WORKFORCE ANALYTICS BLOG

Webcast: Move Beyond Measuring HR Metrics to Workforce Analytics

Melanie Aizer — Wed, 30 May 2012 18:40:00 GMT

Visier Inc., Hosts Complimentary Webcast: Achieve Greater Business Impact—Move Beyond Measuring HR Metrics to Workforce Analytics

Join guest presenter Cathy Missildine-Martin, Chief Performance Officer at Intellectual Capital Consulting and John Schwarz, Founder & CEO of Visier, in a panel discussion, hosted by Dave Weisbeck, CSO for Visier, as these industry experts explore the critical distinction between the measurement of HR metrics to delivering powerful workforce analytics, in order to achieve real business results.

Vancouver, British Columbia, May 30, 2012—Visier Inc., announced today a webinar “Achieve Greater Business Impact—Move Beyond Measuring HR Metrics to Workforce Analytics,” which will discuss the critical importance of moving beyond the simple collection of HR metrics, to workforce analytics. Learn how workforce analytics empowers HR professionals to shift from being operationally focused to become a strategic change agent within their organization to achieve real business value and insight about their workforce.

According to a growing body of research, top-performing companies are far more likely to be advanced users of workforce analytics than lower-performing companies and they readily cite workforce analytics as a competitive differentiator. While many organizations gather and track data regarding their workforce, often these organizations are challenged to know which key performance indicators are critical to measure, and how to move beyond the basic collection of data to be able to find and leverage insights to make meaningful business decisions. To achieve real business results, it is not simply the collection of data but how the metrics become actionable insights—analytics, for the various stakeholders—the HR professionals, business leaders and decision-makers across the organization, in order to make critical workforce decisions.

“Employers today are waking up to the fact that people are the most important and most expensive asset when it comes to their organization’s productivity and profitability,” according to Dave Weisbeck, CSO for Visier. “It is imperative that executive leaders and HR professionals look beyond traditional approaches to managing their workforce metrics, and understand that real business value comes from moving beyond the basic metrics to turning big data into actionable insights for critical business decisions regarding their workforce.”

Join Dave Weisbeck, CSO for Visier as he hosts this one-hour panel discussion “Achieve Greater Business Impact—Move Beyond Measuring HR Metrics to Workforce Analytics,“ with guest presenter, Cathy Missildine-Martin, Chief Performance Officer at Intellectual Capital Consulting, and John Schwarz, Founder & CEO of Visier, Thursday, June 14, at 1:00 p.m. EDT/10 a.m. PDT. The webinar is complimentary to attend but you must register in advance at the following link https://www1.gotomeeting.com/register/298578224.

In this webinar, registrants will learn:

A five-stage process for moving from the measurement of metrics to the effectiveness, value & impact of analytics
Real-world examples of organizations improving business performance with workforce analytics
An actionable step-by-step process for getting started for moving beyond measuring metrics to leveraging analytics

To register for this complimentary webinar, visit https://www1.gotomeeting.com/register/298578224.

About Visier

Headquartered in Vancouver, B.C. and San Francisco, Calif., Visier delivers workforce analytics through the cloud to empower HR professionals with the most critical insights for optimizing their people strategy to meet their business strategy. Visier's unique analytics combine the sophistication of predictive capabilities with the ease-of-use of consumer applications. Founded in 2010, by business intelligence experts - including former Business Objects chief executive officer, John Schwarz, the company's leadership team has a proven track record of technical, operational and strategic management success with companies such as IBM, Business Objects, SAP and Symantec. For more information, visit www.visier.com

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Media Contact:

Melanie Aizer
Visier Inc.
778.331.6955
melanie.aizer@visiercorp.com

Workforce Analytics: Where To Begin - The Key Three

Melanie Aizer — Tue, 29 May 2012 16:02:00 GMT

The obvious questions are, “What metrics should I be tracking?” and “Which KPI’s will provide me and my organization with the greatest value?”

When getting started with workforce analytics, HR professionals must be clear on what the top driving initiatives are from a corporate perspective—what are the overall business objectives?

HR must identify and measure those workforce metrics that are most impactful to your organization. As your organization matures and evolves, metrics too will evolve, adapt and change but you need to identify a baseline of metrics as they relate to your initial workforce strategies and requirements.

HBR’s “Competing on Talent Analytics” article shows that high-performance companies track a wide range of metrics from basic human capital facts (headcount, cost-per-hire, etc.) to more sophisticated performance data (how workers are impacting actual business results). Global food-service giant, Sysco, for example, began its workforce analysis with three gross measures for each operating unit: work climate/employee satisfaction, productivity and retention. The article’s authors note that Sysco “has drilled deeper to understand, measure, and manage seven other dimensions of the work environment, including frontline supervisor effectiveness, diversity, and quality of life.”

Whether your organization is just starting out with workforce analytics or using some form of workforce analytics but looking to expand the maturity of your metrics, it is strongly recommended that you focus on three fundamental HR areas—Turnover, Recruiting and Employee Performance—before moving onto more advanced workforce metrics.

1. Turnover—Identify who is leaving the organization voluntarily and why. Is it related to onboarding, training or management issues? Do particular functions or locations account for a significant portion of your overall turnover rate? Use your findings to address performance or training gaps and improve your investment in human capital.

2. Recruiting—Identify the top talent common characteristic traits for each position in your organization—especially those that drive business performance—and map them to your internal and external recruiting strategies. Use the data to determine the types of skills and abilities that you need to actively recruit for both immediate and long-term success.

3. Performance—Identify who are the underperformers and why. Understand when and where productivity fluctuates and why. Align compensation and incentive programs with performance. Use this information to improve performance by deploying better management, training, incentives, etc.

Download our white paper and learn:

The Big Shift to Strategic HR. How HR professionals can use workforce analytics to play a more pivotal role in their organizations help direct senior management and hiring managers in “connecting the dots” between their company’s overall performance and their investment in their workforce.
Where to Begin: The Key Three. Which metrics should organizations be tracking to provide them and their organization with the greatest value.
Workforce Analytics — Tools and Technologies. By implementing a complete, end-to-end workforce analytics solution, organizations can get an accurate birds-eye view of their workforce and use the data to guide them in fact-based human capital decisions and strategies.
4 Key Recommendations in Selecting a Workforce Analytics Solution.

White Paper: Drive Organizational Support for Workforce Analytics

Melanie Aizer — Thu, 24 May 2012 15:00:00 GMT

To truly deliver real business insights, workforce analytics solutions need to include broad functionality for sharing and collaborating on the outcome of the analysis in easy-to-use, meaningful ways that are actionable by the various stakeholders—the HR professionals, business leaders and decision-makers across the organization.

With easy sharing and meaningful collaboration between stakeholders, HR has the strategic opportunity and can finally act on the responsibility to ask any workforce related questions, and be sure that they can deliver the key insights which help the business leaders make better, well-informed business decisions—to improve their business performance.

With more than 70 percent of business budgets being tied up in personnel costs, the performance leverage is most significant.

Download this complimentary white paper, "Achieve Greater Business Impact With Workforce Analytics," and DISCOVER FOUR KEY RECOMMENDATIONS to help achieve organizational support and a successful workforce analytics solution that will create lasting impact:

Focus on improved business outcomes. Business improvements are the real value of analytics, which result from improved insights leading to better decisions that are implemented as changes in the organization or processes.

Focus on how your analytics will be used and shared. This requires you to take into consideration more than the mechanics of data gathering, the defining of metrics and the building of reports. You must plan for how people will share and collaborate on information.

Use workforce analytics to make your HR function the leader in asking probing and important questions. HR departments that become mired in answering tactical questions never become strategic partners.

Deliver on four elements critical to sharing and collaboration. The four elements—standardized HR dashboards, publishing core reports, self-service analytic support, and mobility—are essential to serving your organizational business leaders, executives and decision-makers in truly valuable ways.

