06 08 2015
by Inostix

4 Approaches Everyone In HR Analytics Should Be Using

4 Approaches Everyone In HR Analytics Should Be Using-3We are being asked regularly what kind of analysis we perform in our predictive HR Analytics projects. For that reason, we made a short overview of the 4 most common approaches or methodologies that we use over and over again.

Our 4 approaches have differences in emphasis of course, and we use different techniques in the background, but we generally repeat two key features: 1) all projects combine data from multiple sources (people and business/organization) and 2) we start with a pressing people/business/organization issue that need to be solved (or better understood).

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22 07 2015
by Inostix

How HR Analytics Can Help You Predict Work Accidents – Case Study

Even in the most advanced safety-oriented organizations, current safety practices generally involve the analysis of historic (descriptive) work accident data to identify potential issues or risks. This largely relies on retrospective analysis that provides a mirror view and is limited to data directly related to the accident itself (who, what, why, when, etc.). Unfortunately, these merely descriptive and single-source analyses provide us with little insight.

In order to find an alternative to retrospective analysis, one of our clients – a major global manufacturer with severe safety risks at their global production facilities – requested that we develop a predictive safety risk model, taking production accident factors, manufacturing context data, and workforce data into account. It turned out to be an amazing project demonstrating the power of combining previously isolated data sources.  Complete post

28 05 2015
by Inostix

Debunking Five Predictive HR Analytics Myths

A few weeks ago, we found a great article on the CFO.com website: ‘Five Myths about Predicting Workforce Behaviours’. The article states that CFO’s may want more analytical muscle from human resources, but at most companies that seems to be a far-off dream. The author is wondering what prevents companies from using predictive analytics for purposes of managing human capital?

The big hang-ups are around five interrelated myths about predictive HR analytics, says author David McCann. We asked two of Benelux’ most advanced HR analytics Managers their opinion on these 5 myths: Esther Bongenaar, HR Analytics Manager at Shell (The Hague) and Patrick Coolen, HR Analytics Manager at ABN-AMRO Bank (Amsterdam). Great learnings from these professionals! Enjoy the read!

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11 05 2015
by Inostix

Why Not Turning HR Metrics Into Predictive HR Analytics?

time for changeWe often receive questions how HR Metrics can be turned into Predictive HR Analytics. For a recent project with one of our awesome large clients, we’ve developed a shortlist of Talent Metrics and turned them into a corresponding list of Predictive HR Analytics.

Believe it or not but for any descriptive HR Metric (looking at the past) several predictive questions (looking at the future) can be developed as you can see in the list below. It’s not that difficult, it’s a matter of a different perspective: most HR people traditionally are looking at the past, we always ask questions about the future. So, why not rethinking your own current HR metrics approach? At the bottom of this article, you can find a link to another article with more such examples. Enjoy the reading of the examples in the table below!

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27 04 2015
by Inostix

12 Reasons why outsourcing HR analytics is good for HR

outsourcing word on blackboardDuring the past months, we got a lot of requests to explain how HR teams could outsource predictive HR analytics to speed up the process. Up till now, we weren’t very keen on publishing about this, as it may seem too commercially focused (and we don’t like that at all). But given the fact that so many people keep asking about this topic, we decided to summarize a few things for our readers. Having worked as external analytics experts in the HR domain for several leading enterprises in Europe in the past, we can confirm that in all of our client organisations outsourcing predictive HR analytics has become a core component of their day-to-day HR strategy.

To summarize, there are numerous reasons why companies turn to outsourcing, depending on their vision and purpose. It’s a hotly debated topic of course, with pros and cons, but let’s summarize for you, as reflected by our client companies (it’s a blend of their own opinions!), their top-12 reasons to outsource.

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07 04 2015
by Inostix

What we learned about HR Analytics in 2014 – Part 2

Child with learning difficultiesJust as in the previous years we have been rushing from HR Analytics project to project in 2014. It was the year with the highest number of HR Analytics projects ever and the projects became much more sophisticated. More and more large organisations are building capability for HR Analytics, either internally or externally. Meanwhile our blog has reached an incredible traffic which means that HR people from around the world are doing their home work in preparing for their analytical future.

Organisations seem to be in even greater distress than last year to gain insights into the relationship between investment in human capital and its impact on the results. As I did last year, I’ve been reflecting, together with the fantastic iNostix team, on a the most important lessons from the past busy year. This is part 2 with learnings #8 till #14, you can find part 1 here…enjoy the reading! Complete post

16 03 2015
by Inostix

Dave Ulrich: ‘HR Analytics? That’s Peeling from the Outside!’

Orange peel against white backgroundDave Ulrich and ‘The RBL Group’ came up with some great new HR Analytics & Metrics insights. They gave answer to a prone question we all have: How can you create value through measuring and analysing? The answer has obviously something to do with HR Analytics! Ulrich is asking the question: ‘Do you like numbers or people?’ The world of Human Resources has changed due to the financial crisis. HR professionals are under pressure because they need to add value even more. Unfortunately they only vaguely know how-to. Or such as The RBL Group says: “If you’re in HR, chances are you didn’t land your career by asking yourself, “What job can I do that requires me to spend lots of time with data?”

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02 03 2015
by Inostix

What we learned about HR Analytics in 2014 – Part 1

lessons learnedJust as in the previous years we have been rushing from HR Analytics project to project in 2014. It was the year with the highest number of HR Analytics projects ever and the projects became much more sophisticated. More and more large organisations are building capability for HR Analytics, either internally or externally. Meanwhile our blog has reached an incredible traffic which means that HR people from around the world are doing their home work in preparing for their analytical future.

Organisations seem to be in even greater distress than last year to gain insights into the relationship between investment in human capital and its impact on the results. As I did last year, I’ve been reflecting, together with the fantastic iNostix team, on a the most important lessons from the past busy year. Here you go…14 lessons in 2 blog parts…enjoy the learnings!

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