The numbers don’t match. Reports contradict each other. A simple request for workforce insights turns into a scavenger hunt across HRIS, payroll, compliance systems, and spreadsheets each telling a slightly different story. By the time a clear answer emerges, it’s already outdated. It’s not that organizations lack data. It’s that they can’t trust it. In this blog, we cover: (1) Data exists everywhere, but that’s not always a good thing. (2) Structured vs. unstructured data: why it matters. (3) Fixing the problem: how to turn data chaos into decision intelligence. ?? Swipe through our carousel to learn more, then read the full blog here: https://lnkd.in/ejw9GA9G #PeopleAnalytics #HRTech #DecisionIntelligence #ZeroedIn
ZeroedIn
软件开发
Linthicum，MD 1,280 位关注者
We meet you where you are on your people analytics journey.
关于我们
We are ZeroedIn, committed to revolutionizing how businesses manage and utilize employee data. Our highly secure, unified platform serves as a single source of truth for all data sets, empowering organizations to harness their data to drive actionable insights and make informed decisions. By transforming how businesses manage people data, we offer you a complete understanding of your workforce. Our personalized insights and predictive modeling are designed to equip your team with the knowledge they need to conquer daily challenges and achieve unparalleled success.
- 网站
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https://www.zeroedin.com
ZeroedIn的外部链接
- 所属行业
- 软件开发
- 规模
- 11-50 人
- 总部
- Linthicum，MD
- 类型
- 私人持股
- 创立
- 2004
- 领域
- Workforce analytics、Operations research、Learning measurement、Human capital effectiveness、Workforce metrics、Predictive Analytics、Employee engagement、Strategy mapping和People analytics
地点
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主要
获取路线
780 Elkridge Landing Road, Suite 208
US，MD，Linthicum，21090
ZeroedIn员工
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Beth Bourg
B2B SaaS marketing series A to F500 - player/coach - passionate about building teams and telling the right story (ex-Adobe)
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Keith Goode
Vice President of Products and Services (ZeroedIn Technologies) - Workforce Intelligence
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Jim Gill
Executive /Strategic Advisor/Investor/Retired Soldier/LifeLong Learner
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Chris Moore
Data analytics leader and entrepreneur
动态
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?? The workforce is shifting fast. By 2030, 39% of existing skill sets will be transformed or become outdated. David Green ????’s post on the 2025 Future of Jobs Report from the World Economic Forum makes one thing clear: businesses that rely on outdated workforce insights risk falling behind. Adapting to change isn’t just about hiring - it’s understanding how roles are evolving, where skill gaps are forming, and how to retain top talent in a shifting labor market. How is your organization preparing for the next wave of workforce transformation? #HRTech #PeopleAnalytics #FutureOfWork #ZeroedIn
Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast
"Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential" The fifth edition of the World Economic Forum’s Future of Jobs Report is, like its predecessors, an absolute treasure trove of data, insights, and visualisations. The 2025 report is based on data from more than 1,000 companies and over 14m workers, and will be a much referenced resource by researchers as well as workforce planning and people analytics practitioners. It offers a comprehensive analysis of the interconnected trends shaping the global labour market and explores what this will mean for the evolution of jobs and skills over the next five years. There are far too many highlights in the report to list them all here, but here are some standout ones for me: ?? By 2030, 170 million new jobs will emerge, yet 92 million will be displaced—a net increase of 78 million roles (see FIG 4), which not surprisingly means that ?? Skill gaps are considered the biggest barrier to business transformation, with 63% of employers identifying them as a major barrier over the 2025- 2030 period. ?? On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period. ?? Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential in 2025. ?? Two demographic shifts are increasingly transforming global economies and labour markets: aging and declining working age populations, predominantly in higher income economies, and expanding working age populations, predominantly in lower-income economies. ?? This paper is featured in the January edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/eUu4TMXi ?? #humanresources #workforceplanning #peopleanalytics #futureofwork #learning #recruiting #talentintelligence #employeeexperience #chiefpeopleofficer
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Surveys are still one of the best ways to measure engagement. Even as AI-driven workforce insights evolve, surveys remain a critical tool for understanding employee sentiment and driving change. At ZeroedIn, we see the power of combining surveys with real-time workforce analytics. When HR teams have both structured feedback and live workforce data, they can take action faster and with more confidence. Great insights, Jason Read, PhD! How is your organization balancing traditional engagement methods with AI-powered workforce intelligence? #EmployeeEngagement #HRAnalytics #AIinHR #WorkforceIntelligence #ZeroedIn
Companies are using cool new machine learning algorithms that crunch big data to measure engagement and forecast turnover risk. So who needs clunky, time-consuming employee surveys? You do. For decades, having regular employee opinion surveys has been on?evidence-based lists of high-performance HR practices. And internal research at Facebook suggests that it would be a big mistake to abandon them, for three reasons: They’re still great predictors of behavior, they give employees the chance to feel heard, and they’re actually a vehicle for changing behavior.
