analytics

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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: 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: 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: 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 31, 2017
You come to a fork in the road. The sign indicates 100 travelers have taken the left fork and 14 have fallen to their death; it also shows that 50 travelers have taken the right fork and 8 have fallen to their death. Which road do you take?   Welcome to the world of HR analytics.   The answer to...
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 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: October 31, 2016
It’s been said that every generation has a distinct personality. The thinking goes that our likes, dislikes, and motivations can be shaped by the shared experiences we live through as a group. Just consider Millennials, (born 1981–2000) who have grown up in an age marked by digital media, a...