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”

5 reasons why HR Analytics must sit in HR

In my last blog post I gave five reasons why HR Analytics should not be located in HR.  The five reasons I gave were: 1) It will lose its strategic potential, 2) HR does not have the capabilities – and will not be able to attract the right ones, 3) HR does not have ownership of allContinue reading “5 reasons why HR Analytics must sit in HR”

Beware: HR Analytics leads to overconfidence

Overconfidence is a term used in psychology to describe a person bias for being right. The overconfidence effect is a well-established bias and describes a person’s subjective confidence in his or her judgments is reliably greater than the objective accuracy of those judgments, especially when confidence is relatively high. Daniel Kahneman writes in his epicContinue reading “Beware: HR Analytics leads to overconfidence”

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”

In workforce analytics just pretend that correlation is the same as causality

If you read any article, book or blog post about workforce analytics, HR data or evidence based HR you will eventually read the following sentence “…but remember that correlation is not the same as causality”. And this is factually correct. Just because two items correlate does not mean that they are connected or that thereContinue reading “In workforce analytics just pretend that correlation is the same as causality”

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?”

Workforce analytics is in danger of over-selling itself

Tom Peters gave an excellent advise when he in 1982 said ‘Formula for success: under promise and over deliver’. This goes very much hand-in-hand with the truism in service management (and is HR not one big service organization?) that excellent service = customer perception – customer expectations. The more you raise the expectations the harderContinue reading “Workforce analytics is in danger of over-selling itself”

The number one reason why HR is still an art

Is HR a science or an art? You might think that with the advent of Workforce Analytics, Performance Management, tests in recruitment, ROI measurement and much more that HR is becoming more of a science than an art. I am afraid not! One of the problems is that HR fundamentally is based on studies doneContinue reading “The number one reason why HR is still an art”

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!”