string(7) "Country"
string(7) "Country"
string(14) "Business Email"
string(14) "Business Email"
string(9) "Full Name"
string(9) "Full Name"
string(17) "Address (US Only)"
string(17) "Address (US Only)"
string(21) "Postal Code (US Only)"
string(21) "Postal Code (US Only)"
string(13) "Company Phone"
string(13) "Company Phone"
string(9) "Job Title"
string(9) "Job Title"
string(92) "I subscribe to marketing communications from Oracle about its products, events and services."
string(92) "I subscribe to marketing communications from Oracle about its products, events and services."
string(81) "HIDDEN: Would you like to receive emails on Oracle products, services and events?"
string(81) "HIDDEN: Would you like to receive emails on Oracle products, services and events?"
string(105) "HIDDEN: Yes, I subscribe to marketing communications from Oracle about its products, events and services."
string(105) "HIDDEN: Yes, I subscribe to marketing communications from Oracle about its products, events and services."
string(28) "HIDDEN: Old Consent language"
string(28) "HIDDEN: Old Consent language"
As a Human Resources responsibility, HR analytics has evolved from a nice-to-have to a must-have for most organizations. However, little about people analytics is easy. It can be hard to collect data, clean it and draw insights from it. It’s even harder when there’s a need to integrate data among multiple systems—and commonly that is indeed needed. So how is HR doing in its attempt to create useful analytics? This study looks at a wide range of organizations, some of which are doing well with HR analytics and many of which are struggling.
