HR Analytics and Measurement
Compensation/Payroll Systems &
Services Buyer’s Guide

SEE PAGE 22
Volume XIII, Issue 5  
October/November 2008 US$10.00
IHRIM Logo
A Publication of the International Association for Human Resource Information Management • www.ihrim.org
Cover
Departments

Up.link
Carlos Diaz, Meta4
Guest Editor

In My Opinion
The Importance of Transitions
By Jacqueline Kuhn, Kuhn Consulting Group

Functional Focus
Filling the Gaps with No-Nonsense Succession Planning
By Rita Di Roma, Magna International

Executive Corner
Please, Stop Running Work Force Analytics!
By Jeremy Shapiro, Bernard Hodes Group

Global Perspective
Avoiding Trouble with International Agencies
By Rebecca Rosenzwaig, ORC Worldwide

Small to Medium Business
Work Force Analytics and Planning:
How They Can Drive Business Performance in Your Organization
By Brian Kelly, Infohrm

Tech Notes
Using HR Technology in a Regulatory Minefield
By Joe Carroll, SPHR, IST Management Services, Inc.

Private Eye
HR Data Privacy and Project Metrics
By Carla G. Gracen, Ceridian

New in the Market
eThority, Inc.
An interview with Mike Psenka

In Review
SUPER CRUNCHERS:
Why Thinking-by-Numbers is the New Way to be Smart
A book review by Marcia Mather Barkley, CedarCrestone

The Back Page
Are We Well-Connected
By Elliott Witkin, Ultimate Software
FEATURES
 
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.

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.

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.

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.

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.

Compensation/Payroll Systems & Services Buyer’s Guide
 
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