Survey on Market Maturity, Value and Best Practices of People Analytics
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Confidentiality and Data Privacy information *

Visier is conducting this survey for the purposes of performing market analysis and defining best practices related to people analytics. Visier will ensure that any information identifying you or your company is kept strictly confidential and survey results will only be reported in aggregate form. Visier may request your contact information in connection with your participation in this survey. If you choose to provide contact information, Visier will only use it to send you a link to the survey and to provide you with a summary of the survey results prior to public release. Your contact information may be transferred to our servers located in Canada or the United States. If you have any questions about the collection or use of your personal information in connection with this survey, please contact Lexy Martin at lexy.martin@visiercorp.com. If you have questions about Visier's privacy policy or wish to withdraw your consent, please contact Visier's privacy team at privacy@visier.com.
     
 
Demographics

 
Where is your organization headquarters? (response required) *

Select one option

 
How familiar are you with people analytics at your organization? (response required) *

Select one option

 
How familiar are you with your organization’s workforce planning process and/or any associated technology solution? (response required) *

Select one option

 
What is your email address? *

By submitting your email address we will provide access to early results before survey publication.
 
What company do you work for?

 
What is your role?


 
In what primary industry is your organization?

Scroll down to see all industry options.

 
How many employees are in your organization worldwide? (response required) *

This is the total headcount including: exempt, non-exempt, full-time and part-time employees,
 
Which of the following statements best describes your organization’s stance on HR/workforce technology vendors?'


 
People Analytics in Your Organization

 
What best describes how people analytics is performed at your organization? (response required) *


 
Who are the users of your people analytics solutions?


 
What is the size of your people analytics staff?

 
Which of the following roles are part of your people analytics staff?


 
What, if any, have been your biggest obstacles to becoming a data-driven HR organization? (response required) *


 
Workforce Planning Focus

 
What are your biggest obstacles to investing in workforce planning? (response required) *


 
What is your understanding of the potential future state of your workforce in terms of size, demographics, roles, skills, location?


 
What is the time horizon for your organization’s workforce planning?


 
What is the frequency that workforce plans are revised and made available to the organization?


 
How accurate is your workforce planning forecast compared to actuals?


 
Realizing Value in People Analytics

 
Which statements best describe the extent to which workforce-related data plays a role in your organization’s decision-making?


 
Please identify your organization’s level of people analytics process maturity as one of the following? (response required) *


 
What best describes where your organization has achieved value with people analytics? (response required) *


 
Over the past year, how have the following HR outcomes changed across your organization?

Below are 8 HR outcomes. Please identify if they have declined, stayed the same, or improved.
 
Ability to attract top talent

If not applicable, please skip to the next question.
 
Ability to develop a highly qualified workforce

If not applicable, please skip to the next question.
 
Availability of workforce data for decision making

If not applicable, please skip to the next question.
 
Employee and manager productivity

If not applicable, please skip to the next question.
 
HR alignment with business strategy

If not applicable, please skip to the next question.
 
HR cost efficiency

If not applicable, please skip to the next question.
 
Retention of top or key talent

If not applicable, please skip to the next question.
 
Talent management (attract, develop, retain)

If not applicable, please skip to the next question.
 
Over the past year, how have the following business outcomes changed across your organization?

Below are 6 business outcomes. Please identify if they have declined, stayed the same, or improved.
 
Competitive advantage

If not applicable, please skip to the next question.
 
Cost efficiency across the organization

If not applicable, please scroll to the next question.
 
Customer satisfaction

If not applicable, please skip to the next question.
 
Employee engagement

If not applicable, please skip to the next question.
 
Innovation

If not applicable, please skip to the next question.
 
Market share

If not applicable, please skip to the next question.
 
Realizing Value in People Analytics (cont.)

 
Which analytic topics are included in your current people analytics solution?

Scroll down to see all options

 
Which analytic topics give your organization value today?

Scroll down to see all options

 
Which analytic topics will push you to implement further analyses?

Scroll down to see all options

 
Which of the following data sources are part of your people analytics solution?

Scroll down to see all options

 
What key HR technology vendor solutions are in use today?

 
Human Resources Management System (HRMS)


 
Talent Management


 
Talent Acquisition / Recruiting


 
Learning Management


 
Workforce Management


 
Business Intelligence, data warehouse, or analytics solution


 
What new HR technology vendor solutions are planned?

 
How much do you spend/expect to spend to create a solution for people analytics this year?


 
How much do you expect to spend to create a solution for people analytics next year?


 
Change Management

 
Who do you partner with internally to achieve analytics success?

The allies within your organization that are most helpful in transforming your organization into a successful “data driven” organization.

 
To what degree is change management used with your people analytics and / or workforce planning solution implementation?


 
What is the scope of your change management efforts associated with your people analytics and / or workforce planning solutions?


 
Rate the success of your change management activities in building a culture of analytics

 
Do you use internal resources for change management activities or do you outsource to consultants?


 
Who is your most effective champion to promote purchase of people analytics?


 
Who is your most effective champion to promote use of people analytics?


 
Looking Forward

 
Which of the following emerging trends for HR are of importance to you and your organization?


Thank you for your participation.
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Thank you for your participation. We have reached the response level for organizations of your size and location. Please see the Visier website for further information.
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Thank you for your participation. We are collecting additional information from those familiar with people analytics functions at their organization. Please see the Visier website for further information.
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