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  BIG DATA AND HUMAN CAPITAL MANAGEMENT  
  By Sean McGuire and Bill Ladd, Workday, Inc.  
 

Chances are, big data can benefit your organization in one way or another. It has the potential of digging out answers in a sea of data to bring out new insights for your business. Exploring the possibilities and capabilities of big data doesn't take much effort due to the number of solutions you can pilot. If big data is something you want to pursue - start by asking questions and engaging the proper HR and IT resources.

 
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  THE HOLISTIC "BIG DATA" RECIPE  
  By Carl Schleyer, 3D Results  
 

I must acknowledge that big data as a concept is in the HR space to stay. Technologically, the time is right: the data sources are certainly voluminous, full of variety, and are coming at us with feverous velocity, but overall, we as an HR function need to retool our skills in order to extract the value that big data offers.

 
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  Executive Interview  
 
 
     
 

An Interview with John Schwarz, co-founder and CEO, Visier:

According to Mr. Schwarz, the challenge most organizations face regarding big data is not the volume of information, but the diversity, the lack of common identifiers, and the degree of inaccuracy that creeps in when using multiple system sources. Worse, the tools that are available to manage the so called big data are extremely immature, and require a high degree of technical proficiency.

 
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  TAKING A LONG DATA VIEW FOR EFFECTIVE WORKFORCE ANALYTICS  
  By Julia Howes, Mercer Workforce Analytics and Planning  
  There is a danger that we will get lost in the noise of data, measurement, analytics, big data and predictive analysis. We believe it is essential that organizations have a clear view of where they are in the measurement continuum, and what workforce insights they need before they start collecting and measuring data.  
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  DOES SIZE REALLY MATTER? GETTING TO RESULTS WITH SMALL, MEDIUM AND BIG DATA
 
  By Theresa M. Welbourne, Ph.D., eePulse, Inc.  
  Does size matter? The answer is yes, but it's not about the size of your data; it's all about big results. Small, simple data can lead to the highest and most significant results in many organizations. Using simple data to tell stories that can be told and retold can lead to large, positive, and significant improvements in organizations.

 
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  BRINGING HR AND FINANCE TOGETHER WITH ANALYTICS
 
  By Jeff Higgins, Human Capital Management Institute  
  What HR needs are some standard metrics that are included in standardized workforce or human capital talent reports and scorecards, which clearly show the value of the human capital, thus translating the language of talent into the language of business, so even the most diehard Finance professional can better understand talent, its impact, and its worth.

 
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  CASE STUDY: BUILDING A WORKFORCE ANALYTICS PROGRAM - CRAWL BEFORE YOU JUMP  
  By Blaine Ames, CSAA Insurance Group  
  This article demonstrates how you can build the necessary foundation for your analytics program through project work - specifically intended to use analytics to solve business problems. Learn why projects give you a unique advantage to getting off the ground, who you need to partner with to ensure success, and how to translate your learnings into key technology needs to build a more robust and sustainable program.

 
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  PROVING THE VALUE OF HR TECHNOLOGIES  
  By Lexy Martin, CedarCrestone  
  While HR technologies have changed from just self-service to a broad range of applications that have enterprise value, and the way we have tracked the value in our Survey has changed, some things have not. These are embodied in lessons we have learned along the way - and many of these transcend HR technologies to apply to any innovations.
 
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  BIG AND GETTING BIGGER: MANAGING DATA GROWTH IN HR TODAY  
  By Katherine Jones, Ph.D., Bersin by Deloitte  
  The amount of data that today's software may begin to deliver could prove overwhelming or difficult to interpret. And, all the data points in the world will be useless if one doesn't know what to do with them. But, don't despair. Next time, in this column we will look at the skills that HR departments may want to develop or hire for to ensure that they are on top of their game in human capital management analytics.

 
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