Why evidence-based HR is critical to success and how to get started

I am huge fan of HR Data & Analytics and I have had the privilege of working with it for many years now. However, it is important to remember one thing; HR Analytics is only a mean to and end; one tool and one mean to better HR. I talked about exactly that at HumanContinue reading “Why evidence-based HR is critical to success and how to get started”

Storytelling is nothing without a proper theory – here’s why

Storytelling is rightly hailed as a must-have competence in people analytics. In my own competency model, it is one of the six core competencies any analytics team must have. Other models do the same. Compelling arguments are being made about the value of good storytelling. In other words; master it or beat it. So don’tContinue reading “Storytelling is nothing without a proper theory – here’s why”

The state of Workforce Analytics is pretty good – and improving

Over the last year, I have with interest read and heard a lot of workforce analytics case-studies both at conferences, in network groups and in companies by practitioners. And I find myself hearing good news. I believe, we are as a profession starting to deliver on our promises and heading towards a brighter future. LetContinue reading “The state of Workforce Analytics is pretty good – and improving”

New research: Companies with diverse leadership yield higher profits

Let’s start with the good news: The conclusion. The companies in Denmark with the most diverse leadership earn on average 12.6 percentage points more than the companies with the least diverse leadership. Not only that, the study also concludes that companies with the most diverse leadership average an operating margin that is 5.7 percentage pointsContinue reading “New research: Companies with diverse leadership yield higher profits”

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”

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”

To succeed with Big Data in HR – start small!

Big data is a big thing. It promises to revolutionize the way we do business. It also promises to change the face of HR. Big Data will firmly put HR at the table . Or that is the promise at least. But as with anything, it is easy to promise and quite harder to deliver.Continue reading “To succeed with Big Data in HR – start small!”

HR must take ownership of HR master data – part 1

I have met many who question if HR analytics, HR data and HR reporting should be located in the HR department. People with this view generally have one of three arguments. The first group is some vendors. They say that whenever they try to sell their software/solution to a company, the HR department don’t reallyContinue reading “HR must take ownership of HR master data – part 1”