Best Practices for Successful Workforce Analytics

Melanie Aizer — Tue, 22 May 2012 15:59:00 GMT

Complexity in today’s workforce, new technology investments, economic pressures, talent as a competitive edge, aligning the people strategy with the business strategy and many other reasons are driving a change in HR to be information-savvy. This has turned workforce analytics to the hottest topic in the HR technology arena, but this change has also created confusion as to how best to proceed to make programs to implement workforce analytics successful.

In this article I will speak to the five best practices for workforce analytics that, in my experience, have made organizations successful. Those of us in the HR world know that people are always the critical element to any initiative being successful, so I won’t touch on change management, executive sponsorship and the cultural elements, which are also required for organizational success.

#1. Begin with the end in mind.

It was fabulous advice when Stephan R. Covey detailed this in his book, The Seven Habits of Highly Effective People. It remains great advice today and is especially relevant for workforce analytics projects. The challenge faced by those implementing or upgrading analytics is that analytics provide for many possible applications: delivering dashboards to executives, measuring the most important HR metrics, creating predictive models of future trends, improving turnover, and many more. Without a clear understanding of what you would like to measure, who will use the information, and what decisions will be made with the new analytics, the risk becomes failure to completely satisfy any one stakeholder’s expectations complete. Set clear goals for what the project will achieve, what it will not, and ensure these goals are clearly communicated.

#2. Deliver value at every step of the journey.

Ultimately, all analytics projects, workforce analytics included, will be journeys rather than destinations. Organizations cannot expect to take a single leap from no implementation and experience to advanced usage of predictive analytics and planning. Those that have tried to overreach often find themselves either with solutions they can’t use to full effect, or are burdened with changing project plans that lead to delay. Conversely those who have taken a stepwise approach can more clearly articulate and demonstrate tangible value the project has delivered. This creates many benefits including support for further projects, to more successful training and onboarding of users.

#3. Create transparency.

As the old adage goes, information wants to be free. Too often we question the sharing of information and seek means to lock it down, or seek to hoard it for ourselves. Certainly, organizations have sensitive data, especially employee data, and must be responsible for limiting access. The challenge is this is used to justify putting information only in executive’s hands, or HR holding too tight to the keys to the workforce data. The value of analytics is to make better, confident, fact-based decisions, but decisions are being made across the entire organization every day. The opportunity is to create a multiplier effect that sees better people decisions made throughout the organization by every people leader. The risk to limiting information sharing is the use of workforce analytics stagnates from limited usage and a lack of alignment or trust that comes from only sharing partial views of information. Challenge what can be shared, and work to create a culture that makes information based decisions.

#4. Simple is better.

One of my favorite quotes is from Mark Twain, “I didn’t have time to write a short letter, so I wrote a long one instead”. It very elegantly captures the notion that simple is harder, and in analytics this is especially true. There is always more information, or different ways to show information. The danger with not simplifying is that information overload can be just as dangerous as information under-load as users struggle to understand what is meaningful. Always challenge what information is valuable, versus what information is interesting. What decisions will you make, or what actions will be taken with the information? If you can’t clearly state how the information will be used, then challenge the need to include it in your workforce analytics.

#5. Don’t ignore the technology.

As a technologist, I know this is easy for me to say, and I also know that many of my colleagues in HR struggle with this one. The key here is not that you have to be an expert, but that you don’t remove yourself from the technology discussion and decisions. There is nothing wrong with relying on experts to provide you with advice, but ultimately you have to ensure the technology will support the goals you are trying to achieve. Ask the curious questions and understand trade-offs that the different solutions may incur.

Take these best-practices for workforce analytics to heart and you too can become a leader in this new era of information-savvy human resources.

- Dave

(*This article was originally published on humanresourcesiq.com, a division of IQPC)

About Author

Dave Weisbeck, CSO Visier

Dave Weisbeck leads the overall solutions success and strategy at Visier. Dave is a seasoned software executive who has experience ranging from building development teams to growing multi-billion dollar businesses as a General Manager. Prior to joining Visier, Dave spent over 15 years in the information management and analytics industry, which included time spent helping to build Crystal Decisions and Business Objects products and product strategy. Most recently Dave was the Senior Vice President and General Manager responsible for Business Intelligence, Enterprise Information Management and Data Warehousing at SAP.

White Paper: Achieve Maximum Outcomes With Your Workforce Analytics

Melanie Aizer — Wed, 16 May 2012 22:26:00 GMT

Visier Inc. Releases New White Paper: Achieve Greater Business Impact With Workforce Analytics

New white paper discusses successful sharing and collaboration strategies across an organization for achieving greater business impact with workforce analytics solutions, in making better, more-informed business decisions about the workforce

VANCOUVER, BRITISH COLUMBIA – (May 16, 2012) – Visier Inc., announced today the release of a new white paper: “Achieve Greater Business Impact With Workforce Analytics,” that addresses the business impact to an organization, by implementing a workforce analytics solution that is designed specifically to help HR gather the right workforce data, and more importantly, that allows them to easily share the data with the right people and deliver it in the right way.

Despite the potential power of workforce analytics, the impact of the solution HR implements will greatly depend on the degree to which everyone throughout the organization understands the true measures for success. To truly deliver real business insights, workforce analytics solutions need to include broad functionality for sharing and collaborating on the outcome of the analysis in easy-to-use, meaningful ways that are actionable by the various stakeholders: the HR professionals, business leaders and decision-makers across the organization.

With easy sharing and meaningful collaboration between stakeholders, HR has the strategic opportunity and can finally act on the responsibility to ask any workforce related questions, and be sure that they can deliver the key insights which help the business leaders make better, well-informed business decisions, to improve their business performance. With more than 70 percent of business budgets being tied up in personnel costs, the performance leverage is most significant.

“Successful organizations make critical business decisions based on facts,” according to John Schwarz, Founder and CEO of Visier. “They need to optimize the return on their investment in people. Even with today’s sophisticated analytics approaches, a solution that doesn’t allow fact-based collaboration across the HR staff and line management is only doing half the job.”

In this white paper, four recommendations are highlighted to help achieve organizational support and a successful workforce analytics solution that will create lasting impact:

Focus on improved business outcomes. Business improvements are the real value of analytics, which result from improved insights leading to better decisions that are implemented as changes in the organization or processes.
Focus on how analytics will be used and shared. This requires HR professionals to take into consideration more than the mechanics of data gathering, the defining of metrics and the building of reports. HR professionals must plan for how people will share and collaborate on information.
Use workforce analytics to make the HR function the leader in asking probing and important questions. HR departments that become mired in answering tactical questions never become strategic partners.
Deliver on four elements critical to sharing and collaboration. The four elements: standardized HR dashboards, publishing core reports, self-service analytic support and mobility, are essential to serving organizational business leaders, executives and decision-makers in truly valuable ways.

To read this complimentary white paper: “Achieve Greater Business Impact With Workforce Analytics,” visit http://info.visier.com/white-paper-sharing-and-collaboration?utm_campaign=HRMarketer-Sharing-and-Collaboration-WP-PR&utm_source=Press%20Release

About Visier

Visier Workforce Analytics is an end-to-end, cloud-based application designed for HR professionals, to easily identify and improve the ROI of their organization’s human capital. Reduce costs, improve productivity, attract and retain top talent and implement a workforce strategy that supports the business strategy. Visier Workforce Analytics is a powerful, intuitive and interactive solution that uncovers deep insight into the core metrics of your workforce, by answering the most critical and fundamental questions facing HR professionals about their workforce, and more importantly, with predictive what-if analysis helps to predict and plan for their future needs. For more information, visit www.visier.com

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Media Contacts:

Melanie Aizer
Visier Inc.
778.331.6955
melanie.aizer@visiercorp.com

How to Achieve Greater Organizational Support for Workforce Analytics

Melanie Aizer — Tue, 15 May 2012 17:08:00 GMT

Watch this informative on-demand webcast "How to Achieve Greater Organizational Support for Workforce Analytics," presented by Dave Weisbeck, CSO, Visier, hosted by HR.com.

