Why are women better leaders than men?

What makes a good leader? This is a hotly discussed question and also when the topic falls upon differences in the effectiveness between male and female leaders. Emotions have so far driven these conversations, but we are now beginning to get some data to support a more informed debate. Personally, when it comes to theseContinue reading “Why are women better leaders than men?”

Six must-have competencies in a world-class analytics team

Succeeding with workforce analytics is difficult. It requires a mix of skills not found in one person only, and you should not assume, that you can do it on your own. We are all decent at most things but really only good in a few. You should therefore assemble a team, which has a multipleContinue reading “Six must-have competencies in a world-class analytics team”

Cost and value – the difference that makes a successful workforce analytics function

My second take-away from the workforce analytics case-studies and conferences I have heard, attended and experience over the last year is what I call the confusion of cost savings and value creation.  While the good news is that we are starting to deliver, my warning would be, that we should be careful not to deliverContinue reading “Cost and value – the difference that makes a successful workforce analytics function”

How you create a Superhero analytics team

Analytics is not easy. Or to be clear; getting the most business value from your data is not easy. There is so much to get right before you can unlock the hidden gems which are unquestionable lying deep inside your databases. Just consider the journey: First you must work on something which is highly importantContinue reading “How you create a Superhero analytics team”

Is HR evidence based? Seriously, are you kidding me?

The hype surrounding Workforce analytics, metrics and Big Data in HR has really increased over the last 12 months. Every conference, article, blog and strategic initiative is filled with buzz words around data and fact-based HR. So much so that Workforce analytics now is in danger of overselling itself. To outsiders it may appear thatContinue reading “Is HR evidence based? Seriously, are you kidding me?”

Don’t go to a job interview at 11am

If you could choose the time of day to go to a job interview what time would you pick? Before you answer, let me just warn you; the time you pick may impact your chance of getting the job. My advice is that you pick a time early in the morning or right after theContinue reading “Don’t go to a job interview at 11am”

There is no best Talent Management KPI

Imagine your CEO asks you to come up with one KPI he can track to evaluate if your talent management program is successful. Which talent management KPI will you choose? The example may be hypothetical, but not unrealistic.  I know HR executives who have five or seven KPI’s which they discuss with their CEO onceContinue reading “There is no best Talent Management KPI”

The problem with ‘evidence’ in HR

I admit it: I like the evidence based approach to HR. I like it because it appeals to my sense of trying to do the right thing in the right way. And I like the idea of using other people’s findings and applying them to my own work. The evidence based approach essentially tries toContinue reading “The problem with ‘evidence’ in HR”

When bad data happen to good HR people!

You are an HR executive and you are sitting in your monthly strategy meeting with the top executives of your organization. You are about to present your monthly workforce data and updates on your KPI’s and strategic initiatives. This is the moment when the people who matters are really listening to you. You have theContinue reading “When bad data happen to good HR people!”

Why HR KPIs still matter but why they still fail to deliver

Key Performance Indicators – or KPIs to everyone these days – continue to be a hotly debated topic in HR. There are those who are simply against them. They see no use of them. This group is divided into two sub-groups; those who simply don’t belive that you can or should attempt to put figures,Continue reading “Why HR KPIs still matter but why they still fail to deliver”

HR should measure against the pacebo effect – you will be surprised…

I believe HR can learn a lot from psychology – not just in terms of how to develop and manage people but also how to think about its own existence, which activities to do and approach to take. For example, I have recently argued that the concept of cognitive dissonance could make us understand whyContinue reading “HR should measure against the pacebo effect – you will be surprised…”

Top 5 Talent Management KPI’s

I was reading an excellent White Paper by among others Jeff Higgins from Human Capital Management Institute which is called “Top Five Metrics for Workforce Analytics“. The White Paper lists five metrics of which one of them is an index they call ‘Talent Management Index’ – something which alerts me when I read it. WhileContinue reading “Top 5 Talent Management KPI’s”

HR KPIs: The good, the bad and the ugly

This week I have had meetings with two HR executives about their HR KPIs (Key Performance Indicators).  They both complained about two things I hear a lot; 1) we have too many and 2) they are not very good. While recognising that they have too many they both found it hard to actually get ridContinue reading “HR KPIs: The good, the bad and the ugly”

5 things to avoid when measuring HR

Measuring HR is important because it is the only way to make HR more effective and efficient. The only way! It does a lot of other things too – such as creating an objective tool to making better investment decisions and it makes HR more credible as a strategic partner for the rest of theContinue reading “5 things to avoid when measuring HR”