OCTOBER 2015HR TECH OUTLOOK6Identifying the `right person for the right job' and retaining employees have always been one of the most complex tasks for HR executives. Traditional HR platforms and learning and development methodologies will only offer confounding results in today's IT-centric and highly data-driven enterprise environments. Amidst the complex mix of changing workforce demographics, technology needs, and organizational performance, companies today need much beyond their annual researches to cast an inside and outside view of their HR strategies to preempt and control attrition. Assisting companies to achieve this, the barrage of data mining, data reporting, business intelligence, and human capital management solutions today help clear the messy IT issues created by incompatible HR systems and employee turnover. These solutions deftly carry out the leviathan job of transforming data from disparate sources into accurate and meaningful metrics to analyze and establish a cause-and-effect relationship between all the variables of the HR mix. Also, in support of this trend, many companies and software vendors are infusing the organizational and HR policies into the analytics applications and software tools.Drawing from the rich pool of researches and expert suggestions, it would be apt to say that today's firms should consider directing investments to adopt workforce or `people' analytics tools to channelize information to support talent decisions and optimize on interactive mediums. CIOs and CEOs should tap the benefits of people analytics for a continuous, iterative exploration of their potential business and HR capacities of organization.On that note, we present to you the 10 most promising HR Analytics Solution Providers, along with insights from top executives in this space who share their knowledge on optimizing right technology and business strategy to address myriad of challenges. We hope this list will help companies make decisions to move away from the traditional HR and technology paradigms, enhance their existing capabilities, and solve problems related to the adoption of HR Analytics.Make Way for People Analytics Hanna WilsonEditor-in-Chiefeditor@hrtechoutlook.comCopyright © 2015 HR Tech Outlook, Inc. All rights reserved. Reproduction in whole or part of any text, photography or illustrations without written permission from the publisher is prohibited. The publisher assumes no responsibility for unsolicited manuscripts, photographs or illustrations. Views and opinions expressed in this publication are not necessarily those of the magazine and accordingly, no liability is assumed by the publisher thereof.OCTOBER - 2015Mailing AddressValley Media Inc.44790 S. Grimmer Blvd Suite 202, Fremont, CA 94538T:+1 (510) 509-1655 HR TECH OUTLOOKOCTOBER 2015, Volume 01, Issue 08 Published monthly by Valley Media Inc. To subscribe to HR Tech OutlookVisit www.hrtechoutlook.com Editor-in-Chief Hanna WilsonEditorial StaffSalesEric Young Gerard HallHelen MartinJoe TaylorLisa WhiteSandra ClarkVisualizersShanell JonesEditor's Note Abigail Jonesabigail@hrtechoutlook.comT:+1 (510) 509-1721
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