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Anatomy of a Benchmark

Namely recently launched our Benchmarking Package to clients, an offering which provides quarterly reports of company-specific insights with tailored benchmark data layered directly on top. Never before has it been so easy for mid-sized companies to understand the health of their talent compared to other companies just like them.

As part of the offering, we leveraged data science and machine learning to make it easier than ever before to compare the specific reasons employees are leaving one company relative to its peers. In light of this exciting news, I thought it would be fun to introduce all of my fellow data nerds out there to the process behind developing, testing, and launching Namely’s benchmarks.

How to Calculate Your Employee Engagement ROI

The #1 topic on the minds of CEOs and senior HR leaders is ‘culture & engagement,’ according to Deloitte’s 2015 Global Human Capital Trends Report. Employee engagement can be defined as proactively and passionately adding value while aligning with the company mission. Or according to Deloitte, “culture describes ‘the way things work around here’, while engagement describes ‘how people feel about the way things work around here’.”

How Companies Supported ‘Voting Time Off’ on Election Day

On November 6, a record 113 million voters participated in the 2018 midterm elections. With over 49 percent of eligible voters participating, it’s clear that many constituents took time off to vote. From Google’s “Go Vote” homepage to Lyft’s 50 percent discount on rides to the polls, companies large and small did their best to ensure everyone made it to the polls.

How to Use Data to Build an Effective Compensation Strategy

In today’s competitive talent market, talent acquisition professionals and hiring managers face an increasingly daunting task when deciding what to offer to job candidates.

3 Reasons to Consider an All-in-One HR Platform

Whether you’re new to HR or a veteran, you’ve probably noticed that there’s an abundance of HR technologies out there and the landscape is continuing to grow at an exponential rate. Part of the reason for this growth has to do with the evolving workforce and the need for modern software to help companies keep pace.

Presentation Due? Don’t Forget These 3 Common HR Metrics

Surveys show that HR professionals are more data driven than ever before. Thanks to human resource information systems (HRIS), it’s never been easier to analyze and draw insights from employee information. Leveraging the right data can show how your team’s initiatives are performing and help prove HR’s impact across the entire organization.

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Summer’s Over—Did Your Employees Take Enough Time Off?

From long weekends to beach excursions, summer is usually thought of as the hottest time of year to take a break. That’s a good thing—vacation reduces stress and burnout while improving overall happiness. Sounds like it’s time to start planning a fall vacation!


This year, over 235,000  time  off requests came through Namely between Memorial Day and Labor Day. We sifted through all of these employee 
summer vacation requests to see when and for how long employees were taking off. Here are some of the surprising 2018 summer vacation trends we found:

Getting Started with People Analytics

The field of people analytics is constantly exploding with innovation: Wegman's reinvented the annual benefits survey, Google taught us what good managers look like, and many other companies have conducted and written about their internal analytics work. But have you taken a moment to think about how you can benefit from your own people data?

How to Use HR Data to Gain Executive Buy-In

It’s arguably the most overused cliché in human resources today: “it’s time to get a seat at the table.” But once you finally earn that seat, how do you get other executives to actually listen?
 

The Diversity Metric You Aren’t Tracking Yet

How do you currently measure employee diversity in your organization? Perhaps your organization, like many others, measures the breakdown of gender, ethnicity, and other employee demographics. Such breakdowns (e.g., 45% female / 55% male) are very common for organizations to monitor and action as “outcomes” of diversity initiatives (e.g., “Did the introduction of a structured interview process increase diversity in our workplace?”). But how do we know if our diversity efforts have succeeded?