Data & Metrics
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Unbundling HR
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Karen Beaman over at Jeitosa recently wrote about the unbundling of HCM systems that we’ve been seeing for many years now. She is exactly right, that often times the unbundling of HR applications away from a central ERP system provides for more agile HR service delivery. Traditional ERP systems have not been growing at the…
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What is a portal?
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We’ve been in love with self service, direct access, portals, and everything else that allows a user to interact with HR on her own. We have generically called self service and reporting tools portals, even though most of us don’t really know what a portal is or does. Well, intuitively we do, a portal is…
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Addicting HR
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Can you make your managers addicted to HR? Can you make them care about processes and policies and procedures? Do they really care about the employee engagement score? Personally, I think we can, but I’m not sure we know how to do it yet. Three and five years ago, we all saw the demos of…
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Keeping Managers Accountable for Turnover
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— You must have a manager training program — You must have education on employee engagement — Metric on first year employee turnover, how much of hires were an employee brand mismatch versus manager skill? Are your managers accountable for turnover? Do you chalk that 20% turnover to the state of your business, company or…
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Global HRMS Cultural Issues
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Everyone wants global data. They want it in a global HRMS, or in a data warehouse. They want shared accessible data in communized practices and processes. They want the ability to roll-up data and aggregate reports and dashboards. They want workflow that crosses borders, and business units. To be honest, all of this is quite…
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Data Hubs versus Business Intelligence
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I keep seeing organizations that try to use their data warehouse platforms as data hubs. While on the surface this might seem like a good idea, it really might not be depending on your utilization of each. The data warehouse serves primarily as a business intelligence and analytics tool. If implemented correctly, it contains vast…
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Core HR in a Point Solution World
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Perhaps the statement that we now live in a “point solution world” for HR is a bit bold. Certainly in large and medium sized organizations, ERP deployments are still strong. However, we do know that these same organizations are increasingly looking at point solutions even if they have had long term ERP strategies. Current day…
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Analytics and Dubious Correlations
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Being an Asian who suffers from what I call “red face syndrome” (I also call it “beet red” or “lobster red”) I was quite interested when the following article was forwarded to me. People whose faces turn red when they drink alcohol may be facing more than embarrassment. The flushing may indicate an increased risk…
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Global Data Protection – Model Contracts
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As long as we talked about Safe Harbor in the last entry, we might as well talk about model contracts. Honestly, I don’t like this one as much as it’s really an avenue for data protection that comes out of the EU. However, data protection laws are rampant all over the world and the EU…
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Global Data Protection
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As I continue to work with global organizations, I’m a bit surprised to see a continued effort around obtaining employee consent for the export of data outside the home country (or EU). While this may have been the traditional method for compliance to EU and other data protection standards, it was quickly realized that traditional…
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Compliance Reporting
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Is there anything worth while about compliance reporting? We do EEO1s, OFCCP, VETS, and do we get anything good out of it? Lets face it, while there might be some slam modicum of insight coming out of these reports that help us look at the demographics of our organizations, I believe that even the most…
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HR Metrics: Dismissal rate
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So the organization or parts of it are dismissing too many people. You think to yourself, “why is my recruiting so bad that I get crap people?” I suppose that is one diagnosis to the problem, and from the manager point of view, it’s the obvious one. I have a slightly different perspective. Overall, it’s…
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HR Metrics: Resignation rate
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I would have to think that resignation rates are pretty low right now. When companies are laying off employees and security and new jobs are hard to come by, employees are thinking much harder before leaving their employer. Usually we think of the resignation rate being a factor of the employer brand and manager capability. …
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HR Metrics: Turnover Rate
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Honestly, I could really care less about turnover rate the way most organizations calculate it. Sure, it informs me a little bit regarding the employer brand, and perhaps about the organization’s competitiveness against the market, but overall, turnover can be used much more effectively. Most turnover reports consist of organizational and departmental turnover with terminations…
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HR Metrics: Contractor fill rates
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So you probably have a specific number of independent contractors, consultants and agency employees within your organization. You also probably have not really given much thought around what percentage of your total population these contractors represent. The reason this is important is because this percentage actually impacts the organization’s ability to scale and respond to…
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HR Metrics: External recruitment rate
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Feb 4 The external recruitment rate is important because it informs of the organization’s ability to provide growth opportunities for employees and alternatively to infuse new ideas from outside the organization. Both of these concepts are important, and the desired rate for any organization is dependent on the strategic objectives. Organizations that pride innovation may…
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HR Metrics: Competency fill rates
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By now, many of our organizations have competency assignments for each candidate and employee within the organization. Along with those competency assignments you probably have skill levels for each competency. Assigning a numerical value to each competency level, we should be able to quantify the total aggregate level of any given competency within the organization. …
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HR Metrics: Quality of Hire
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All too often, we talk about the quality of hire measured by a new employee’s first performance review. We like to correlate this metric back to the source of hire, business units, recruiters, etc to identify who is doing the best job so we can replicate those results in other parts of the business. The…
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HR Metrics: Offer Accept Rate
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Last time I looked for a job, I had three offers. Each of these offers were with very similar organizations, with very similar offer packages, and with exactly the same type of work. What actually made the difference? It was all about the value proposition. In retrospect, whether I made the right decision will never…
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Large Investments in Technology
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Perhaps I’m just a nerd, but I’ve been following the developments of the Hadron Collider for a while now. In terms of physics, there have been many theories abounding, but with the lack of ability to look into the tiniest known particles within an atom and see how they re/act, it’s quite impossible to find…