We've all heard about the potential advantages of applying analytics in HR. But with something so new and unfamiliar, getting started can feel daunting. The good news is that People Analytics doesn't need to be big and scary.
It’s long been established that for future success, organisations need to explore the attributes of their workforce, identify top talent, and put in place processes to develop them. When the top performing 20% account for as much as 80% of organisational output, identifying and developing people with high potential at all levels in your workforce should be a no-brainer.
It’s likely you’ll have heard about GDPR, the new European data act that kicks in this May. While data protection is a topic that few people get excited about, it’s also vitally important. This legislation change will have a significant impact on HR. Here is a simple overview together with some information about what Cubiks is doing.
What is the key factor that determines whether we’ve delivered a successful leadership assessment centre? In my opinion, it’s about how we engage with our participants and help them feel comfortable. It’s crucial that we create an environment in which leaders are willing to discuss their problems. It is also vitally important that the way we interact ensures that participants feel open to hearing suggestions when it comes to tackling those problems.
What is People Analytics really about? How does it work? How will it impact your job and how can it help organisations enhance their talent assessments?
Talent assessments have long provided insight into selecting the right candidate for the job and which skills to develop through talent management. They help you hire the right person, for the right job, at the right time. They make the recruiter’s process more informed and scientific. They don’t, however, always make the recruiter’s job easier.
High Potentials; they’re the rising stars who could be vital for the future success of your organisation. It’s likely you’ll be expecting them to take over influential senior expert or management roles in the coming years. So, it’s vital to make sure these people are motivated to keep working for you.
The value and impact of talent assessments in the employee selection and development lifecycle has been well established for decades with approximately 75% of companies using assessments in their talent selection process today. Yet, this $1B+ industry is continuing to evolve at a rapid pace due to 3 driving forces: Candidate Demands, Recruiter Needs, and Technology Advancements.
Data; the rising star of the 21st century. With everyone being online and in the cloud these days, data is all around us. Companies are interested in collecting as much personal information as possible, to help them market, sell, and predict. Trading data is a booming and profitable business; Organisations are keen to purchase these databases of personal identifiable data, and companies like Whatsapp are worth over 20 billion USD, just because of this data.
The growth of the gig economy is having a big impact on what we expect from leaders today. In brief, the gig economy is a labour market characterised by short-term contracts, part time or freelance work as opposed to permanent jobs. Examples of this include businesses such as Uber, Lyft, and Deliveroo.
It’s mind-blowing to think that only 10 years ago, the smart phone didn’t exist. And yet many of us take for granted the impact it has had on our social and working lives. In the same decade, the expectations placed on business leaders have also changed beyond recognition.
Today’s digital disruption is having the same impact on organisations as did the industrial revolution of the 18th and 19th Centuries, where those who embraced new possibilities thrived, and those who didn’t lagged behind.