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Celeste Duke, SPHR, is a Managing Editor, overseeing BLR’s HR content team. She understands the existing and emerging needs and challenges of human resources professionals thanks to several years of experience managing, writing, and editing key publications for BLR. Her areas of concentration include diversity & inclusion, workplace trends, and employee training.

Ms. Prince received her law degree and master’s degree from Vermont Law School. Nancy R. McDermott, JD, has more than 20 years’ experience as a legal writer and editor.

Sometimes the pain is actually a strategic misstep that needs to be addressed on a higher level. Sometimes the pain is when only one employee is experiencing issues which may be resolved with one-on-one coaching rather than sending the employee off to training. To get started with people analytics, you need to combine data from different HR systems. Say you want to measure the impact of employee engagement on financial performance. To measure this relationship, you need to combine your annual engagement survey with your performance data. This way you can calculate the impact of engagement on the financial performance of different stores and departments. HR departments have a tradition of collecting vast amounts of HR data.

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We also offervirtualandclassroom instructor-led training,on-demand learning, individual and teamassessments, one-on-onecoaching, andemployee engagement services. In addition, ERC is the founder ofNorthCoast 99, and sponsors the ERChealth insurance program for Ohio employers. Leaders driving the people agenda must navigate the evolving workplace, deliver a dynamic employee experience and position the HR organization as a source of innovation and driving business outcomes. KPMG’s HR Real Insights program provides access to research, analysis, and events to help you gain strategic insight and position your enterprise for competitive advantage. If HR and people leader teams can steward workforce agility within their organizations, they will have the opportunity to position themselves as strategic workforce advisors in today’s evolving world of work. The rapid pace of disruptive change in the current business and social landscapes are shaping customer expectations and customer experiences, threatening to leave behind less receptive organizations. As experienced with the COVID-19 pandemic, there have been seismic shifts in the ways businesses operate, manage people and even work.

As soon as organizations start to analyze their people problems by using this data, they are engaged in HR analytics. Onboarding is yet another workplace facet that was disrupted by the COVID-19 pandemic. This critical process of hiring, training and welcoming new employees into an organization is one of the most important functions of HR. What was once a series of carefully outlined in-person meetings has now been upended. A natural counterpart to remote work is employee monitoring software.

When a number of employees operate outside the workplace, employers sometimes need other ways to keep track of productivity. This suggests remote work, at least part time, will remain for the foreseeable future. As such, employers should consider expanding their own remote opportunities, as applicable. This won’t be feasible in all situations, but it might be for some positions. Doing so will not only provide a safeguard against COVID-19, but it can also serve as a tantalizing recruitment perk. Moreover, remote positions give employers greater hiring flexibility, allowing them to expand talent pools to any area with an internet connection.

HR Analytics is about leveraging the power of data to make decisions that drive better outcomes for both your organization and its employees. AIHR Analytics is the leading blog on people analytics/HR analytics. People analytics is a data-driven approach to managing people at work. People analytics, also known as HR analytics, workforce analytics, or talent analytics, revolves around analyzing people problems using data to answer critical questions about your organization. Known for his contrarian management views that deliver results, not bureaucracy, Rich has firsthand experience in developing and growing a business.

Megan brings over 25 years of experience in strategy, finance, human resources, and operations to ERC. Throughout her career, she has helped companies adapt to enterprise-wide change and improve their bottom lines, while never losing sight of the people that drive business results. Not every workforce “pain” you experience can be fixed by sending a handful of employees to training.

She focuses on the topics of the Family Medical Leave Act , paid/sick leave, maternity and pregnancy, and military service. from the University of Alabama and her law degree from the State University of New York at Buffalo Law School. Susan E. Prince, JD, MSL, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Prince has close to 20 years of experience as an attorney and writer in the field of human resources. Ms. Prince has also served as an expert speaker on the Fair Labor Standards Act.

Before coming to BLR, Ms. McDermott served as editor of The Personnel Advisor, a human resources employment law reference manual. She has also worked as a Court Watch Research Analyst for Texas Watch, a grass-roots organization, and for the Texas Legal Services Center, conducting legal research.

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Gain valuable insights from industry experts, ready to share how organizations can meet the personalized expectations of today’s evolving workforce. The makeup of a company’s workforce and how, when and where it conducts work has revolutionized at a remarkable pace. In this report, we will examine how HR is responding to the ongoing changes in the workplace by addressing four critical workplace trends.

The post-pandemic world relies upon one familiar function to tie business change together – human resources. Rich has worked in a wide range of sectors, everything from start-up and non-profit to retail and manufacturing. In response to a rapidly changing economic and health environment, HR leaders have been forced to take unprecedented actions to protect employees and the organization. Watch the on-demand webinar to learn key areas affecting returning to the workplace, including safety & compliance, employee leaves, and remote working realities.

How To Get Started With People Analytics

Efforts include mental health programs, dependent care assistance and flexible scheduling. Focusing on these areas can lead to healthier, happier and more productive employees. Today, HR leaders are differentiating themselves by becoming proponents of talent insights in their organizations. HR Hero is powered by our team of employment law and HR experts. Using their one-hundred plus years of combined experience, our experts will answer your questions, develop resources and guidance, and make updates in real time as regulations change. Employment Enterprises, Inc. is a full-service strategic workforce solution and talent management company.

