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.
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’.”
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.
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.
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.
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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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
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?
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?
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?