analytics – systematicHR

What the Meta?

January 20, 2015December 5, 2014systematicHR

In the world of HR, the ability of HR practitioners to grapple with data and glean insights has been suspect by business leaders for a long time. There are a variety of reasons for this from the lack of sufficiently high data quality, to insufficient HR practitioner skills to analyze data, to the lack of […]

Common Sense KPI’s Gone Wrong

September 17, 2014September 12, 2014systematicHR

I love dashboards. I have a goals list on my phone tracking how many miles I’m supposed to run or ride on my bike. I have a trending graph on the device that tells my how much I weigh. The only reason I have not bought one of those fitness wristbands yet is because I […]

Jocks vs. Nerds

November 13, 2013November 13, 2013systematicHR4 Comments

“There’s this idea of the jocks vs. nerds thing. That sort of ended when the nerds won decisively. We now live in this era where your big summer tentpole movies can be hobbits and minor Marvel Comics superheroes and boy wizards. If you had told me when I was in junior high there would be […]

Bread & Butter

October 23, 2013October 23, 2013systematicHR

It always frustrates me when I’m dieting – I have to forego one of my favorite food items: Butter. Butter (fat) along with bacon fat (fat) is one of those amazing joys of life. When butter is great, a bit salty, a lot smooth, and a lot fatty, it is a wonderful thing Unfortunately, one […]

HR, Twitter and Osama bin Laden

October 2, 2013October 2, 2013systematicHR

Yeah – I’m going to write about this. I just finished watching Zero Dark Thirty on the plane, and I’m thinking back to that day. I remember landing in the Chicago airport, booting up my phone and checking Twitter. Scrolling through the feed, one caught my eye: “bin Laden is down.” The tweet was more […]

Is Big Data An HR Directive?

March 13, 2013March 13, 2013systematicHR5 Comments

I have an argument with my wife every few years. I tend to like cars with a bit more horsepower. I mean, that 1 time a year when there is a really stupid driver about to crash into you, a few extra horses comes in handy when you really need to speed away. The problem […]

How To Give All The Wrong Answers

February 27, 2013February 27, 2013systematicHR

As per my last post,at the end of 2012, I was doing a family vacation in Taiwan. Being with family for 2 weeks is quite an expose into mannerisms that each of us have. I was particularly intrigued by my brother’s questioning of my mother. My brother would constantly ask my mother things like “why […]

How To Ask All The Wrong Questions

February 20, 2013February 20, 2013systematicHR

At the end of 2012, I was doing a family vacation in Taiwan. When I say family vacation, I mean not just my wife and me, but my brother’s family along with my parents, visiting all of the senior members of the family (an important thing in Asian cultures). There is an incredible exposure of […]

Using HR Analytics to WIN

November 14, 2012December 1, 2012systematicHR1 Comment

So I have to admit it’s hard to come off the election and not write about this. This election was defined by some pretty deep population analysis, incredible forecasting and pretty significant actions to try to address the most important populations. All of this went right along with a prioritization model that was pretty strong. […]

Why Aren’t We Using Our Analytics?

November 7, 2012December 1, 2012systematicHR1 Comment

There are everyday annoyances, and then there are just things that piss you off. Usually the things that make me really angry are when something should have been fixed, but it hasn’t been. Or something is happening too slowly where I should have just done something myself and been done with it. Personally, I think I’m […]

HR Technology Conference Reactions: Predictive Analytics

October 12, 2012December 24, 2012systematicHR8 Comments

I’ve always thought I was pretty good at analytics.Not being a practitioner who is sitting in the middle of data all the time, I get more time to just think about the type of analytics that it takes to really run the business. It’s been a really long time since I discounted the usefulness of […]

Commonizing Meaning

June 13, 2011June 5, 2011systematicHR5 Comments

I have some favorite phrases that I’ve been picking up for years. “Eh, voila!” universal for “eh, voila!” “Ah, asodeska” Japanese for “I understand” (sp?) “Bo ko dien” is Taiwanese for highly unlikely or that’s ridiculous. (sp?) “Oh shiitake” (shitzu is also appropriate), is an imperfectly polite way of saying “oh &#!+” Basically, these are […]

Serendipity versus Decision Support

March 14, 2011March 12, 2011systematicHR1 Comment

Would I be where I am today if I had all the facts every time? I’m actually confident that if it were up to me, I would be digging ditches for a living somewhere (not to demean ditch diggers). Let’s face it, I started off all on the wrong foot. Being an Asian American kid […]

Core HR is not a Hub

February 9, 2011February 5, 2011systematicHR5 Comments

I came across this quite a few years ago as we started to tinker around with core HR systems needing to integrate with more systems than just payroll and benefits, and as analytics engines started to take off en masse. Back in the first part of the millenium as talent applications started to get a […]

Recruiting Effectiveness Measurement

November 10, 2010July 7, 2010systematicHR4 Comments

Last post I wrote about recruiting efficiency measures. From the effectiveness side, we’re all used to things like first year turnover rates and performance rates. Once again, we’ve been using these metrics forever, but they don’t necessarily measure actual effectiveness. You’d like to think that quality of hire metrics tells us about effectiveness, but I’m […]

HRs Correlation to Business

November 8, 2010July 7, 2010systematicHR4 Comments

When we talk about the impact of HR activities on our business’s operational production, we don’t usually think that there is a direct correlation. In fact, some of our activities probably do have a relatively high correlation effect on business outcomes that we might be surprised about. In defining correlation, we usually think about it […]

Recruiting Efficiency Measurement

November 3, 2010July 7, 2010systematicHR5 Comments

If you look through Saratoga, there are all sorts of metrics around measuring our HR operations. For recruiting, these include all the standard metrics like cost/hire, cost/requisition, time to fill, fills per recruiter, etc. Unfortunately, I’m not a fan of most of these metrics. They give us a lot of data, but they don’t tell […]

Misinterpreting Apple and Microsoft

November 1, 2010July 5, 2010systematicHR

As a global community, we all hate Bill Gates. Actually we all hate Microsoft. While we might depend on things like Microsoft Outlook and the MS Office suite of products, most of us probably believe that they have a bit too much of a monopoly and probably have bullied around other companies to ensure that […]

Explaining Facts and Dimensions

July 27, 2010June 14, 2010systematicHR2 Comments

Fact: A turnover rate based on a calculation Dimension: Historical time trend of turnover Fact: The number of heads in your HR database Dimension: The breakdown of headcount by organization Fact: The number of FTE’s in any given job code Dimension: The demographic analysis of FTE’s in job code I honestly have no idea how […]

Tag: analytics