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Actionable Information“Actionable information” provides data that can be used to make specific business decisions. Actionable information is specific, consistent and credible.
For example, a report which shows trends in "employee retention" is important and interesting, but not necessary actionable. However a dashboard or simple red/yellow/green report which shows managers the turnover rate by department, accompanied by the "top three reasons for leaving the company" is far more actionable. In any HR or L&D data and reporting program it is always important to drive toward giving managers data which is not only interesting, but actionable.
Related Research
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Big Data in HR Building a Competitive Talent Analytics Function – The Four Stages of Maturity
HR & Talent Analytics | 03/14/2013 | In this webinar, Josh will introduce the audience to the concepts of Big Data and Talent Analytics, and discuss the company’s groundbreaking research on Big Data in HR.
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The UK Learning Factbook 2013
Learning Measurement | 01/29/2013 | The UK Learning Factbook 2013 is an industry-recognized and tested source of data on training budgets, staffing, and programmes. The study contains a wealth of metrics from which training executives can benchmark their organisations and valuable guidance to help L&D executives make the right investment decisions.
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Talent Analytics: From Small Data to Big Data
HR & Talent Analytics | 01/25/2013 | The purpose of this research bulletin is to demonstrate how executives and HR professionals can start using analytics today with the data that is already available in the organization.
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WhatWorks™ Brief: The Corporate Learning Factbook 2013
Learning Measurement | 01/22/2013 | This WhatWorks Brief summarizes the training industry’s most trusted source of data on training metrics. The Corporate Learning Factbook 2013 provides current L&D benchmarks and valuable guidance to help L&D executives make the right investment decisions.
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The Corporate Learning Factbook 2013
Learning Measurement | 01/22/2013 | Recognized as the training industry’s most trusted source of data on training budgets, staffing, and programs, The Corporate Learning Factbook 2013 provides key training benchmarks and valuable guidance to help L&D executives make the right investment decisions.
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The HR Measurement Framework
Services & Programs | 11/19/2012 | In this report, we introduce you to the concepts, principles and measures in the area of HR measurement. Specifically, this document discusses the Bersin & Associates HR Measurement Framework® in a research-based overview that is designed to help you to understand the fundamentals of HR measurement.
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Key Findings: Becoming a High-Impact Learning Organization
Organization & Governance | 08/29/2012 | In this report, we share the overall findings from our 2012 iteration of this study, including both key trends and critical points of differentiation between high-impact learning organizations and the rest.
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Big Data in HR: Building a Competitive Talent Analytics Function – The Four Stages of Maturity
HR & Talent Analytics | 04/27/2012 | In this report, we summarize our latest research on the emergence of highly strategic HR analytics and bring it into context in the new world of Big Data. In addition, we detail the new Bersin & Associates four-level maturity model for the HR analytics function and explain many of the best practices gained from this in-depth case research.
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The High-Impact Learning Organization Primer
Organization & Governance | 03/08/2012 | This Primer is the first in our 10-part 2012 Research Program, designed to help anyone with a stake in the L&D function understand the foundational elements of what it means to be a high-impact learning organization. It includes the latest version of our foundational Enterprise Learning Framework, as well as guidance for how to best use the entire program.
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High-Impact Performance Management: Improving Development Planning
Career Management | 02/29/2012 | This study is designed to help organizations understand how development plans fail and what to do to make them more effective.
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