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HR Analytics and Measurement |
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Compensation/Payroll Systems &
Services Buyer’s Guide
SEE PAGE 22 |
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| Volume XIII, Issue 5 |
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October/November 2008 US$10.00 |
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A Publication of the International Association for Human Resource Information Management • www.ihrim.org |
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| Departments |
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| Up.link |
| Carlos Diaz, Meta4 |
| Guest Editor |
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| In My Opinion |
| The Importance of Transitions |
| By Jacqueline Kuhn, Kuhn Consulting Group |
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| Functional Focus |
| Filling the Gaps with No-Nonsense Succession Planning |
| By Rita Di Roma, Magna International |
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| Executive Corner |
| Please, Stop Running Work Force Analytics! |
| By Jeremy Shapiro, Bernard Hodes Group |
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| Global Perspective |
| Avoiding Trouble with International Agencies |
| By Rebecca Rosenzwaig, ORC Worldwide |
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| Small to Medium Business |
Work Force Analytics and Planning:
How They Can Drive Business Performance in Your Organization |
| By Brian Kelly, Infohrm |
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| Tech Notes |
| Using HR Technology in a Regulatory Minefield |
| By Joe Carroll, SPHR, IST Management Services, Inc. |
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| Private Eye |
| HR Data Privacy and Project Metrics |
| By Carla G. Gracen, Ceridian |
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| New in the Market |
| eThority, Inc. |
| An interview with Mike Psenka |
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| In Review |
SUPER CRUNCHERS:
Why Thinking-by-Numbers is the New Way to be Smart |
| A book review by Marcia Mather Barkley, CedarCrestone |
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| The Back Page |
| Are We Well-Connected |
| By Elliott Witkin, Ultimate Software |
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| FEATURES |
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Using Talent Measurement to Drive Business Results:
Leadership and Competency Development Leads to Successful Use of Analytics Tools |
| By Joanne Bintliff-Ritchie, DoubleStar |
| Measuring work force effectiveness has become paramount to C-level decision makers and all eyes are turning and fingers are pointing to HR for direction and leadership. The onus has been put on HR practitioners and their more data-oriented HRIS colleagues to provide talent measurement tools and insights to better understand and drive the returns on the number one or two investment that an organization makes; its people. |
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| Turn on the Lights! Analytics for Effective Organizations |
| By Noble Powar, Trust Associates Pte. Ltd |
| The contrast between the analytics-rich and analytics-poor business environments is stark and represents a compelling case for using analytics to enhance organizational effectiveness. Fortunately, the technology for achieving an analytics-rich environment is accessible and can be cost effective. Moreover, leaders of organizations understand that transparency, inclusion and engagement are necessary conditions for not only attracting and retaining top talent, but also enabling them to excel. |
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| The Value Propositions and ROI of Business Intelligence |
| By Lexy Martin, CedarCrestone |
| Business intelligence solutions may just be the technology that justifies all those investments to date in the HRMS and all those talent management applications. Actually, it is easy to make the case for business intelligence. Automatic generation of reports and dashboards can deliver cost savings of technical and analytical effort. But the strategic value that early adopters are achieving with work force analytics and other business intelligence technologies is where the real value lies. |
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The Importance of Automating Work Force Management:
How SOX Impacts HR Processes and Technology |
| By Robert E. Farina, CyberShift |
| Sarbanes-Oxley has changed the way many companies conduct and report on their business. The good news is that HR and IT professionals can choose from a wide range of solutions to help them support their organization’s compliance mandates. When it comes to work force management solutions, the benefits extend far beyond compliance and include managing employee productivity and performance, cost reductions and realtime management information. |
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| HR Analytics: The Force Behind Any Successful Business |
By Manuel Domínguez, Servicios Generales de Gestión, S.A. and
Aleksandra Zaleski, Consultant |
| With analytic-centric HR solutions that provide simple ways to create and use analytics intelligently, we are expanding the window of opportunity for companies to reduce the time-to-market and improve their business, even take it into unexpected directions. Companies can then spend more time on defining business and HR strategies and addressing compliance issues. High-performing companies are well ahead because they make analytics part of their strategy. |
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| Compensation/Payroll Systems & Services Buyer’s Guide |
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*Publishing Information
Editorial Policy |
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