This session focusses on effective strategies to share and collaborate on workforce analytics. With workforce analytics becoming more and more critical to organizations, the challenge is how to ensure the right information goes to the right stakeholders to create the decisions and actions to improve the business. This session will put particular focus on the sharing and collaboration of workforce analytics and how those creating and delivering workforce analytics can be more successful in aligning and influencing stakeholders.

Workforce Analytics has become a key business advantage for organizations, and a strategic pillar of a successful HR team. The challenge to overcome to have the sought after business impact is to ensure that stakeholders are bought-in, supportive, participating and have the information they need to impact the business.

Companies must align their people strategy with their business strategy in order to be successful and profitable. HR professionals have a real opportunity to align workforce strategies with corporate strategies by easily sharing their uncovered insights – and telling their story in a compelling way.

In this on-demand webinar, registrants will learn:

How analytics really works in organizations, and highlights 4 critical elements to enabling an organizations with workforce analytics insights
How can those working on creating and delivering workforce analytics be more successful in aligning and influencing stakeholders with the right metrics for their organizations.
How can you streamline the delivery of information to ensure workforce analytics lead to real decisions and organizational change.

About Presenter:

Dave Weisbeck, CSO

On-Demand Webinar: Creating Business Impact with Workforce Analytics

Melanie Aizer — Mon, 14 May 2012 17:27:00 GMT

Watch this informative webcast "Creating Business Impact with Workforce Analytics," presented by Dave Weisbeck, CSO for Visier, & hosted by HR.com.

In this webinar, you will learn practical methods to make your workforce analytics investment more successful and effective, as well as gaining insight into how to go beyond the HR organization to create and deliver real value for business leaders and executives. See real examples of how you can approach and solve the challenge of using the language of the business – analytics – to provoke the right discussion, decisions and action within your organization. Gain best practices in how to structure and deliver content to serve the different audiences: from the HR organization to business leaders, from novice users to sophisticated users, or those who work as much on the road as in the office.

In this webinar, you will learn:

Learn practical methods to make your workforce analytics investment more successful and effective.
Gain insight into how to go beyond the HR organization to create and deliver real value for business leaders and executives.
Gain best practices in how to structure and deliver content to serve the different audiences: from the HR organization to business leaders, from novice users to sophisticated users, or those who work as much on the road as in the office.

About Presenter:

Dave Weisbeck, CSO

Managing Your Aging Workforce: Is a Generation Clash Inevitable?

Melanie Aizer — Thu, 10 May 2012 14:00:00 GMT

This is part three of a three piece series on the aging workforce by guest blogger Mark Willaman, founder and president of Fisher Vista, LLC, the owners of HRmarketer.

Baby Boomers are now postponing their retirement in record numbers, which means they’ll be working side by side with younger workers in record numbers. According to U.S. Labor Bureau statistics, about one-third of the nation’s workforce will be age 50 or older by 2014, a significant rise from 27 percent in 2005.

So the question is … will there be an inevitable clash of the generations at your company? Not if you manage your workforce wisely. Here are five suggestions to keep top-of-mind as your organization looks for ways to meet the challenges of managing a multigenerational workforce:

Understand generational “profiles” but don’t buy into stereotypes. It’s true that, as a whole, Boomers prefer face-to-face meetings, formal management structures and traditional communication and learning tools. But this doesn’t mean Boomers aren’t open to or capable of embracing alternatives. Your organization must take steps to openly accommodate the various work, communication and learning styles of Boomers, Gen Xers and Millennials.
Ensure that the transfer of knowledge and experience flows among the generations. There have been literally hundreds of articles written about the importance of older workers transferring their institutional knowledge and experience to younger workers. But it’s just as important to have this transfer flow in the other direction as well. Younger employees might not have institutional knowledge but they may be more technologically skilled and "social-savvy," traits that are increasingly valuable for your workforce and your products and services. Train the generations to be open to learning from one another.
Recognize and plan for the “challenge of opportunities” that will arise. As older workers stay on the job longer, there will be fewer promotion opportunities for younger employees. To prevent them from jumping ship, you need to be creative about keeping them motivated and engaged. This could mean instituting highly flexible work schedules, allowing them to choose unique skill-building assignments, and providing them with continuous learning opportunities.
Teach your leaders to understand and adapt to your generations’ needs and styles. It’s simply not realistic to expect the generations making up your workforce to fit into a uniform mold or to learn, communicate and work in exactly the same ways. Make certain your leaders and line managers understand this. Once they do, they’ll have much greater success in drawing the best performance from your workers day-in and day-out.
Remember that workforce analytics can help you understand the generational composition of your workforce and the particular challenges you face. By implementing a sound workforce analytics solution, you can answer key questions about the makeup of your workforce; whether you have surpluses or deficiencies of specific generations in particular locations, functions or positions; and what your turnover and attrition rates are for each generation. A workforce analytics solution can even help you determine where critical skills and knowledge needs to be passed on and which employees of each generation are particularly suited to serve as leaders and mentors.

There’s no question that you must manage your multigenerational workforce wisely if your organization is to thrive in the years ahead. And even the best-managed workforce will have its share of intergenerational skirmishes. But if you provide the right guidance and support, you can definitely prevent a full-blown clash of generations.

Mark Willaman is founder and president of Fisher Vista, LLC, the owners of HRmarketer, a marketing software and services firm focusing on the human capital market, and SocialEars, a monitoring service of HR industry's blogs, news stories, tweets and other "shared" social content.

Visier at Cornerstone Convergence 2012

Melanie Aizer — Wed, 09 May 2012 15:49:00 GMT

Visier is excited to be a sponsor at this year's Convergence 2012, Cornerstone OnDemand’s annual client and partner conference, May 15-17, 2012 at the Terranea Resort in Rancho Palos Verdes, California.

Convergence brings together clients, partners and industry thought leaders to discuss technology and workforce trends, and share learning and talent management best practices.In the 21st century, the nature of work has fundamentally changed. The explosion of online, social and mobile technologies, coupled with the expansion of global business, has resulted in a 24/7, “anytime, anywhere” worldwide workplace. The success of your business in this new world requires an Empowered Enterprise. Whether you are in senior management, HR, learning and development, or any other function that deals with people and talent in your organization, this year’s conference will provide insight into how you can play a role in putting the right technologies, strategies and processes in place to foster an empowered workforce.

Our team will be exhibiting in the Grand Ballroom. Be sure to come by and see the Visier team, Dave Weisbeck, Jan Schwarz and Brett Schwarz.

If you will be attendance, please join Dave Weisbeck Chief Strategy Officer for Visier, as he presents the breakout session “CUTTING-EDGE WORKFORCE ANALYTICS FOR YOUR CORNERSTONE DEPLOYMENT”

Date: Thursday, May 17
Time: 11:00am - 11:50am
Location: Palos Verdes Ballroom 7

About Dave Weisbeck, CSO, Visier

Workforce Analytics in CEOCFO Magazine - An interview with John Schwarz

Melanie Aizer — Tue, 08 May 2012 20:18:00 GMT

Delivering Comprehensive Off-The-Shelf Workforce Analytics through the Cloud using a SaaS Based Solution, Visier Inc. is Empowering HR Professionals with the Deepest Insights Needed to Align their People with their Business Strategy

Read an exclusive interview with John Schwarz, CEO & Founder of Visier Inc., featured in the leading publication "CEOCFO Magazine." CEOCFO interviews provide the CEO's thoughts on their company, business and growth strategy, revenue model, plus much more!

