Most org charts are clean, tidy, and hierarchical. But real influence, collaboration, and bottlenecks don’t follow the boxes—they flow through the informal networks that connect people every day. That’s where Organizational Network Analysis (ONA) comes in. ONA helps us look beyond the job title and reporting line,
Introduction Data has become one of the most powerful assets in modern HR, driving better decisions, stronger strategies, and a more informed understanding of the workforce. But effective People Analytics is not about jumping straight to predictive models or advanced dashboards. It’s about walking—firmly and intentionally—through each
Before climbing the staircase of People Analytics, you need to ensure that the ground beneath it is solid. That foundation is your HR technology infrastructure—the set of systems, data governance rules, and technical standards that ensure everything else works. If your HRIS isn’t structured properly, even the best
Introduction HR technology is evolving rapidly, but many companies still struggle with disconnected systems that create inefficiencies and data silos. When an HRIS, ATS, payroll, and benefits platform do not communicate, HR teams waste valuable time on manual data transfers, duplicate entries, and troubleshooting system mismatches. This is where APIs
Introduction HR technology has evolved rapidly, but many companies still struggle with fragmented systems that don’t communicate with each other. When an HRIS, ATS, payroll, benefits, and performance management tools operate in silos, HR teams face manual data entry, inefficiencies, and compliance risks. A well-integrated HR tech stack ensures
Introduction Selecting the right Human Resource Information System (HRIS) is one of the most important decisions for an HR team. Companies often face a critical choice: go with a large, established HRIS provider or opt for a smaller, more specialized system. Big-name HRIS providers offer robust, enterprise-level features, but they
Introduction An Applicant Tracking System (ATS) is a critical tool for modern recruitment, helping organizations streamline hiring, improve candidate experience, and manage compliance. But selecting the right ATS is not just about finding software that tracks applications—it is about choosing a system that integrates seamlessly with your HRIS and
Introduction Selecting the right Human Resource Information System (HRIS) is one of the most important decisions for an HR team. The right system can streamline HR operations, improve employee experience, and drive business efficiency. The wrong choice, however, can lead to integration challenges, adoption struggles, and costly inefficiencies. With so
Introduction Switching to a new Human Resource Information System (HRIS) is a major decision that impacts HR operations, employee experience, and business efficiency. Whether upgrading due to scalability issues, outdated features, or integration challenges, choosing the right HRIS requires careful evaluation, strategic planning, and strong execution. A poorly planned HRIS
Introduction One of the most common benchmarks in HR is the People Team-to-Employee ratio—the number of HR professionals required to support a company’s workforce. But this ratio is not one-size-fits-all. Some companies maintain a lean HR structure, leveraging automation and self-service tools, while others have a more high-touch
Introduction Employment laws change frequently, and HR teams must stay ahead of evolving regulations to protect both employees and the business. From wage and hour laws to leave policies, workplace protections, and compliance with new labor standards, keeping track of legal updates across multiple states or countries can feel overwhelming.
Introduction The relationship between People teams and Finance has traditionally been transactional—HR provides headcount data, Finance approves budgets. But in today’s business environment, this level of collaboration is no longer enough. The People team is responsible for hiring, retention, compensation, workforce planning, and productivity—all of which have