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Only 23% of HR leaders feel equipped to leverage AI. AI has the potential to transform credit unions, but only if leaders understand how and why it works. That’s where Explainable AI comes in. Instead of a black box, it provides transparency - showing the factors behind workforce trends so HR teams can make informed, confident decisions. ?? How can AI help credit unions break down workforce challenges? Read more here: https://lnkd.in/dnZqWruH #PeopleAnalytics #CreditUnions #AIinHR #HRTech #ExplainableAI #FutureOfWork #ZeroedIn
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Credit Union Leaders:?Are you tracking the critical metrics that will shape your 2025 strategy? Workforce data doesn’t just inform - it empowers you to drive proactive, data-driven decisions. Discover?five metrics?credit unions can’t afford to ignore in 2025. ?? Ready to future-proof your credit union? Let’s talk:?www.zeroedin.com/demo #CreditUnions #PeopleAnalytics #HRTech #ZeroedIn
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Credit unions are at a turning point. ?? Loan growth is slowing. ?? Retirements are creating leadership gaps. ?? Compliance pressures are ramping up. Yet, too many credit unions still rely on outdated, siloed data - leading to hiring delays, retention struggles, and costly inefficiencies. It’s time to get ahead of the curve. Read our latest blog to see how ZeroedIn Technologies helps credit unions future-proof their workforce: https://lnkd.in/etrTAMdC #CreditUnions #PeopleAnalytics #WorkforceIntelligence #HRTech #ZeroedIn
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Lightcast highlights a critical reality: talent shortages are a growing risk, and organizations need to act now. Their Workforce Risk Outlook shows 4.39 million workers will be needed across 15 critical industries by 2030, and 67% of the Fortune 1000 are at high or critical risk of securing key roles. No company is immune - but those with the right workforce data can stay ahead. At ZeroedIn, we help organizations bring workforce data together so they can see hiring trends, identify retention risks, and make informed decisions to stay competitive. Talent shortages don’t have to mean talent crises, if you have the right insights to plan ahead. Shoutout to Lightcast for putting the numbers behind a challenge we see every day. How is your organization using data to get ahead of talent shortages? #PeopleAnalytics #HRData #TalentShortages #WorkforceIntelligence #HRTech #ZeroedIn
How prepared is your company for talent shortages? Assess your organization's standing in our Workforce Risk Outlook and discover how your organization can identify potential labor costs or turnover. https://lnkd.in/eFjnAWkj Not seeing your organization on our list? Request your company grade here: https://lnkd.in/eBKTy5Ef
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Turnover, leadership gaps, and compliance pressures are putting credit unions at risk of impacting operations, member service, and long-term stability. Without the right data, hiring delays and workforce disruptions become costly setbacks. Our latest blog explores how predictive analytics helps credit unions get ahead of staffing challenges, retain top talent, and ensure stability in critical roles. ?? Read now to see how workforce insights can turn challenges into opportunities: https://lnkd.in/e2GKUN5P #ZeroedIn #PeopleAnalytics #CreditUnions #HRTech
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Steve Goldberg raises an incredibly important point:?"People analytics is only as powerful as the context behind it.” Without a full-picture view, organizations risk making decisions based on "half-baked" data and insights, leading to missteps that could have been avoided. At ZeroedIn, we help organizations connect the dots - bringing workforce data together into a clear, contextualized view so leaders can make informed, strategic decisions. ? Move beyond surface-level data ? Uncover workforce trends with real context ? Gain a holistic view to drive smarter workforce strategies When data is disconnected, so is decision-making. How is your organization ensuring it sees the full picture? Shoutout to Steve Goldberg for the insights! #PeopleAnalytics #WorkforceIntelligence #HRTech #ZeroedIn
?HR process & tech leader at 5 fortune 500’s, product strategy/mktg exec, HCM analyst/advisor. ??Top 100 HRTech Influencer 2023, 2024. @SBGHRTech?
