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Five Key Questions Workforce Analytics Can Help You Answer

Posted by HigherUp on June 26, 2015

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With Workforce Analytics – real time data and not guesswork – is becoming the foundation for revealing new business insights, guiding tough decisions, and being a proactive leader. Analytics can drive the discovery and communication of meaningful patterns and relationships in data that can help businesses define, predict, and improve performance. In HR, Workforce Analytics can be applied to answer important questions about workforce productivity, the ROI of training, predictors of turnover, and factors related to performance.


Workforce Analytics and Business Owners: It’s Time to Uncover the Facts and Data Needed to Make Strategic Business Decisions

Posted by Business Owner Bob on June 23, 2015

Business Owner Bob - Workforce Analytics - HigherUP

  • “How much is the business paying in total compensation, and which department, branch or manager has the highest expenditures?”
  • “How do we better manager our OT costs?”
  • “Are we losing our top performers, and if so, why?”
  • “Are we getting the most out of the wages we’re paying our employees?”


Five Questions You Can Answer with Workforce Analytics

Posted by Mark DaBell on June 16, 2015

HR Analytics

As seen on on June 15, 2015

The success of an organization depends largely on the recruitment and retention of its single most valuable resource: its employees.

Workforce Analytics puts HR managers on the front lines of decision-making, and provides organizations with the facts and data they need to make strategic decisions about prioritization and investments in their employees.


Still Shuffling Papers in Your HR Department? Why You Need to Get Unstuck, Automate and Think Workforce Analytics

Posted by John Simpson on May 15, 2015

Workforce Analytics | HR ManagementAccording to Deloitte’s “Global Human Capital Trends 2015, Leading in the New World of Work,” human resources (HR) is “stuck in neutral” with 69% of respondents reporting that they are “weak” when using HR data to predict workforce performance and improvement; 61% are “weak” when correlating HR data to business performance; 59% are “weak” when conducting multi-year workforce planning; and 53% are “weak” when utilizing HR and talent operational reporting and scorecards.

HigherUp Is Now My HR Assistant

Posted by Robert West, Dir. of Employee Services, Priority One Credit Union on May 5, 2015

HigherUp becomes Priority One Credit Union's HR Partner

Thousands of members rely on the convenient, efficient and affordable financial services provided by Priority One Credit Union. Looking to transform their HR and payroll processes, Priority One deployed HigherUp’s Rocket solution.

By automating HR processes that also provide new business insights, the HR department at this credit union is now working faster and more strategically to improve the company’s bottom line.


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