Prediction #2: HR will outsource a lot more

My second prediction – in this series of five predictions for where HR is moving (se #1 here) – I predict that HR will outsource a lot more in the future. A lot more. There are three primary drivers for this: Technology will make new solutions possible by vendors. Technology will be a major driverContinue reading “Prediction #2: HR will outsource a lot more”

How to tell the difference between good and great HR Analytics – part II

In my last post I argued that great workforce/HR analytics share four common traits; they are predictive made on reliable data combined with qualitative data (and perhaps some intuition) used an evidence based approach. But there is one thing missing and probably the most important thing; It must be based upon a strategic approach. IContinue reading “How to tell the difference between good and great HR Analytics – part II”

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.┬áThe 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”

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”

The costliest mistake you can make in Talent Management

Talent Management is difficult to get right. Let’s be sure about that. In fact, most talent programs have a negative ROI if properly measured. However, there is one mistake you should avoid at all costs as it will lead to high turnover of talents (and a negative return on investment). That mistake is not havingContinue reading “The costliest mistake you can make in Talent Management”

Should contractors be part of the Talent Management program?

Human Capital Institute (HCI) has produced an interesting report/survey on the issue of contractors in talent management initiatives (see here for report). They conclude that procurement and selection of contract talent (CT) should be centralized in HR and the strategy around CT should be aligned with the general Talent Management Program. The background for theContinue reading “Should contractors be part of the Talent Management program?”