About John Schwarz, Founder and CEO

John Schwarz, the Co-Founder and CEO of Visier, is an Information Technology professional who has previously successfully led Business Objects, now part of SAP. During his tenure, Business Objects doubled its revenue to more than $1.5 billion, improved profitability and executed seven strategic acquisitions. After SAP’s acquisition of Business Objects, John oversaw a dramatic continuing expansion of its business. He was a member of the SAP Executive Board. Prior to Business Objects, John held senior executive positions at Symantec and IBM.

John is a director on the Boards of Teradata, Synopsys and Avast and a former board member of SuccessFactors and Verity. John is also a member of the Dalhousie University Advisory Board.

May 8 Webinar: Creating Business Impact with Workforce Analytics - Register Today!

Melanie Aizer — Thu, 03 May 2012 15:00:00 GMT

There is still time to register!

REGISTER - Register HERE today

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com
Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT

Join Dave Weisbeck, CSO, Visier for this informative webinar, hosted by HR.com.

Workforce analytics is the fastest growing technology investment for Human Resource organizations, but the challenge remains how to use workforce analytics to achieve real business impact. Ultimately, business impact comes from alignment on action, that leads to real changes within the organization. Too often analytics projects focus too heavily on just getting to the numbers and not how the insights gained will and can be used by the organization. Finding the insight in the data is only the first step to a successful workforce analytics project. True success can only come about when the organization uses the insights to make decisions and take action. While it is true that all analytics projects are prone to challenges in collecting data, defining what to measure, and creating meaningful reports and dashboards successful projects must look beyond these more basic steps. In this webinar, you will learn practical methods to make your workforce analytics investment more successful and effective, as well as gaining insight into how to go beyond the HR organization to create and deliver real value for business leaders and executives. See real examples of how you can approach and solve the challenge of using the language of the business – analytics – to provoke the right discussion, decisions and action within your organization. Gain best practices in how to structure and deliver content to serve the different audiences: from the HR organization to business leaders, from novice users to sophisticated users, or those who work as much on the road as in the office.

In this webinar, registrants will:

Learn practical methods to make your workforce analytics investment more successful and effective.
Gain insight into how to go beyond the HR organization to create and deliver real value for business leaders and executives.
Gain best practices in how to structure and deliver content to serve the different audiences: from the HR organization to business leaders, from novice users to sophisticated users, or those who work as much on the road as in the office.

WHAT - Webinar: Creating Business Impact with Workforce Analytics

WHEN - Tuesday, May 8, 2012 – 11:00 AM ET / 8:00 am PT

PRESENTERS - Dave Weisbeck, CSO, Visier

COST - COMPLIMENTARY

REGISTER - Register HERE today

Note: Even if you can't make the date, please register and we will send you a link to the on-demand webinar when it's available.

If you are a CHRO, VP of HR, VP of HRIS, VP Workforce Planning or Analytics, or responsible for ensuring your organization is getting the most from its workforce strategy investment – register HERE today

About Dave Weisbeck, CSO, Visier

Visier Inc., Named “Cool Vendor” in Human Capital Management Software 2012 Report

Melanie Aizer — Wed, 02 May 2012 16:01:00 GMT

IMMEDIATE RELEASE

Vendors selected for the “Cool Vendor” report are innovative, impactful and intriguing

VANCOUVER, BRITISH COLUMBIA, May 2, 2012 - Visier Inc., the innovation leader in delivering workforce analytics through the cloud, today announced that the company has been included in the list of "Cool Vendors" in Human Capital Management Software, 2012 report by Gartner, Inc.

Gartner’s Cool Vendors in human capital management (HCM) software for 2012 help organizations throughout the full employee life cycle, from workforce planning to separation.

According to Gartner, many organizations have traditionally underinvested in workforce analytics, but they have seen a strong interest starting to build over the last two years and expect to see this trend continue.

Many organizations believe in the power and importance of managing and reporting workforce analytics but a significant amount of organizations are still figuring out how best to access and measure the data more effectively. One problem that often stands in their way—especially when organizations use multiple, disparate HR systems to track HR data—is that they cannot get a unified and comprehensive 360 degree view of their true workforce data, which is necessary to create a people strategy to increase the ROI of their human capital.

Visier Workforce Analytics is an end-to-end, cloud-based application designed to easily identify the key insights necessary to improve the ROI of an organization’s human capital. Visier Workforce Analytics is a powerful, intuitive and interactive solution that uncovers deep insight into the core metrics of your workforce, by answering the most critical and fundamental questions companies have about their workforce, and more importantly, with predictive what-if analysis helps to predict and plan for their future needs.

“We believe our inclusion in the Cool Vendor report by Gartner is further recognition that our mission to empower organizations with the most critical and deepest insights, in order to optimize their people strategy to meet their business strategy, is resonating with both customers and industry influencers,“ according to John Schwarz, Founder and CEO of Visier. “Organizations are realizing that their business strategy cannot be implemented without a supporting people strategy. Traditional human capital management approaches have not provided the necessary insight and analytics to create an effective people strategy. With Visier Workforce Analytics, organizations finally have the solution they need to turn insight into action.”

About the Cool Vendors

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose

About Visier

Headquartered in Vancouver, B.C. and San Francisco, Calif., Visier delivers workforce analytics through the cloud to empower HR professionals with the most critical insights for optimizing their people strategy to meet their business strategy. Visier's unique analytics combine the sophistication of predictive capabilities with the ease-of-use of consumer applications.

Founded in 2010, by business intelligence experts - including former Business Objects chief executive officer, John Schwarz - the company's leadership team has a proven track record of technical, operational and strategic management success with companies such as IBM, SAP and Symantec.

Media Contact:
Melanie Aizer
Visier Inc.
(778) 331-6955
melanie.aizer@visier.com

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Visier Inc. Forges Strategic Relationship with Sherpa Performance Improvement, LLC

Melanie Aizer — Tue, 01 May 2012 16:44:00 GMT

FOR IMMEDIATE RELEASE

Sherpa Performance Improvement, LLC Forges Strategic Relationship
With Workforce Analytics Innovation Leader, Visier Inc.

Corporate performance initiatives expert enters sales agreement with workforce analytics innovation leader to provide enhanced analytics portfolio

INDIANAPOLIS, Ind., May 1, 2012– Sherpa Performance Improvement, LLC., a leading provider of corporate performance improvement strategies and platforms that drive business growth, announced today that they have entered into a sales agreement with Visier, Inc., an innovation leader in delivering workforce analytics through the cloud, to market the Visier Workforce Analytics solution in the United States.

Visier Workforce Analytics is a cloud-based application designed for HR professionals to easily identify and improve the ROI of their organization’s human capital, by showing companies how to reduce costs, improve productivity, attract and retain top talent, and implement a workforce strategy that supports the business strategy. Visier Workforce Analytics is a powerful, intuitive and interactive solution that uncovers deep insight into the core metrics of a company’s workforce by answering the most critical and fundamental questions facing HR professionals.

Sherpa Performance Improvement provides corporate consulting to improve employee and organizational performance, delivered by a core team of highly trained professionals, implementing strategies to solve complex problems for clients to grow their businesses. Sherpa offers its clients the experience, flexibility and resources needed to design, execute and measure a solution that works best for all organizations.

By adding the Visier Workforce Analytics solution to their sales portfolio, Sherpa can provide its clients with leading-edge workforce analytics technology in the cloud and a new level of insight into their human capital. This insight provides Sherpa and its clients with critical information necessary for performance improvement initiatives. Similarly, Sherpa now offers its experience and knowledge to companies considering Visier Workforce Analytics and can help organizations deploy faster, with more confidence and, most importantly, with greater business impact.

“Visier is a real and tangible breakthrough in workforce analytics that we believe brings significant value to our clients and is a great addition to our Sherpa Analytics portfolio,” says Bill Karwoski, President of Sherpa Performance Improvement. “At Sherpa, we develop and implement performance improvement initiatives that change the behavior of the people who impact your company’s bottom line: your employees, channel partners and customers,” he adds.

