the best communication methodologies and technical solutions to deploy
by The HRT Features Desk | Aug 16, 2018
Tags
analytics Learning and Development training & development
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4 Tips to Calculate Meaningful ROI for Workplace Learning and Increase Your Training Budget
by Mattison Johnson | Oct 04, 2018
The 3 Questions That Will Up Your Millennial Career Coaching Game
by Dave Weisbeck | Nov 15, 2018
5 Tips on Engaging Your Gen Z Workforce with Learning Programs in 2019
by Sushman Biswas | Dec 27, 2018
Why Predictive Analytics is a Game Changer for Human Capital Management
by Chiradeep BasuMallick | Sep 27, 2018
The Human Capital Management (HCM) Tech Dilemma: 5 Critical Factors
by Adam Cummins | Sep 25, 2018
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Data Helping Close the Language Skill-Gap
HR predictive analytics enables HR to forecast the impact of people policies on the well-being, happiness and bottom line performance of employees. An example is the role it can play in preventing expensive employee turnover.. climate and the quality and pace of labor-related legislation. Also, how firms and workers adapt to increased longevity.
At a micro level, I look at the evolution of the traditional “contract” between employer and employee, the increased “atomization” of work, and the unpacking of educational degrees into skills that adds further liquidity to the labor market.
I am also interested in how workers ultimately “wisen up” and gain control of their work-related data and respond in game theoretic ways that ultimately thwart their employers’ algorithms.
What are your top 3 focus areas when it comes to Employee Experience & Engagement in the near future?
Oliver Kasper, Head of HR Processes, Systems and Analytics, Swarovski
The New Joiner experience / Candidate experience (this is very big for us with high turnover and large numbers of temp and seasonal workers)
Staff scheduling and time management (everything from scheduling to tracking time is very big for us with our large number of retail & blue-collar workers)
Retention: the exact focus is to be determined through data analytics
Stephen Heeke, Head of HR Data, Science, Insights, and Innovation, Deutsche Bahn
Customer centricity.
Cloud-based, easy to use HR IT.
Data driven decision making.
In essence, we want to make HR interactions easier and more productive for employees and make sure HR initiatives are more targeted and effective.
Amit Mohindra, CEO, People Analytics Success (Former Head of People Analytics, Apple)
Companies are going to have to ramp up their performance in these two areas or lose talent to competitors. I view “employee sensing” - being able to gather and interpret high-frequency signals on how employees think, feel and behave - as a top priority. This includes gathering insights through organizational network analysis (ONA), tracking wearables and enhanced polling/survey approaches. With greater granularity on employee attributes and preferences, we can develop more targeted programs. Addressing inclusion and well-being will also be important. And of course, if you don’t fix the legacy performance management approaches and systems, you are toast.
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Editor’s Picks on Digital Transformation
The Right Call: Choosing Between an On-Premises or Cloud-based HRIS
A checklist to help decide between on-premise HR database and cloud-based HRIS systems, for example Peoplesoft HRMS or Papaya Global, among others.
by Chiradeep BasuMallick | Sep 24, 2018
How AI Will Transform Career Progression
Death-knell for the old and harbinger of the new! We discuss 3 ways AI will change how the global workforce views itself, making learning a business
by Chiradeep BasuMallick | Aug 23, 2018
Is HR Ready to Lead the Robot Revolution?
Artificial Intelligence, machine learning, and robotics are changing the world of work. However, to unlock the full potential AI it's integral for
by Jakub Pavlak | Oct 08, 2018
Tags
Employee Engagement AI Employee Experience Future of Work HR Trends predictive analytics RPA UNLEASH
Recommended Reads
Empowering Employees to Increase Engagement: An Interview with David Karandish of Jane.ai
by The HRT Features Desk | Nov 14, 2018
How to Leverage Digital Transformation to Improve Employee Experience?
by Michael Gretczko | Oct 18, 2018
Key Digital Transformation Lessons: An Interview with Jen Stroud of ServiceNow
by Radhika Mukherjee | Nov 27, 2018
The Role of HR in Successful Business Transformation
by Sushman Biswas | Sep 26, 2018
Impacts on Employee Engagement with Performance Management
by Linda Ginac | Sep 17, 2018
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HR trends coming to your office in 2019 - Predictive analytics
Reverse Mentoring
In companies like Target and Siemens students are more quickly becoming the teachers as companies are getting their 18 to 35-year-old employees to teach generation Xers and baby boomers a thing or two about integrating tools like social media and crowd sourcing.
By pairing older workers with younger ones to educate one another on how business work and new ways of thinking can improve them.
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