Workforce Analytics Task

A Workforce Analytics Task is an enterprise resource analytics task that supports organizational workforce decisions.

• AKA: Personnel Analytics, HR Analytics.
• Context:
  • It can (typically) be a part of Human Resources Management.
• Example(s):
  • a Workforce Recruiting Analytics Task.
  • a Workforce Performance Analytics Task.
  • a Workforce Retention Analytics Task.
  • a Workforce Comp & Benefits Analytics Task.
  • a Workforce Costs Analytics Task.
  • a Workforce Forecasting Task.
  • …
• Counter-Example(s):
  • an Inventory Analytics Task.
  • a Budgeting Task.
• See: Talent Management, Recruiting, Comp & Benefits, Costs Analytics.

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References

2015

• http://www.visier.com/solutions/
  • QUOTE:
  • Performance.
    • ANALYZE how to develop more top performers, critical roles, and leaders.
    • ALIGN on the business strategy, considering different scenarios.
    • ACT on initiatives that drive performance with measureable results.
  • Business outcome: Increase margins through improved workforce performance.

  • Workforce Costs.
    • ANALYZE how much the workforce costs, all in.
    • ALIGN on the pros and cons of different cost options.
    • ACT on deviations from the workforce plan.
  • Business outcome: Maximize business results with the greatest cost efficiency.

  • Recruiting.
    • ANALYZE the roles needed to meet business goals.
    • ALIGN with managers on hiring requirements.
    • ACT on adapting hiring plans to changing business needs.
  • Business outcome: Hire the right people, at the right time, at the right price.

  • Retention.
    • ANALYZE who is at risk of resigning and how to retain them.
    • ALIGN on risk areas, driving mitigation strategies.
    • ACT on evolving plans in response to changing market conditions and business needs.
  • Business outcome: Retain critical employees, while reducing spending.

  • Comp & Benefits.
    • ANALYZE how to optimize comp & benefits to drive performance.
    • ALIGN on different comp & benefit options and their cost impacts.
    • ACT on changing costs in real time, throughout the year.
  • Business outcome: Increase the effect of total rewards on performance and profits.

2013

• http://smallbusiness.chron.com/forecasting-hr-63352.html
  • QUOTE: Human resources forecasting involves projecting labor needs and the effects they’ll have on a business. An HR department forecasts both short- and long-term staffing needs based on projected sales, office growth, attrition and other factors that affect a company’s need for labor. In addition to forecasting the number and type of workers you’ll need, HR planning includes analyzing the various costs and administrative work that go along with adding workers or downsizing.

2006

• (Lewis & Heckman, 2006) ⇒ Robert E. Lewis, and Robert J. Heckman. (2006). “Talent Management: A Critical Review." Human resource management review 16, no. 2
  • QUOTE: If the volume of literature in the popular and practitioner press is any guide, practitioners in the field of human resources are now primarily in the business of talent management. But what is talent management and what basis does it have in scientific principles of human resources and management? In this paper we address this question by reviewing problems with the definition of talent management and the lack of data supporting many practitioner claims. We then outline research that supports a systems-oriented definition of talent management that focuses on the strategic management of talent. We then outline future avenues of research to further develop the field of talent management and tie it more closely to the large volume of work in strategic human resources management.

2001

• (Mayo, 2001) ⇒ Andrew Mayo. (2001). “Human Value of the Enterprise." London: Nicholas Brealey Publishing,

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