analytics

Results 1 - 10 of 14
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: August 10, 2016
A heavy workload, job pressures—from peers and supervisors—and mobile technology have made it easier for workers to put in office hours even while they’re sitting on a beach. Workations are an all too common occurrence today, and it’s gotten to the point where unplugging doesn’t feel normal anymore...
Post date: February 18, 2020
Stone-age humans relied on them. Socrates, Confucius and Newton did, too. The Vikings used them to invade Britain. Occam’s Razor is based on them. Franz Gall used them to develop phrenology. Harry Markowitz did as well for selecting stock portfolios; Billy Beane for baseball.  We’re talking about...
Post date: April 12, 2016
In Daniel Pink’s notable TED talk, “The Puzzle of Motivation,” he drew attention to our inability to bring more rigorous thinking, data, and evidence to decision-making in business. We can address that problem by learning how to apply scientific insights to help solve everyday business problems,...
Post date: May 24, 2017
Here’s the sad truth: The demand for HR reporting is insatiable. Accurate HR reporting is vastly harder than managers think it is. Most HR reports add little or no value. Let me underline that last point of “little or no value.” A manager at one of my workshops shared a story: An employee doing HR...
Post date: June 13, 2017
Machine. Artificial. Automated. These can seem counterintuitive words for a profession with “human” at its core. But central to the shift toward machine learning is a very human need: data on our side and on our team to back up our instincts, to help us win the talent wars and to create...
Post date: July 18, 2019
The rapid advancements in high-quality human resources data and analytics over the past few years have dramatically enhanced the influence of CHROs. This is obviously great for the careers of HR professionals, but also for the health of firms that are taking advantage of the insights to make...
Post date: November 17, 2017
I had a strange experience at an analytics workshop I ran last year. I’d set up an “open space” session where I had six or seven flip charts scattered around the room and participants could write down a topic they’d like to discuss. Normally, you end up with little groups at each flip chart with...
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Post date: May 26, 2017
At many organizations, the “local” human resources rep isn’t local anymore. And neither are the employees. The “office” is the 30th floor in a skyscraper one day, a coffee shop the following week, and a living room with a crying baby the next. The diffusion of work from offices to digital...
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...