The high-impact HR operating model

While traditional HR models focused on delivering core services, HR today is much more than centralized and decentralized teams. High Impact HR positions the HR team to play the instrumental role in fostering leadership and people management capabilities that organizations need.


Fanatical about starting smart

How leaders can avoid the pitfalls of large-scale technology implementations and improve their odds of success by “starting smart” -- paying close


HR and people analytics

Stuck in neutral

Data and analytics are key to solving business and talent needs such as engagement, leadership, learning, and recruitment. So why are so few organizations actively implementing talent analytics capabilities to address them?

Among all the challenges studied in Deloitte’s 2015 global Human Capital Trends survey, people analytics presented the second largest overall “capability gap” for organizations, trailing only the need to build better leadership. Why is this issue so prominent?

Data and analytics are important to solving many of the problems identified in the report: engagement, leadership, learning, and recruitment. Companies that excel in talent and HR analytics can be positioned to out-compete and outperform their peers in the coming years.  

Download the full 2015 Human Capital Trends report.

More topics


HR Transformation

HR organizations have been transforming themselves for years, making significant progress in reducing costs and improving operating effectiveness through HR system and process improvements, shared services, outsourcing and employee self-service.


Talent Strategies

Deloitte’s integrated talent approach helps clients align business and workforce strategies to achieve enterprise goals through key business triggers. 

Erica Volini

Leader | HR Transformation​

Carl Bennett

National Workforce Analytics Solution Leader

Laurence Collins

Director – People & HR Analytics

Dbriefs Webcast

HR Executives

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