Recruitment analytics is the process of analyzing recruitment data in order to gain a competitive advantage in the hiring process. By understanding how candidates are finding your company, where they are coming from, and what kind of recruitment methods are working best, you can more efficiently fill open positions.
Are you seeing any of the signs that indicate a strategic change is necessary? If so, read this article for tips on how to make the transition as smooth as possible.
HR Scorecard is similar to regular Balanced Scorecard, and it has a great quick performance review tool showing how Human Resources meets its goals and targets.
A great HR Function always keep a clear data model showing where data are born, which system is a master and who is maintaining data in Human Resources
SWOT Analysis is a simple but very powerful tool for analyzing a company, department, product or process. It looks at the challenge as a whole and works best as a team effort.
Employee turnover is a basic and critical HR metric, which shows the ratio between leavers and the total workforce. Why is it important and how to manage turnover.
Benchmarking is a common technique where a company compares its performance ... either internally or externally and identifies vulnerabilities and strengths
Storytelling is a top skill of leadership, the presenter does not present a dry presentation but tells a compelling story that engages the audience. How?
Workforce analysis evaluates current workforce capabilities, identifies gaps, forecasts future needs, and develops strategies to align talent with organizational goals.
Administrative Experts streamline HR processes, manage compliance, optimize efficiency, and utilize HRIS, ensuring a well-structured HR function for organizational success.
Employee Champions are vital HR advocates, fostering engagement, talent management, conflict resolution, and change, while promoting well-being and work-life balance.
Introduce a Change Agent by gaining leadership support, selecting a skilled individual, providing training, establishing a reporting structure, and monitoring progress.
Strengthen the Strategic Partner role through understanding strategic priorities, aligning HR practices, fostering collaboration, developing HR competencies, and leveraging analytics.
Leadership styles are diverse, ranging from autocratic to democratic, and each style has its own strengths and weaknesses. Understanding these styles is critical for HR professionals to select the right approach, develop and support leaders, and create a culture of continuous improvement and growth.
Employee development strategies enhance workforce skills and knowledge. Common strategies include on-the-job training, formal programs, mentoring, job rotation, and e-learning.
Strategic workforce planning aligns HR with business needs, optimizing talent acquisition, retention, development, and succession for long-term competitive advantage.
Strategic workforce planning (SWP) aligns talent management with business objectives to ensure the right people, skills, and roles drive success and adaptability.
