How to tell the difference between good and great HR analytics – part 1

Question: What is the difference between good and bad analytics? The answer is probably best illustrated like this; This is bad analytics: You have received the latest performance management data from all five divisions. You know from experience that the data is questionable – in two of the divisions many of the inputs are theContinue reading “How to tell the difference between good and great HR analytics – part 1”

What HR data can’t tell you

HR data and HR analytics is becoming increasingly popular – and with good reason.  Good data and clever use of the data can make HR better. Data mining, charts and data reports are used to guide innovation and process optimization.  All good things. There is an argument among some people in HR that “you cannotContinue reading “What HR data can’t tell you”

3 alternatives to ROI in HR – Part 3

ROI is used more and more in HR when justifying or evaluating HR projects. But it has at the same time come under a lot of criticism for being too difficult to use in HR. The first alternative I suggested was another financial ratio – CROCI – which may be better due to its focus onContinue reading “3 alternatives to ROI in HR – Part 3”

3 alternatives to ROI in HR – Part 2

In this series , I look at alternatives to ROI in HR. I was asked to come up with alternatives since ROI is sometimes met with some resistance. In my last post, I argued that CROCI is an excellent alternative to ROI if you are looking for an even better financial ratio. It is betterContinue reading “3 alternatives to ROI in HR – Part 2”

3 alternatives to ROI in HR – Part 1

I argued in a blog last week that ROI is not always the answer for HR. I argued that if it was just about getting approval for a project then ROI was too complicated and time consuming. If on the other hand it is used to make better HR investment decisions and/or to evaluate HRContinue reading “3 alternatives to ROI in HR – Part 1”

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”

The challenge for HR analytics is not data – it is the mindset

I have written specifically about HR analytics in my last few posts because I am very intrigued about it. On one hand, I freely admit that I am a big believer that HR analytics can add a lot of value, not just to HR and to the quality of its decisions, but also to theContinue reading “The challenge for HR analytics is not data – it is the mindset”

HR analytics: Don’t think for a minute that data or information change behavior. Knowledge does.

HR analytics promise to give HR better data so they can make better decisions. And who would disagree? If you don’t know your levels of, say, talent turnover, how do you know if you have a problem, which of your current programs work and which don’t etc. In other words, with no or poor dataContinue reading “HR analytics: Don’t think for a minute that data or information change behavior. Knowledge does.”

Cognitive dissonance and HR Analytics is a bad cocktail

HR Analytics (or workforce analytics) promise to give HR executives better data to make better decisions. The potential of analytics is however easy to evangelize and difficult to achieve. I find two psychically challenges with workforce analytics especially interesting; the problem with too much information and the problem with making wrong decisions even with theContinue reading “Cognitive dissonance and HR Analytics is a bad cocktail”