People Analytics

Biometric technologies raise new issues of surveillance and privacy that can put customer trust at risk.

Human capital management tools work best when they’re based on data insights and tailored to meet employees’ needs.

The visibility arising from digital employee monitoring requires purpose, policies, and management.

Seven steps to addressing burnout, an intersectional approach to mitigating bias in AI, and running mixed-mode meetings.

In artificial intelligence, race and gender too often generate a bias double whammy.

In this webinar, speakers discuss the benefits and pitfalls of monitoring in-person and remote workers.

Post-pandemic work arrangements, linking inclusion and organizational learning, and smarter pricing.

Testing can guide decisions such as who needs to work in an office and what work hours are optimal.

Last year’s challenges underscore that humans work best if they work as a team for a common purpose.

Identifying your best interviewers can substantially reduce hiring expenses and increase the quality of hires.

By better integrating human and device intelligence, we can foster collective intelligence.

Shareholders and stakeholders, data science’s pandemic shift, and combating workplace discrimination.

Organizational leaders can begin to address racial discrimination in the workplace by taking strategic actions.

Through analytics, companies can reduce the costs of collaboration — and reap its rewards.

People analytics is at the heart of eSports success.

It’s not enough to be right. You also have to sell your model or idea to have an impact.

Organizations can use analytics to help employees chart a path for growth and advancement.

The act of answering survey questions can increase awareness, which opens the door to development.

People are complex. We need a more nuanced approach to predicting job performance.

Confirming what people already believe can sometimes help organizations overcome barriers to change.