Analytics

The soda maker will continue to offer hybrid and remote work policies even as the pandemic subsides.

Now more than ever, organizations realize that to manage their unprecedented data growth, a solid data strategy must be front and center for them to survive and thrive.

Data analytics will become more embedded in day-to-day processes specifically to provide analytics and AI insights within the flow of business.

Access to data and tech tools are the biggest setbacks for companies wanting to mine data for employee insights.

The business world is increasingly mobile, and if organizations don’t provide easy access to data analytics capabilities for mobile users, they might be missing out on huge opportunities.

The rise in mobile computing has also led to an increase in mobile data analytics, as organizations look to gain more business insights at the edge of the enterprise network.

Execs point to inconsistent data, incompatible technologies and organizational silos as major impediments.

Top reasons cited include rapid technology development, followed by customer needs and expectations, and the need to break down internal siloes to enable better decision-making.

Glint, Visier, ZeroedIn and others offer technology that can help organizations gain insight into employee trends.

Glint, Visier, ZeroedIn and others offer technology that can help organizations gain insight into employee trends.

Bersin by Deloitte’s Christa Degnan Manning says mastering change management is critical for today’s human resource execs.

Pie Insurance, a worker's compensation coverage startup with entirely digital distribution, will launch next year, says CEO John Swigart.

Electronic Arts, eBay and Google are among the early adopters of a technology many believe will revolutionize the way companies monitor staff.

Actionable analytics stemming from the democratization of big data are enabling employers, brokers and consultants to improve the performance of their plans like never before.

Targeting at-risk employees makes all the difference, says Predictive Health Partners Jim Lewis.

Targeting at-risk employees makes all the difference, says Predictive Health Partners Jim Lewis.

When hiring a third-party financial partner, employee benefit consultants must look at data, technology and documentation.

The online service will help employees and employers who don’t have access to an in-person well-being coach.

Fiduciary obligations are making access to up-to-date information and analytics from recordkeepers and service providers increasingly important.

Brokers and and employers will have access to data analytics and employers can interact remotely with advisers.