Full Picture #PeopleAnalytics Context: One of the age-old adages about life in general is that anything that is powerful can also cause problems or be dangerous. I view People Analytics this way. The power and potential for impact is amazing, but there are clear downsides and risks, such as the risk of making the wrong decision or pursuing the wrong course of action based on unfounded or half-baked “insights.” Something I refer to as “Full Picture People Analytics” is a way to ensure customers get major value from ‘PA’ without the risks and road hazards – such as very time-consuming action plans developed and executed based on supposedly unassailable, reliable data insights. Here are 2 examples from my #HR practitioner days where I ran the equivalent of ‘PA’ functions in investment banks and brokerage houses … we called it “headcount reporting” in those days, but my teams tended to take the mandate a bit further??: (1) When I ran the headcount reporting team at PaineWebber, Chairman Don Marron called me once a month whenever his office received the rather large headcount report … 100 pgs of trends across 150+ branches, mostly trends he wanted to see. He always had great questions and I sometimes I had plausible, defensible answers. This was not one of those times: He asked how turnover can be so high in one area of the business and whether the numbers were being unduly influenced by a major re-organization. It was a setup – he knew they were. The fact is that our system and process was viewing/counting re-orgs as turnover. It was turnover from a business unit perspective but not from an enterprise perspective. So we were effectively wasting his time, he of all people with the $50M art collection in his office (**see pic below**). Still, I’m very proud of those opptys I had to sit in his office at a relatively young age. Don Marron was an amazing man. He also donated a ton to New York City art museums. (2) At Swiss Bank Corp 10 yrs later we also used the “peeling the onion” concept in ‘PA.’ Here’s how it goes: - In the ubiquitous green/yellow/red framing … a dashboard shows that an org has lower overall turnover than its competitors, hence green. - However, another analysis shows that while they have lower turnover overall, they are losing the head-to-head battle; i.e., losing more to competitors than gaining from them. Green goes to red or at least yellow. - And a deeper analysis shows that many of those leaving aren’t upper quartile performers. So Green to red and then back to green, simply by peeling the onion when using data insights. ??I’ll add that ‘Full Picture #PeopleAnalytics’ at least partially addresses this by guiding an org not just in likely causes or correlates, but in **when to investigate further – and what to investigate.** (Did somebody say #GenAI ?)
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???State & Local Governments: Is Your Workforce Data Holding You Back? Budget constraints, compliance requirements, and workforce retention challenges are putting state and local HR teams under pressure to operate efficiently. But without centralized workforce data, decision-making becomes reactive instead of strategic. In our latest blog, we cover: ? The biggest HR challenges state & local agencies face ? Why data fragmentation slows efficiency & compliance efforts ? How consolidated workforce analytics help agencies streamline operations & improve retention ? The importance of SOC 2 compliance in protecting sensitive workforce data ?? Learn how smarter workforce data strategies can drive efficiency in state & local government:?https://lnkd.in/eMbCZeFp #PublicSector #StateGovernment #LocalGovernment #FutureofWork #PeopleAnalytics #ZeroedIn
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