Nancy earned her B.A.in Criminal Justice from the University of Texas at San Antonio, and her law degree from Vermont Law School. Joan S. Farrell, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Farrell writes extensively on the topics of workplace discrimination, unlawful harassment, retaliation, and reasonable accommodation.

As Managing Partner of a healthcare business, he grew his company in seven years from a local operation with 30 employees to a multi-site operation with more than 450 employees in 10 states. Jeanna E. Crocker, JD, is a Legal Editor for BLR’s human resources and employment law publications.

• Celeste Duke, SPHR, is a Managing Editor, overseeing BLR’s HR content team.
• In addition, if you know what makes your employees tick, you can create a better work environment and identify future leaders.
• Imagine that you can predict which employees are most likely to leave the company.
• This information helps your succession management and benefits strategic workforce planning.
• Additionally, the rise in people analytics will improve the strategic approach to talent-based decision making, thus improving the hiring and management process.

We’re the creators and producers of NorthCoast 99, an annual awards program in its 22nd year that honors exceptional Northeast Ohio employers for top talent. The administration costs that you can budget for truly depend on the size of your company. Founded in 1920 as the American Plan Association of Cleveland, ERC was formed in response to the labor movement by 15 business owners at the Union Club of Cleveland.

communication between employees but also communication of goals and initiatives on behalf of the company. As it turns out, Employment Enterprises is following many of her best practices already to engage with our remote workforce. Founded in 1920, ERC makes workplaces great by providing training, HR consulting and support, coaching and assessments, and research services.

Prior to Oatey, she spent 10 years at Lincoln Electric, most recently serving as Vice President, Human Resources, Americas Welding. ERC’s Board of Directors advises on the company’s overall operations, including finance, compliance, business strategies, and HR practices. The Board of Directors shares its expertise and guidance with ERC’s management team, President Kelly Keefe, Senior Vice President Carrie Morse, and Controller Sandy Sharrone, in quarterly meetings. Improving business performance, turning risk and compliance into opportunities, developing strategies and enhancing value are at the core of what we do for leading organizations. Employee experience, technology, and the use of strategic benefits to drive recruitment and retention will be at the top of the agenda for employers heading into the new era of work. Watch the on-demand webinar to learn how to tailor your employee benefits and recruitment strategies to stay ahead of the competition.

Already, some organizations have transitioned to a more holistic well-being approach, and others will undoubtedly follow suit. These initiatives examine the larger picture and aim to help employees better themselves, even outside the workplace.

You can imagine that HR analytics holds enormous value for an organization. Indeed, analytics enables companies to measure the business impact of people policies. Key HR areas will change based on the insights gained from HR analytics. Functions like recruitment, performance management, and learning & development will change. ” is asked by a lot of HR professionals who want to get started with people analytics.

In addition, if you know what makes your employees tick, you can create a better work environment and identify future leaders. Imagine that you can predict which employees are most likely to leave the company. This information helps your succession management and benefits strategic workforce planning. Additionally, the rise in people analytics will improve the strategic approach to talent-based decision making, thus improving the hiring and management process.

Before coming to BLR, she was the business editor forThe Daily Heraldin Columbia, Tennessee. Celeste earned her bachelor’s degree from David Lipscomb University and a master’s from Middle Tennessee State University, where she also taught writing. Since 1920, ERC has provided people data and HR services to help leaders make better decisions. Through our certified HR advisors, we offer consultative services, compensation benchmarking and data, workplace polls and surveys, networking, and cost savings opportunities. We also offer virtual and classroom instructor-led training, on-demand learning, individual and team assessments, one-on-one coaching, and employee engagement services. In addition, ERC is the founder of NorthCoast 99, and sponsors the ERChealth insurance program for Ohio employers. Through our certified HR advisors, we offerconsultative services,compensation benchmarking and data, workplace polls and surveys,networking, and cost savings opportunities.

Together, this group of CEOs united to create better workplace practices for both employers and employees. With more than 20 years of experience in Human Resources leadership, Dalithia has significant expertise in all areas of human capital management, talent acquisition, and overall HR strategy. Dalithia joined Oatey Co. in 2018 and was promoted to Vice President and Chief Human Resources Officer in 2020. In this role, she leads all HR functions at Oatey and is responsible for Environmental, Health, Safety, and Security as well as Diversity, Equity, and Inclusion.

By applying complex statistical analyses, HR can predict the future of the workforce. This enables managers to measure the financial impact of Human Resource practices. To read more about the tools used for these analyses, check our overview on the top HR analytics tools.

Before coming to BLR, Ms. Farrell worked as in-house counsel for a multistate employer where she represented management in administrative matters and provided counseling on employment practices. While we are working well remotely, there is always room for improvement. Nineteen percent of remote employees report loneliness as their biggest challenge. In 2021, internally we will continue to work on our remote training including company values. Building connections in and between departments’ team members will be a priority. We must continue to find ways to engage with our teams and build the bridges for their personal and professional development. Here are a few ways managers can help reduce conflict on their teams.