I’m an aspiring Educationalist and futurist and keynote speaker. My mission is to uplift people to ideas so they can unlock potential and achieve the impossible. And create one-of-a-kind development experiences and high impact learning tools that promote productivity, innovation, and collaboration in the workplace.<\/p>\n
I have delivered several courses in areas including IT and Business Courses such as Human Resource management, customer experience, coaching for success, digital transformation, direct sales, professional development, leadership development, delivering feedback, email etiquette, performance management, and several faculty training programs. Besides, I have published several research papers in reputed journals and have been a keynote speaker at several conferences. My interests are in the upcoming latest technology and its impact on business today.<\/p>\n
My journey starts with inspiring people to learn, develop, and grow, unlocking human potential to contribute and achieve greatness. To do this, I constantly ask questions, challenge traditional thinking, imagine endless possibilities, and never stop learning from the greats!<\/p>\n
Each\u00a0organization,\u00a0huge\u00a0or\u00a0little,\u00a0employments\u00a0an assortment\u00a0of capital\u00a0to form the trade work. Capital\u00a0incorporates\u00a0cash,\u00a0resources, or merchandise used to produce wage for commerce.\u00a0\u00a0No matter the industry, all companies have one thing in common: they must have\u00a0individuals\u00a0to create\u00a0their capital work for them.<\/p>\n
Human Resource Management<\/strong><\/a>\u00a0(HRM) is\u00a0the method\u00a0of\u00a0utilizing\u00a0individuals,\u00a0preparing\u00a0them, compensating them,\u00a0creating\u00a0arrangements\u00a0relating to them, and\u00a0creating\u00a0methodologies\u00a0to\u00a0hold\u00a0them. As a field, HRM has\u00a0experienced\u00a0many\u00a0changes over the\u00a0final\u00a0twenty\u00a0years, giving it a more\u00a0vital\u00a0part\u00a0in today\u2019s organizations.<\/p>\n The role of HR could be a bunch mindful for overseeing the worker’s life cycle \u2013<\/p>\n Recruit candidates according to the needs of the organization and making sure that the right candidate is selected.<\/p>\n Hire the right candidates by conducting \u00a0 interviews,\u00a0planning\u00a0enlisting\u00a0endeavors, and onboarding\u00a0unused\u00a0representatives<\/p>\n Process payroll by calculating each payday and hours collected. Costs got to be repaid and raises and rewards ought to be included.<\/p>\n Conduct disciplinary action for employees going against the company policies thus leading to the\u00a0misfortune\u00a0of a\u00a0profitable\u00a0worker. Sometimes disciplinary actions may not be the best course so it\u2019s up to the HR to create\u00a0a\u00a0solid\u00a0sufficient\u00a0relationship with supervisors and workers alike to distinguish the cohesiveness and wellbeing of a group.<\/p>\n Update the policies is \u00a0\u00a0HR’s work to form official overhauls to approaches and to propose changes to approaches when they do not serve the company or the representatives.<\/p>\n Record keeping to\u00a0offer assistance to\u00a0managers for recognizing skills gap, to assist\u00a0with the\u00a0hiring process, and to analyze\u00a0statistics according to regulations.<\/p>\n Conduct benefit analysis routinely by investigating similar companies to check if they are in trend and are attracting the best talent.<\/p>\n The human Resource team is vital for the success of any company. There is a shift happening in the human Resource Industry and that shift is from intuitive decision-making to a data-driven approach. The human Resource team is generating data at a phenomenal rate and it has been found that they often struggle to convert this data into valuable insights. This is where People Analytics \/ HR Analytics\/Workforce Analytics comes in.<\/p>\n \u201cHR analytics also known as People analytics and workforce analytics is the use of people-data in analytical processes to solve business problems. People analytics uses people-data, collected by HR systems (such as payroll, absence management, operations performance data) to achieve organizational objectives in the making.<\/p>\n HR analytics is a data-driven approach for solving people issues like- Hiring, Performance Management, Compensation, and Retention.<\/p>\n HR Analytics helps in leveraging HR data by making better business decisions. It is a data-driven decision making in HR. HR analysis is systematically identifying and quantifying people drivers of business outcomes.<\/p>\n By\u00a0utilizing\u00a0individuals\u00a0analytics there is no need to rely on gut\u00a0feeling\u00a0any longer for making decisions as HR usually does. Analytics empowers HR experts to form data-driven choices. Besides, analytics\u00a0makes a difference\u00a0to test the\u00a0viability\u00a0of HR policies and diverse intercessions.<\/p>\n HR Analytics potential is beyond imagination it can be used to drive better business outcomes to improve employees’ experience and well-being. It supports Organizational strategic planning, prioritizes HR investments, and actions. demonstrates the bottom-line impact of HR practices and programs and align HR strategy with corporate strategy.<\/p>\n HR analytics is changing HR. It\u00a0empowers\u00a0HR in various aspects like Make way better choices utilizing data, create a trade case for HR interventions, testing the viability of these interventions, and moving from an operational\u00a0accomplice\u00a0to a\u00a0strategic, or\u00a0indeed\u00a0key\u00a0partner<\/p>\n Today, HR’s role is not limited to save employees’ information. This doesn\u2019t suffice in today\u2019s data-driven economy. Instead as quoted by\u00a0 Carly Fiorina, \u201cThe goal is to turn data into information and information into insight\u201d. Hence this is applied to HR.<\/p>\n \u00a0<\/strong>To start using data analytics for predicting business decisions is a big deal. According to research by Tata Consultancy Services in 2013, organizations see the improvement of employee retention as the greatest potential benefit, This report indicated which employees are most likely to resign in the short term and which factors make this disruptive departure of irreplaceable employees more likely. After all, it is very expensive to recruit and train adequate replacements.