To say technology has been changing rapidly is an understatement. A few years back, big data was all the talk and now it has become an assumption that it is being utilized in some capacity in all organizations. Currently, there is lots of talk (and concern) about Machine learning and AI and what it means for employment. In HR however, data and analytics is still in its infancy in many organizations.

1. Resolve to Understand Cloud Technology

Whether or not 2016 is the year that your company moves its data and programs to the cloud, it’s important that you understand what your options are, and how they work. For example, if you’re replacing an outdated version of a word processing program,

In addition to requiring health care coverage, the Affordable Care Act (ACA) requires that employers keep detailed records and reports to ensure they comply. Especially if your workforce is part-time, hourly, seasonal, or otherwise inconsistent, keeping track of this information can be overwhelming. In fact, the majority of employers – over 60% -- are still unprepared to comply with the law, according to a recent survey by benefits consulting firm ADP. Do you know what your company’s required to do under the ACA?

In addition to requiring health care coverage, the Affordable Care Act (ACA) requires that employers keep detailed records and reports to ensure they comply. Especially if your workforce is part-time, hourly, seasonal, or otherwise inconsistent, keeping track of this information can be overwhelming.

Labor costs are often one of the largest line items in your yearly budget, yet many organizations struggle with being able to reconcile actual labor costs with budgeted labor costs. Handling scheduling and payroll for workers in multiple locations, especially cross-border employees, means navigating a labyrinth of jurisdictional rules and regulations.

Labor costs are often one of the largest line items in your yearly budget, yet many organizations struggle with being able to reconcile actual labor costs with budgeted labor costs. Handling scheduling and payroll for workers in multiple locations, especially cross-border employees, means navigating a labyrinth of jurisdictional rules and regulations.

Strategic use of HR analytics is about using data to gain insight into your business practices and using that insight to make strategic decisions.  Proper implementation of analytics can revolutionize the way you and other decision makers see your organization, the problems it faces, and potential solutions.  Consider these tips as you undertake your organization’s HR analytics project.