HR

What is HR Analytics?

By |2019-05-09T11:51:21+01:00April 12th, 2019|HR, HR Analytics|

  Today I attended a very insightful seminar which focused on HR Analytics, the new buzz word or phrase, that is being bounced around the HR market. The aim of the event, held by CIPD and UCD Smurfit Business School, was to enlighten the audience and offer an understanding as to what HR Analytics is, the benefits of implementing this in to your organisation and how to implement.   For me, I was keen to attend as more and more of our clients seem to be investing in to this area and it’s important that I’m up to scratch with the lingo and requirements when asked to help them hire HR Analysts in the future! If, like I was, you are unsure about what HR Analytics actually means then hopefully this blog will provide a brief overview for you.   According to CIPD; HR Analytics is the use of people-data in analytical processes to solve business problems. In essence, HR Analytics helps HR and their stakeholders to measure and report on key workforce concepts such as; performance, well-being and productivity and thus enables more evidence-based decision making.     Why implement HR Analytics? There are numerous reasons why companies should follow suit and consider implementing HR Analytics. Overall the main aim of it would be to improve a company’s performance and analytics can help by;   Improving staff retention; as analytics can uncover patterns and predict employees who are likely to resign Improving hiring; algorithms allow companies to identify which traits lead to success and therefore companies can shape who they should [...]

What does the role of HR look like in 2019?

By |2019-04-17T15:06:29+01:00April 11th, 2019|HR, HR Trends|

What does the role of HR look like in 2019 – Have you positioned HR to allow strategic contribution to the future success of your organisation? On a daily basis, the most common conversation I have with prospective senior candidates is about the content of a role profile and how Operational vs Strategic the role is (in reality). From a recruitment perspective, I decided jot down some of my observations about the direction HR is taking, and what I am seeing on the marketplace currently when sourcing for Senior HR Manager/ BP/ Director roles. It has really changed drastically during my time in recruitment. What is a strategic HR role? This is where HR has moved away from the tactical, hands on work and no longer working in the day to day. It is a true focus on aligning business objectives to the people strategy, an identification of long-term or overall business aims and interests and the means of achieving them through people. It takes shape in an environment where leadership feel passionately about having people number 1 on the agenda to drive the company to success. Strategic HR work involves expertise in talent management, brand values, attraction and retention capabilities, workforce planning, organisational design and effectiveness. There is a huge movement away from a tactical and reactive HR towards being strategic, deliberate people teams who take a fully rounded, holistic view of HR that add value at a C-Suite level. “It is almost impossible to achieve sustainable success without an outstanding CHRO who should be a key sparring [...]

Is your hiring process HOT or NOT?

By |2018-04-09T09:26:48+01:00August 24th, 2017|HR, Tips for employers|

You’ve advertised a role and have been inundated with applications, great! Surely, you’ll get strong candidates and can pick and choose who you want…right? In an interview process, often we find that it can be the employer who feel they are in charge and leading the interview process. After all, as an employer you are giving a candidate a great opportunity…?Unfortunately, that really isn’t the case, in an increasingly growing and buoyant candidate driven market it is easy to forget that candidates often have several different interviews in a week. These candidates who are in hot demand are being asked to sell whilst simultaneously being sold to. Whilst the interviewer can sell the perks and benefits on why your company is the best company in all the land, is your company and the people you work with selling the benefits? Recently, we had a candidate interviewing for a role within a large, well known company. The interview process involved several stages. All had gone well and the candidate was progressing. However, at the last stage when our candidate was waiting in reception, her initial interviewer passed her, and was not only not recognised but ignored (3 interviews later!). In addition, she was asked at each stage for identifying documents despite providing the required documents on day one. For the candidate, these were deciding factors. She turned down the offer and accepted one from a much smaller company with a shorter contract, but who had a more positive, personal and friendly atmosphere. Take a look at your company. What sort [...]

HR Manager & HR Business Partner – What’s the difference?

By |2018-04-09T09:36:23+01:00May 30th, 2017|HR, HR Tips|

HR typically started as a business function by having its roots in administration, filing, personnel and compliance. HR is an ever evolving value add area of a company, and presently has more impact than ever before for a core business. With this change over the past decade, has changed the nature and structure of HR teams, the titles, skills and attributes of those working in this dynamic field. Today, I was discussing the many differences between a HR Manager Role and a HR Business Partner role with a HR professional who has held both positions within companies. After what was a very interesting conversation, I decided to attempt to outline and simplify the fundamental differences between the two titles/roles. HR Business Partner Human resource business partners have clients within the organization that they support. They provide resources and build relationships with focusing on the missions and objectives set forth by the organization. With the main bulk of administration being centralised, there is much less focus on compliance and administration. In addition, HRBP’s tend to be supported by Centres of Excellence eg Compensations and Benefits, Learning and Development etc. This person is seen as more of a strategic resource for the region or area that they support. Business Partners work to develop a HR agenda that closely supports the overall aims of an organisation. This process of alignment is known as HR Business Partnering, a concept that was popularised in the mid 90’s by David Ulrich. HR Manager HR managers are likely to be responsible for HR within a department [...]

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