Human capital is the cornerstone of a successful business. Visier Workforce Analytics helps HR Professionals bridge the gap between data and decisions. Visier transforms data into valuable insight that identifies problem areas and helps human resource departments quickly deploy solutions to address critical issues such as retention, engagement or productivity. With Visier’s predictive analytics, organizations can also go beyond core HR metrics to understand why people are leaving, how to source more top talent, or who is likely to leave next.

“Partnering with Sherpa Performance Improvement is a natural alignment for Visier. Working together, the two firms can reach a broader customer audience, shorten sales cycles, and create additional value and ROI for customers by delivering the most advanced Workforce Analytics solution in the market and supporting its delivery with the trusted advice and experience of one of the premier services leaders in the HR market,” commented John Schwarz, Visier Founder and CEO.

Companies must align their people strategy with their business strategy in order to be successful and profitable. When integrated with business insights, workforce analytics improve an organization’s human capital ROI and increase the value its workforce delivers to its overall performance. Analytics are the critical key to a more responsive and flexible organization that is ready to meet the ever-increasing challenges in today’s marketplace — as well as tomorrow’s.

About Sherpa Performance Improvement

Sherpa Performance Improvement, LLC. is a privately held company headquartered in Carmel, Indiana. Sherpa’s mission is to help clients identify and resolve pressing business issues by bringing the best minds and solutions to bear to ensure optimal outcomes. Sherpa’s leadership believes that in today's competitive business environment, a new approach is needed to solve everyday business challenges. Sherpa was formed to combine the best and brightest minds with exceptional creative and cutting edge technology to address a company’s most challenging and complex business issues.

Founded in 2010 by business leaders Bill Karwoski and Guy Mascaro, Sherpa has grown quickly into a premier business performance improvement agency providing strategies and solutions to a myriad of clients across multiple industries. Sherpa’s growth has been fueled by the addition of 15 new clients in the past 18 months. Sherpa’s areas of focus include Human Resources Optimization, Sales Force Effectiveness and Customer Acquisition and Retention. For more information, visit http://sherpaperformance.com/

About Visier

Visier, Inc. is a privately held company headquartered in Vancouver, BC and San Francisco, CA. An innovation leader in delivering workforce analytics through the cloud, Visier’s mission is to empower HR professionals with the most critical and deepest insights they need, in order to optimize their people strategy to meet their business strategy.

Visier is changing how enterprises approach analytics by delivering pre-built analytics that combine the sophistication of predictive capabilities with the ease-of-use of consumer applications. Visier Workforce Analytics empowers human resource professionals to access, measure, predict and share critical workforce data. With Visier Workforce Analytics, HR professionals can easily integrate critical HR and business data in an end-to-end, cloud-based solution, eliminating the need to provision, deploy, manage and maintain expensive disparate HR systems. For more information, visit http://www.visier.com/

Contact: Melanie Aizer
Visier Inc.
Tel: (778) 331-6955
Email: melanie.aizer@visier.com

Contact: Bill Karwoski
Sherpa Performance Improvement, LLC
Tel: (317) 848-2908 ext 104
Cell Phone: (317) 501-7396
Email: BillK@SherpaPerformance.com

###

Appropriate Planning and Forecasting to Manage Aging Workforces

Melanie Aizer — Tue, 01 May 2012 15:00:00 GMT

This is part two of a three piece series on the aging workforce by guest blogger Mark Willaman, founder and president of Fisher Vista, LLC, the owners of HRmarketer.

Organizations Lack Appropriate Planning and Forecasting Capabilities to Manage Aging Workforces

Research shows that workforce analytics are increasingly critical to the nation’s top-performing companies. A Harris Interactive 2011 survey of Fortune 1000 companies, for example, shows that 88 percent of participants’ HR leaders meet regularly with their CEOs to ensure that HR’s strategic plan is aligned with corporate strategic objectives. Great news, right? Unfortunately, it’s only half of the story.

The survey also reveals that these companies aren’t giving adequate attention to the inevitable impact of an aging population on their workforce planning:

Most lack concrete plans and programs (such as phased retirement) to retain older workers who bring value to crucial functions.
Others have failed to implement practices to transfer the business intelligence of leaders on the verge of retiring.
Only about half of these companies possess a database that captures information about when these essential employees plan to retire and from which departments and functions.

Clearly, even market-leading employers need to adopt a more sophisticated approach toward workforce planning and optimization, especially where their aging workforces are concerned. And the heart of this more sophisticated approach should be a dedicated workforce analytics solution.

A dedicated workforce analytics solution empowers employers to conduct more strategic workforce planning by enabling them to “scan” their organization, getting a clear and precise snapshot of their workforce composition, gaps and needs. A sound analytics solution gives company’s the information they need to make fact-based decisions and to forecast and plan with greater accuracy through predictive models.

For example, workforce age and retirement forecasting are important subjects when it comes to modern workforce strategy. A dedicated workforce analytics solution helps employers understand the generational make-up of their workforces by giving them the ability to group employees by generation and/or age. This is instrumental for effective retirement forecasting.

The most powerful workforce analytics solutions also offer clustering analysis to help companies identify groups of older employees that will have the most impact on the organization in terms of retirement and talent drain. This greatly enhances an employer’s succession planning and future hiring capabilities.

The ability to analyze trends, to gain insights into specific areas of the organization (whether by geographic region, by department or function, by position, etc.), and to close gaps in workforce needs all derive from the unique predictive and modeling capabilities that a workforce analytics solution delivers.

With such a solution in place, employers can ask and accurately answer key questions including: Which of my employees is likely to retire in the next year, two years, five years? How many of these people are in leadership or management roles? How many possess knowledge and skills that are critical to pass on? What will the generational makeup of the organization look like as these people retire? Do we have plans and programs in place to attract and retain older workers who are in danger of leaving before we want them to?

To cope with the challenges and realities of a rapidly aging workforce, today’s employers need a more sophisticated approach toward workforce planning and optimization. They need the statistical insights and predictive capabilities that a dedicated workforce analytics solution provides.

On-Demand Video Best Practices & Trends in Workforce Analytics

Melanie Aizer — Mon, 30 Apr 2012 16:53:00 GMT

Watch this informative on-demand webcast, originally presented for HR.com, hosted by Dave Weisbeck, CSO for Visier.

Learn how workforce analytics can benefit an organization in the creation of more strategic people agendas. Visier’s mission is to empower HR professionals with the most critical and deepest insights they need, in order to optimize their people strategy to meet their business strategy.

We would like to share with you this complimentary archived version of Dave Weisbeck's presentation "Best Practices and Trends in Workforce Analytics."

Dave is CSO at Visier and leads the overall solutions success and strategy at Visier.

Hear how organizations have used workforce analytics in strategic ways, and what future trends exist in workforce analytics and planning every HR professions should know.

In this on-demand you will learn:

The complete working knowledge of workforce analytics and how to get started in your organization.
How workforce analytics can benefit an organization in the creation of more strategic people agendas.
How other organizations have used workforce analytics in strategic ways, and what future trends exist in workforce analytics and planning, every HR professional should know.

This is a MUST see webcast for anyone looking to understand HR metrics or workforce planning. This is targeted at those who are aware of these topics, but looking to better understand benefits and future trends.

Dave Weisbeck, CSO

Webinar May 8: Creating Business Impact with Workforce Analytics

Melanie Aizer — Thu, 26 Apr 2012 16:02:00 GMT

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com
Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT

Join Dave Weisbeck, CSO, Visier for this informative webinar, hosted by HR.com.

In this webinar, registrants will:

Learn practical methods to make your workforce analytics investment more successful and effective.
Gain insight into how to go beyond the HR organization to create and deliver real value for business leaders and executives.
Gain best practices in how to structure and deliver content to serve the different audiences: from the HR organization to business leaders, from novice users to sophisticated users, or those who work as much on the road as in the office.

