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”

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”

Prediction: The HR specialist will be back

The HR Partner role (the HR generalist) is very much in vogue.  Everywhere I look (here in Northern Europe) this model is being applied. In fact, over the last five years the title “HR Partner” has probably received a bit of a mini-revival again. It is cool to be a HR Partner theses days. TheContinue reading “Prediction: The HR specialist will be back”

The number one problem with ROI in HR (and other such metrics)

I am convinced that ROI can offer significant value to HR. ROI can make HR better by making better investment decisions and improve evaluation of activities. Also ROI can show how HR adds shareholder value. In theory at least. Because ROI has a lot of problems. The number one problem is that ROI calculations areContinue reading “The number one problem with ROI in HR (and other such metrics)”

Be careful with the sports metaphor – also in HR

Leading a company or managing a team in an organization is not like coaching a soccer or a basketball team. It’s not. There are some similarities – such as how to motivate, coach, prepare and celebrate successes – but even in those cases you should be careful. The metaphor of sports can limit you asContinue reading “Be careful with the sports metaphor – also in HR”

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”

HR analytics should combat illusory correlation with a bit of fun

When I see people describe HR analytics as people who are “just collecting data”, I often wonder if they know how wrong they are. HR analytics have tremendous amount of power – perhaps more than it realizes. It’s real power lies not in obtaining data or facts and passing it on. Instead, the real powerContinue reading “HR analytics should combat illusory correlation with a bit of fun”

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…”