2018 HR Analytics Predictions Series: Part III-IV
ICYMI, we issued two of our predictions via our blog (intro and #2) last month. We are giving you the cliff-notes version of our final two here, but you can
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2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle
As we discussed in our last blog, we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be
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The Future of HR Analytics? We’re Playing Nostradamus Again…
Unlike typical “thought leaders,” we don’t just make predictions at the beginning of the year and walk away; we track them all year long to see if they actually come
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Full Circle Data Collection: An Approach for Reducing Turnover
It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job
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Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time
If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on.
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Want to Increase Your Employee Survey Scores?
As the calendar is getting ready to turn once again, are you reflecting upon the outcome (or lack thereof) of your employee survey for yet another year? Good news: this
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5 Ways to Drive Real Results: Action Planning
A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and
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SMD Prediction Comes True: Leveraging the Right Data
It’s happened again! One of our “Crystal Ball” predictions from last year has come true. Luckily, the proof associated with this prediction can greatly impact the decisions made within your
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Actionable Tips for Improving the Employee Experience, Turnover & Patient Satisfaction
We recently conducted a study that focused on uncovering the key factors that impact two healthcare metrics – employee turnover and patient satisfaction (HCAHPS). Why? Because these factors are critical
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