WHAT - Webinar: Creating Business Impact with Workforce Analytics

WHEN - Tuesday, May 8, 2012 – 11:00 AM ET / 8:00 am PT

PRESENTERS - Dave Weisbeck, CSO, Visier

COST - COMPLIMENTARY

REGISTER - Register HERE today

Note: Even if you can't make the date, please register and we will send you a link to the on-demand webinar when it's available.

About Dave Weisbeck, CSO, Visier

The Aging Workforce: Ten Strategic Questions You Should Answer

Melanie Aizer — Wed, 25 Apr 2012 15:00:00 GMT

This is part one of a three piece series on the aging workforce by guest blogger Mark Willaman, founder and president of Fisher Vista, LLC, the owners of HRmarketer.

The aging workforce is on the minds of employers. In fact, the "aging workforce" and related subjects are some of the most widely discussed topics in the human resource marketplace.

It's no wonder. In 2010, 40.2 percent of the U.S. workforce was age 55 and older — the highest level in 35 years. By 2015, there will be nearly 32 million workers age 55 and up in the labor force and fewer younger workers.

These changing workforce demographics present employers with a number of serious challenges that will force human resource executives to rethink their practices for acquiring, managing and retaining talent. A sampling of these challenges include loss of human capital, culture clashes between younger and older workers, increased exposure to age discrimination litigation and the need for employee benefit packages that are more suitable for older workers.

Clearly, the greatest issue employers will need to deal with, as a result of an aging workforce, is the loss of human capital. Don't confuse this issue with debates about labor shortages.

There is a big difference between labor shortages and talent shortages.

I actually agree with those who believe the predicted labor shortage due to Boomer's retiring en masse is a myth. Many older workers are choosing to work longer, or forced to due to economic reasons. The AARP reports that half of its 35 million members (50 and over) are still working today and that more than 80 percent of baby boomers it surveyed plan to work well into their seventies. As a result, the average retirement age, now at about 62, will continue to rise.

Even by the most conservative estimates, the retirement of skilled older workers, many of whom are in management positions, will create a loss of institutional knowledge and gaps in critical skills for every company. The Society for Human Resource Management, in a joint study it conducted with AARP, found 72 percent of HR professionals describing the impending brain drain as a real problem. But only five percent have implemented specific steps to address the talent loss.

So labor shortages are debatable. But talent shortages are not. Make sure you are on the right path to address talent shortages in your organization. Ask, answer and, more importantly, act on the top strategic questions.

How many of your employees are within 10 years of retirement?
Where are they geographically?
In what departments?
What job classifications?
Who are their likely successors?
What happens if a significant percentage of your older workers delay retirement?
What does that do to your total labor and benefits costs?
Do you have the right benefits mix to attract and retain older workers?
How will retirement delays by older workers impact turnover of talented younger workers whose career progression may be delayed?
Do you have a plan to address this?

Stay tuned for the next piece in the aging workforce series where we’ll provide specific scenarios for the role of workforce analytics in workforce planning.

Visier Inc., Listed as one of the Top Technology Companies in Canada

Melanie Aizer — Tue, 24 Apr 2012 13:00:00 GMT

Leader in Workforce Analytics has been awarded a spot on the prestigious 2012 Branham300 list for the Top 25 Up & Comers in the Branham300 of Canadian Information and Communication Technology (ICT) Companies.

Vancouver, BC, April 24, 2012 – Visier Inc., an innovation leader in delivering workforce analytics through the cloud, today was named one of Canada’s “Top 25 Up And Comers” in the 2012 Edition of the Branham300. The 25 companies in this category are selected based on creativity and innovation, whether in a new technology area, or optimizing existing technology in an innovative manner.

The Branham300 is the most comprehensive listing of the top publicly traded and privately held organizations operating in the Canadian Information and Communication Technology (ICT) industry.

“With the lingering effects of the economic downturn all but gone in 2011, the Canadian ICT industry generated impressive growth over the past year in order to set a new Branham300 revenue record,” said Wayne Gudbranson, President and CEO of Branham Group. “Canada’s largest tech players as well as companies within the SMB segment closed strong fiscal 2011 campaigns, an indication that companies of all sizes experienced the market rebound. Looking forward, Branham expects the industry to build on its 2011 performance and post strong single-digit growth in 2012.”

Founded in 2010 by business intelligence experts, including former Business Objects CEO, John Schwarz, the leadership team has a proven track record of technical, operational and strategic management success with companies including Business Objects, Crystal Decisions, SAP, IBM and Symantec. Visier was founded on the notion that traditional analytic approaches are too costly, and prone to failure. Visier pioneered a new solution centric approach – analytic applications – that starts with the most important business insights an organization needs. Through in-memory technology to incorporate any data, and a highly visual and intuitive interface organizations can finally bring analytics to the entire organization.

Visier’s first analytic application is designed to empower HR professionals with the most critical insights they need. HR organizations have always understood that people are the most important and complex asset in the company. Until now, they have lacked the solutions to provide the necessary insights to optimize their people strategy to meet their business strategy.

“2011 was a breakout year for Visier and to be named to Canada’s Top 25 Up & Comers list is a testament to all the hard work and innovative thinking of the entire Visier team, as well it also validates our place in the market,” said John Schwarz, Founder and CEO of Visier, adding “we are very proud to be recognized, amongst the best of the best in Canadian information technology.”

The Branham300 2012 results are also published on the Branham300 website, as well as in the April/May edition of Backbone Magazine, circulated in the Globe & Mail.

About Visier

Visier Workforce Analytics is an end-to-end, cloud-based application designed for HR professionals to easily identify and improve the ROI of their organization’s human capital; reduce costs, improve productivity, attract and retain top talent and implement a workforce strategy that supports the business strategy. Visier Workforce Analytics is a powerful, intuitive and interactive solution that uncovers deep insight into the core metrics of your workforce, by answering the most critical and fundamental questions facing HR professionals about their workforce, and more importantly, with predictive what-if analysis helps to predict and plan for their future needs. For more information, please visit www.visier.com

About Branham300

For nearly 20 years, the Branham300 has highlighted the top Canadian and Multinational ICT companies operating in Canada, as ranked by revenues. It illustrates the depth and breadth of innovative technologies developed in Canada and is widely considered to be a leading source of intelligence on Canada's ICT industry.

Contact:
Melanie Aizer
Visier Inc.
+1-778-331-6955
melanie.aizer@visier.com

On-Demand Webinar: HR Analytics Roadmap

Melanie Aizer — Tue, 17 Apr 2012 16:30:00 GMT

Watch this informative webcast hosted by Laurie Bassi, CEO of McBassi & Company, a leader in using behavioral economics to improve organizational performance. Since she founded McBassi in 2001, she has been working with clients to help them unleash human capability within their organizations.

HR analytics is a topic whose time has come. By bringing rigor and discipline to the “people side of the business,” HR analytics helps organizations improve their performance by better aligning the management and development of people with business goals and objectives.

Watch On-Demand Video HERE

In this on-demand webinar, Dr. Laurie Bassi covers a broad range of topics, including how to get started, examples, practical tips, the “dos and don’ts” of analytics, and how to shift mindsets (including maybe your own!).

In this lively session, participants will leave with a fresh perspective, a “To Do” list, and (perhaps most importantly) a “To Stop” list.

New On-Demand! Best Practices for Predictive Workforce Analytics

Melanie Aizer — Mon, 16 Apr 2012 21:48:00 GMT

Watch this informative webcast hosted by Dave Weisbeck, CSO, Visier, hosted by HR.com.

This session is geared towards those who are looking to understand or start to implement predictive analytics as part of their larger workforce analytics strategy. This presentation will start with an overview of the different predictive techniques to ground the audience with a common understanding of what is possible. From there specific techniques will be explored in more depth that showcase how organizations can more easily take advantage of predictive technology. Best practices will be explored including sharing a case study on how one organization took advantage of predictive capabilities to help them understand how better to recruit and retain top talent in their organization.

