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.
Human resources analytics
Stuck in neutral
HR 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.
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.
Deloitte’s integrated talent approach helps clients align business and workforce strategies to achieve enterprise goals through key business triggers.
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