Scott Mondore Ph.D.

Results 1 - 6 of 6
Post date: September 7, 2016
Analytics should be used in organizations to uncover the key people drivers of actual business outcomes (e.g. sales, profits, turnover). Instead, most organizations are using analysis to just create more reports and more metrics.  Misguided metrics typically focus on HR efficiencies, such as time-...
Post date: May 10, 2016
A business-focused approach to employee surveys is grounded in best practices from opinion survey research and has been field-tested in organizations large and small. Below we will outline the key steps in this process, and share a case study example to better illustrate the process and reveal the...
Post date: May 17, 2016
Succession planning has evolved over the years from an approach focused almost exclusively on having a replacement ready for the CEO to a comprehensive plan for assessing and managing talent moves across multiple levels—focusing on management positions and critical jobs. In some cases, the focus...
Post date: June 21, 2016
To have the greatest impact, your competency modeling efforts must be aligned with relevant business outcomes. Here are the steps you can take to make the competency modeling process business-focused from start to finish: Collect data from multiple perspectives. Too often HR leaders and consultants...
Post date: March 15, 2016
By Scott Mondore, Ph.D. As is the case with many HR practices, the business impact of 360 (multi-source) assessments is rarely demonstrated in quantifiable terms. Organizational leaders often stop short, evaluating satisfaction with the 360 assessment process but missing the opportunity to link...
Post date: January 19, 2016
Research cited by Forbes estimates that more than half of companies sampled (over 60 percent) are investing in big data and predictive analytic tools for use in guiding human resources decisions.i Problem is, not all analytics are created equal. Not all technologies can measure the specific ROI of...