Workforce Analytics has become a key competitive advantage for organizations, and more and more practitioners are looking to advanced techniques such as predictive. Predict and plan your future workforce needs with advanced analytics to minimize risk and gain a competitive advantage.

Workforce analytics empowers HR professionals to gather past and present workforce data and predict future possible talent-related events and behaviors with advanced clustering techniques.

Advanced analytic techniques such as predictive analysis, which helps to identify clusters or patterns of behavior to determine future outcomes, have too often been limited to only those organizations that had designated analysts, with specialized training in statistics. With the right workforce analytics solution, every organization has the opportunity to take advantage of using these advanced statistical techniques to be better equipped to plan for future workforce outcomes. Predictive analytics capabilities allow organizations to uncover hidden insights influencing key HR metrics.

What if you could answer the most critical what-if questions facing your organization today, such as “Which of my top talent is at risk of leaving next?” “What are the best sources for recruiting top talent?” “What are the root causes for people leaving the organization?” What if you could understand the why of turnover rates?

Watch On-Demand Here

In this on-demand webinar, you will learn:

The use of predictive techniques to find new insights about an organizations workforce
Best practices for those who are looking to understand, or engage, in using predictive a grounding in predictive techniques and how to apply them.
A case study will be explored to showcase how one organization used predictive to attract and retain more top talent.

Visier Forges Strategic Relationship to Deliver Superior Workforce Analytics

Melanie Aizer — Thu, 12 Apr 2012 16:03:00 GMT

FOR IMMEDIATE RELEASE

Cornerstone OnDemand and Visier Forge Strategic Relationship to Deliver Superior Workforce Analytics in the Cloud

Relationship to provide a dynamic solution for uncovering deep insight into core workforce metrics and helping organizations make critical and timely people management decisions

SANTA MONICA, Calif., April 12, 2012 – Cornerstone OnDemand (NASDAQ:CSOD), a global leader in cloud-based talent management software solutions, and Visier Inc. today announced that the companies have forged a strategic relationship, under which Visier’s innovative, cloud-based workforce analytics and planning solutions will be made available to Cornerstone clients.

According to Gartner research, workforce planning and analytics solutions enable HR organizations to deliver greater value by helping companies make fact-based decisions about their employee-related investments. In today’s economic climate, organizations must be prepared to react immediately to changing business strategies and shift to a more proactive approach, based on analytic insight, to optimize their workforce strategies.

“Talent management is changing rapidly, and the demand to proactively measure talent initiatives across recruiting, performance and learning functions has never been greater,” said David Somers, vice president of alliances and strategy for Cornerstone OnDemand. “Visier has leapfrogged the workforce planning and analytics market with its modern cloud-based architecture, interactive and visual user experience, and expertise in big data. Aligning their premier solution with the Cornerstone suite will help our clients gain greater access to the fundamental HR and business data they need to make critical decisions about their workforce.”

When used with Cornerstone’s comprehensive talent management suite, Visier Workforce Analytics enables Cornerstone clients to gain greater insight into critical workforce metrics, such as turnover, retention and employee productivity. Through predictive analytics, organizations also can go beyond core HR metrics to understand why people are leaving, how to source more top talent or who is likely to leave next.

Founded in 2010 by business intelligence experts, including former Business Objects CEO John Schwarz, Visier is changing how enterprises approach workforce analytics by delivering a cloud-based, pre-built solution that combines the sophistication of predictive capabilities with the ease-of-use of consumer applications.

“Visier is committed to partnering with leading providers of HR solutions. Working with Cornerstone, Visier is accelerating time-to-value for organizations with a cloud-based HR solution that is rapid to deploy, scalable, easy to manage and cost-effective to operate,” according to John Schwarz, Founder and CEO of Visier. “Our relationship with Cornerstone combines Visier’s powerful, intuitive and interactive workforce analytics solution that introduces deep and predictive insight into core workforce dynamics, with Cornerstone’s talent management suite. Together, we help companies to attract and retain top talent, improve workforce performance and operational efficiencies, reduce costs, and align workforce strategies with business strategies.”

For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com. To follow Cornerstone OnDemand on Twitter, go to http://twitter.com/cornerstoneinc. To read Cornerstone OnDemand’s talent management blog, visit http://www.cornerstoneondemand.com/blog.

For more information about Visier, please visit www.visier.com. To stay informed about current industry news, product features and updates, and Visier news and events, you can subscribe to Visier’s Workforce Analytics blog here: http://www.visier.com/blog.

About Visier

An innovation leader in delivering workforce analytics through the cloud, Visier’s mission is to empower HR professionals with the most critical and deepest insights they need, in order to optimize their people strategy to meet their business strategy. Visier Workforce Analytics is an end-to-end, cloud-based application designed for HR professionals to easily identify and improve the ROI of their organization’s human capital. Reduce costs, improve productivity, attract and retain top talent and implement a workforce strategy that supports the business strategy.

About Cornerstone OnDemand

Cornerstone OnDemand is a leading global provider of a comprehensive learning and talent management solution. We enable organizations to meet the challenges they face in empowering their people and maximizing the productivity of their human capital. Our integrated software-as-a-service (SaaS) solution consists of the Cornerstone Recruiting Cloud, the Cornerstone Performance Cloud, the Cornerstone Learning Cloud and the Cornerstone Extended Enterprise Cloud. Our clients use our solution to source and recruit top talent, develop employees throughout their careers, engage all employees effectively, improve business execution, cultivate future leaders, and integrate with their external networks of customers, vendors and distributors. We currently empower over 7.5 million users across 179 countries and in 31 languages.

# # #

Media Contacts:

Susan Lewis
Cornerstone OnDemand
Phone: +1 (303) 804-0494
slewis@csod.com

Melanie Aizer
Visier Inc.
+1 (778) 331-6955
melanie.aizer@visier.com

Cornerstone^® and Cornerstone OnDemand^® are registered trademarks of Cornerstone OnDemand Inc.

1. Gartner Inc., “Technology Overview for Workforce Planning,” Thomas Otter, March 23, 2010

On-Demand Available! 5 Myths and Truths About Workforce Analytics

Melanie Aizer — Tue, 10 Apr 2012 18:35:00 GMT

Watch this informative webcast hosted by John Schwarz, Founder & CEO and Dave Weisbeck, CSO, designed to dispel some common misconceptions about workforce analytics solutions and provide practical information about the “need to knows” and real world examples of how to implement the right solution for your organization; one that is efficient, productive and cost-effective.

What You Need To Know About Workforce Analytics

More companies today are waking up to the fact that people are the most expensive asset to their organization. Human resource leaders have always understood that people are the most critical and important element to a company’s success.

People Strategy Powering The Business Strategy

Executive leaders and HR professionals are seeking alternative ways to improve the manner in which they answer and address critical workforce questions. As more organizations look to adopt cost-effective and efficient HR solutions to make the most of their human capital, it is critical they understand the trade-offs of different approaches.Workforce Analytics is rapidly evolving with new approaches, technology and best practices changing every day. There are still many misconceptions and "untruths" in the business world about the importance of HR metrics leaders and the use of workforce analytics solutions.

Myth: The only tools available for HR pros are either IT delivered BI, or Excel.
Myth: Workforce Analytics tools are hard to use.
Myth: Workforce Analytics is a "nice to have" not a "need to have."
Myth: Workforce Analytics only includes employee data.
Myth: Workforce Analytics does not affect the corporate bottom line.