<\/p>\n \u00a0<\/strong>To shape the future of workforce analytics is quite beneficial in various aspects: Identify the employees with the right knowledge to deal with a company issue, discovering information in the company’s digital archives, identifying the internal mentors to coach other employees. It is also useful in defining the most appreciated employees by evaluating employee morale\/engagement and shaping the best job candidates for a definite job\/building more predictive profiles for hiring and Identifying employees for promotion and providing them rewards. Hense by identifying the efficacy of recruiting campaigns by Improving employee retention by finding out who is likely to leave and try to discourage them from leaving proves to be quite productive for organization success and prevents loss.<\/p>\n \u00a0<\/strong>Workforce analytics will certainly\u00a0experience\u00a0a few\u00a0bumps in business. The fruitful business about\u00a0from the\u00a0use\u00a0of analytics will do much to\u00a0gather\u00a0the\u00a0fundamental\u00a0support for surmounting these\u00a0deterrents,\u00a0whereas\u00a0too\u00a0driving\u00a0to further\u00a0venture.<\/p>\n Challenges and opportunities of HR Analytics are:<\/p>\n Establishing \u00a0\u00a0the right technology to bridge the knowledge gap when starting HR Analytics<\/p>\n Expressions like the “Fourth Industrial Revolution “have been\u00a0utilized\u00a0to\u00a0portray\u00a0the social and\u00a0financial\u00a0changes\u00a0we are\u00a0encountering\u00a0within the\u00a021st century, driven in\u00a0huge\u00a0portion\u00a0by the\u00a0innovative\u00a0transformation\u00a0due to the internet,\u00a0\u00a0information, social media, big data, artificial intelligence, etc. These new technological advances have changed the way we live and think. It is also changing the world of business. Similarly, Human Resource also has a new challenge to face with its new role.<\/p>\n The majority of organizations\u00a0are looking for a more agile and dynamic reorganization, and leaving behind the bureaucratic frameworks Companies are being structured into small work teams which are set up rapidly, work together for one or two years and then move on to other projects within the organization.<\/p>\n With the pace of technological change and plan for what is likely to happen in the coming decades. The approach is to learn constantly. We can no longer content ourselves with going to university and building our future careers on what we have learned in those years. Our career has become a path of continuous learning.<\/p>\n Talent development is vital for a knowledge-based economy. To attract and then retain the best people, human resources executives are using social networks, new computational technology, and big data has spread like a wildfire, accelerating recruiting, and lowering costs.<\/p>\n Human resources executives are committed to preserving the organizational culture of businesses, enhancing the morale and dedication of employees, keeping up with the expectations of the new Millennials, and providing employees with better learning opportunities.<\/p>\n The way to achieve a promotion within the company or a raise is changing. Experience, seniority, and examinations are no longer the primary method of appraisal and there has been a shift towards a faster and more flexible model.<\/p>\n Companies around the globe are looking for a new type of leader, one that is capable of adapting to the economic and social changes taking place. The trend is towards younger and more diverse leaders who can run businesses the digital way.<\/p>\n Organizations are becoming digital and human resources departments must also follow suit. The department\u2019s responsibility is to roll out new digital initiatives to the entire workplace, implement new mobile applications like Slack<\/a>, Workplace<\/a>, Microsoft Teams<\/a>, Gamelearn, etc. software and tools that help change the way the company works. Even chatbox services are used as artificial intelligence for recruitment in the most innovative companies.<\/p>\n More companies are using data about their employees to improve staff recruitment processes, increase company productivity, and detect logistics errors. These new trends have led to the coining of the popular term “people analytics”: the intensive use of data to make decisions that affect people at work (who to hire, who to promote,\u00a0 etc. By combining workers and machines (which some people call the “augmented workforce”) may create new jobs, boost productivity, and allow workers to focus on the human aspects of work.<\/p>\n <\/p>\n Prepared by, Can you tell me a bit about your background and your current role? I’m an aspiring Educationalist and futurist and keynote speaker. My mission is to uplift people to ideas so they can unlock potential and achieve the impossible. And create one-of-a-kind development experiences and high impact learning tools that promote productivity, innovation, and collaboration …<\/p>\n","protected":false},"author":2,"featured_media":8359,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[202,204],"tags":[],"_links":{"self":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8358"}],"collection":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/comments?post=8358"}],"version-history":[{"count":3,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8358\/revisions"}],"predecessor-version":[{"id":8363,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8358\/revisions\/8363"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/media\/8359"}],"wp:attachment":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/media?parent=8358"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/categories?post=8358"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/tags?post=8358"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}What is HR Analytics?<\/strong><\/em><\/h4>\n
Why do we need HR Analytics?<\/strong><\/em><\/h4>\n
How complex statistical Analysis can shape the future of the Workforce?<\/strong><\/em><\/h4>\n
\u00a0<\/strong>HR Analytics – Challenges and Opportunities?<\/strong><\/em><\/h4>\n
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What trends will shape Human Resource departments over the next five years?<\/strong><\/em><\/h4>\n
\nStanislava Angelova
\n\/Editor at DiTech Media\/<\/p>\n","protected":false},"excerpt":{"rendered":"