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Thanks a lot for this , I really in to these new functions . 🙂
People analytics in my view will be the best term to use since it encapsulates every facet of human activity and is not only limited to human resources.
❤
Thank you so much for the Video Erik... Your strategical approach to this HR Analysis is crystal clear... And I also learnt a lot of hidden capabilities that a pivot table has... Especially the function that you used to create Age ranges is completely new to me... And thank you for sharing the dataset... I am a beginner and this project is gonna be super-useful 🙂
Very happy to hear it!
Big fan of your lessons
Thanks for the video
Really helpful, thanks for sharing!
Really great video. Thanks for this
Very informative episode it was. The change in HR after applying AI is challenging and updated software to fill the gap at the workplace and its productivity. Keep up the good work always.
Thank you , well explained
super thanks a lot for open-sharing Eric and all AIHR staff!
This was really practical! :)
thanks....amazing explanation....going to study
Excellent content, thank you for sharing this. I'm certainly more equipped now to take my HR team on the journey to a Power Station.
Always great
And your courses are very good but I can't afford them currently. So these videos does a lot. Thank you.
Very glad to hear that our KZread channel is helpful for you!
You will mention that see link in the description or download this in the description but the links in the description don't lead to the post or what's mentioned. Why?
Hi there! Apologies - that was an oversight on our side. We've added the link to the download page to the description. You can get your copy of the guide here: aihr.ac/4eb34np
It is not so easy as you laid it out. You sometimes have some terrible managers and employees who do not listen to anything. Some managers do not abide with the HR especially if that Manger was born on the job, some employees learn how to do things their own way and bent that way for years, you will try your best to show them how the job could be more easier and how much more they need to learn and know. And how work could be easier. It is no easy, Madam. Yes, your message is good according to the textbooks.
EXCEPTIONALLY USEFUL 👏👏👏👏👏
Request you to clarify between Organisational dedign and Business dedign please. To me everything you described is business design, to be more precise business architecture (org mapping is one adpect within this of course) I was wondering since you mentioned HR but there wasn't an HR element. Not challenging but sincerely requesting more clarification please. Thanks
Started out good with improving productivity but DEI and Climate change is a complete nothing burger for HR. Most boards can care less and for good reason. There is NO DATA to show that these things increase productivity! ZERO. In fact, these things will signal to the CEO and board that HR has nothing better to do and so they are doing these initiatives to keep busy. There are real initiatives in HR to accomplish, such as turnover, and engagement and these have nothing to do with DEI/Climate Change.
I’m 😊😊😊😊😊😊😊😊
You are implying that HR is not concerned with and should completely ignore the environmental aspect in its function, which is a very big mistake a manager overall can make. Climate is a very important aspect that can highly affect HR functionality
Great discussion on the future of HR and the impact of technology on the industry. It's fascinating to see how HR professionals can adapt to changes like generative AI and new career opportunities. Looking forward to more insights from Dr. Dieter Veldsman and Jan Laurijssen!
What's the difference between hiring manager and Recruiter
Hi there! A hiring manager is the person who will be the direct manager of the new hire, and can sit in any department. The recruiter is a specialist in the HR function who is focused on sourcing, engaging, and closing new hires for the company. For more information about what recruiters do, check out this blog: www.aihr.com/blog/full-cycle-recruiting/
@@AIHRAcademytoInnovateHR This is clear.
This is very informative! Thank you!
Glad it was helpful!
Amazing insights. I enjoyed watching this.
Awesome, thank you!
Thank you very much. This is very helpful
Glad it was helpful!
I very much like how you turn models and frameworks into actionable and practical examples 👌🏻
Thank you! That is exactly what we aim to do with our videos and courses :)
Hi! Thank you for the video! The data file is not working.
Hi there! I'm sorry to hear you're having trouble with the data file. Are you having trouble starting the download, or opening the file?
Thank you so much The music in the background was a bit annoying for me
Hi there! Thanks for letting us know about the audio, we'll pass the feedback on to our video team!
I love the inclusion of references
Great insights shared in this episode of The HR Dialogues! It's fascinating to learn about the challenges facing HR professionals and the future outlook for the field. Looking forward to more engaging discussions like this!
Thank you for the information
Very informative
I have followed the same as per my data base but the last part of clicking male and female average salary is not changing. All and all amazing video. I have learned so much. thank you!
This is likely because the slicer is not connected to your average salary variable. You can check the instructions from 18:25 onward, where I show how to connect these reports so they become interactive. Hope that helps. I'm glad you liked the video, dreamb2304!
Sounds like, Lean Six Sigma project, i don't agree, I thought agile HR is a mindset.
Wow it headhunts aswell! Brilliant tool!
Awesome
What an amazing presentation! I love AIHR They are up to date with all scenarios of HR life. I encourage everyone to subscribe with them. Their certificates are unique and strong. Be a strong HR person. Be an AIHR driven person. Be with the best practices in the industry.
Thank you for the kind words! 💙
Very clear and simple explanation.
subscribed
Great explanation ❤
Would you have the excel full files I need to practice so u can shared this files sir. thanks you❤
Hi there! You can download the data set using the link in the video description!
@@AIHRAcademytoInnovateHRI'm got it, thanks you sis 🌻🙏💐
I want more video wher to go
Hi there! Glad you enjoyed the video! If you'd like more videos on data-driven HR, make sure to subscribe to our channel. You might also be interested in People Analytics certificate program: www.aihr.com/courses/people-analytics-certificate/
Vry well explained the topic sir bt.in my opinion as a professional 360degree feedback is an additional component nd essential too in case of critical HRD systems.The presentation of the audit manual for induction nd integration as well as 360degree feedback has been kept slightly different from the restas their training Methodology was considered more suitable nd it is related to competencies mapping in house nd is used well for HR interventions in brief in my opinion.Vry.effective nd Informative vdo lecture.sincerely appreciated the lecture.Thanx👍
This is by far the best and clearest explanation on HRBP. Thank you!
Do you think there will be high demand for change managers going forward? Im about to start a master’s degree in change.
Hi! I am a people analytics profesional from Brasil. Great video! What is BS Jobs?
Hi there! Glad you enjoyed the video :) We're referring to David Graeber's concept of BS jobs: meaningless and unfulfilling.
Good job! IVe subscribed
What about the 44 employees that are listed twice in the dataset: 20 hrs for Sales and 20 hrs for Marketing? Shouldn't they only count 1x each as an employee, rather than twice? I haven't yet tried to adjust the dataset to see what it does to the results.
That's a great example of why you should review and clean your data set before the analysis Swooz! Well-spotted. We skipped that in the video as we wanted to dive right into the data visualization but the data has a couple of Easter eggs that need to be cleaned and corrected if this were a real people analytics case.
Thank you very much because the video is so detailed, easy to understand and clear