Watch On-Demand Here

In this on-demand webinar, you will learn:

What is driving the increased requirements for implementing workforce analytics
Advantages and disadvantages of different approaches for solutions
Tools and techniques to improve the user experience and adoption rates
How an end-to-end solution can be used for increased corporate productivity and profitability
Lessons from organizations that have successfully implemented workforce analytic solutions

Workforce Planning and Analytics Virtual Trade Show

Melanie Aizer — Mon, 09 Apr 2012 20:01:00 GMT

Visier is proud to be a sponsor and will be exhibiting with a virtual booth

HR.com Virtual Trade Show – Workforce Planning and Analytics, April 16-17

Register HERE Today!

Stop by online – review our collateral and leave your business card!

Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success. Access to talent includes considering all potential access sources (employment, contracting out, partnerships, changing business activities to modify the types of talent required, etc.). Learn about the latest industry trends from your desk!

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

WHAT - HR.com Workforce Planning and Analytics Virtual Trade Show

WHERE- Online

WHEN - April 16-17, 2012

COST - COMPLIMENTARY

REGISTER - Register HERE Today

How to Achieve Greater Organizational Support for Workforce Analytics

Melanie Aizer — Thu, 05 Apr 2012 14:45:00 GMT

Webinar: How to Achieve Greater Organizational Support for Workforce Analytics

April 16, 2012 – 3:30 pm ET / 12:30 am PT

Join Dave Weisbeck, CSO, Visier for this informative session, hosted by HR.com. This session will focus on effective strategies to share and collaborate on workforce analytics. With workforce analytics become more and more critical to organizations, the challenge is how to ensure the right information goes to the right stakeholders to create the decisions and actions to improve the business. This session will put particular focus on the sharing and collaboration of workforce analytics and how those creating and delivering workforce analytics can be more successful in aligning and influencing stakeholders.

Workforce Analytics has provided human resource organizations with the insight they need to reduce costs, increase earnings, and support the core business strategy.However, business strategies and organizational change are not implemented by individuals or departments, but are the result of collaboration and organizational alignment based on the need for action. The sharing of fact-based insights uncovered through collaboration on workforce analytics can break the inertia to action by bringing stakeholders into alignment.

Collaborate & share findings withstakeholders & influence decisions makers into action.

With workforce analytics, HR professionals can play a more pivotal role in their organizations to help direct senior management and hiring managers in connecting the dots between their company’s overall performance and their investment in their workforce.

Equipped with powerful workforce metrics, HR leaders can clearly identify and communicate to the “powers that be” precisely where their company’s investment in human capital is paying off and, more importantly, where it is falling short and why.

In this webinar, registrants will learn:

Topics with a particular focus on sharing and collaborating on workforce analytics.
How can those working on creating and delivering workforce analytics be more successful in aligning and influencing stakeholders with the right metrics for their organizations.
How can they streamline the delivery of information to ensure workforce analytics lead to real decisions and organizational change.

WHAT - Webinar: How to Achieve Greater Organizational Support for Workforce Analytics

WHEN - Monday April 16, 2012 – 3:30 pm ET / 12:30 am PT

PRESENTERS - Dave Weisbeck, CSO, Visier

COST - COMPLIMENTARY

REGISTER HERE TODAY!

2012 Survey Report of Employers - Workforce Analytics

Melanie Aizer — Mon, 02 Apr 2012 16:00:00 GMT

2012 Survey Report - Workforce Analytics Practices, Preferences & Plans

The survey compiled and reported by HRmarketer Services Group, who surveyed over 150 U.S.-based employers regarding their workforce analytics practices, preferences and future plans. The respondents that participated in the survey represented a wide variety of organizations that use workforce analytics to varying degrees.

The survey indicated that more than three-quarters of employers who participated in the survey are using workforce analytics to make informed decisions about their human capital and talent management, and 65% of respondents felt that employee performance was a key indicator of success to their organization.

Some key findings include that 78% of participants reported currently using a system that enables them to manage and report workforce analytics, while 22% do not have such a system in place. Spreadsheets and single-source solutions built into existing applications remain prevalent, with ease-of-use as the factor most likely to improve the success of workforce analytics.

Clearly, the survey indicates that there is an acceptance of using workforce analytics in organizations to manage and report HR data. However, the survey also revealed, that there is room for greater improvements in the solutions they are selecting to manage and report their workforce analytics.

When asked what would most aid their success, 30% of participants said they would benefit from "easier-to-use" analytics tools, and 23% felt they would benefit from an improved ability to interpret and present workforce data.

When integrated with business analytics, workforce analytics improves an organization's human capital ROI and increases the value its workforce delivers to overall performance. Analytics is the critical factor that allows organizations to be responsive and flexible and ready to meet the ever-increasing challenges in today’s marketplace — as well as tomorrow's.

Read Full Survey Report Today!

Download the full report and discover findings, including:

34% indicated that they were dissatisfied or very dissatisfied with their current management of workforce analytics;
34% planned to moderately or significantly increase their investment in workforce analytics;
30% said they would benefit from “easier-to-use” analytics tools, and;
23% felt they would benefit from an improved ability to interpret and present workforce data.

WORKFORCE ANALYTICS BLOG

Webcast: Move Beyond Measuring HR Metrics to Workforce Analytics

Workforce Analytics: Where To Begin - The Key Three

White Paper: Drive Organizational Support for Workforce Analytics

With more than 70 percent of business budgets being tied up in personnel costs, the performance leverage is most significant.

Best Practices for Successful Workforce Analytics

About Author

White Paper: Achieve Maximum Outcomes With Your Workforce Analytics

Visier Inc. Releases New White Paper: Achieve Greater Business Impact With Workforce Analytics

How to Achieve Greater Organizational Support for Workforce Analytics

About Presenter:

Dave Weisbeck, CSO

On-Demand Webinar: Creating Business Impact with Workforce Analytics

Dave Weisbeck, CSO

Managing Your Aging Workforce: Is a Generation Clash Inevitable?

Visier at Cornerstone Convergence 2012

About Dave Weisbeck, CSO, Visier

Workforce Analytics in CEOCFO Magazine - An interview with John Schwarz

Delivering Comprehensive Off-The-Shelf Workforce Analytics through the Cloud using a SaaS Based Solution, Visier Inc. is Empowering HR Professionals with the Deepest Insights Needed to Align their People with their Business Strategy

About John Schwarz, Founder and CEO

May 8 Webinar: Creating Business Impact with Workforce Analytics - Register Today!

There is still time to register!

REGISTER - Register HERE today

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT

Visier Inc., Named “Cool Vendor” in Human Capital Management Software 2012 Report

Visier Inc. Forges Strategic Relationship with Sherpa Performance Improvement, LLC

Appropriate Planning and Forecasting to Manage Aging Workforces

Organizations Lack Appropriate Planning and Forecasting Capabilities to Manage Aging Workforces

On-Demand Video Best Practices & Trends in Workforce Analytics

Webinar May 8: Creating Business Impact with Workforce Analytics

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT

The Aging Workforce: Ten Strategic Questions You Should Answer

Visier Inc., Listed as one of the Top Technology Companies in Canada

On-Demand Webinar: HR Analytics Roadmap

New On-Demand! Best Practices for Predictive Workforce Analytics

Visier Forges Strategic Relationship to Deliver Superior Workforce Analytics

On-Demand Available! 5 Myths and Truths About Workforce Analytics

Workforce Planning and Analytics Virtual Trade Show

Visier is proud to be a sponsor and will be exhibiting with a virtual booth

HR.com Virtual Trade Show – Workforce Planning and Analytics, April 16-17

How to Achieve Greater Organizational Support for Workforce Analytics

Webinar: How to Achieve Greater Organizational Support for Workforce Analytics

April 16, 2012 – 3:30 pm ET / 12:30 am PT

2012 Survey Report of Employers - Workforce Analytics

2012 Survey Report - Workforce Analytics Practices, Preferences & Plans

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com
Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT

Complimentary Webinar: “Creating Business Impact with Workforce Analytics” Hosted by HR.com
Tuesday May 8, 2012 – 11:00 AM ET / 8:00 AM PT