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Category: People Analytics (page 1 of 2)

HR Analytics: Find the Why

April 22, 2014 / / 0 Comments

WhyRecently I’ve come across two studies that have been rather critical of the current state of HR Analytics. A recent study by LFR Inc. Human Resources Research Report (http://bit.ly/1il3S63) reports only 13% cited Big Data and Talent Analytics as important. While a Bersin By Deliotte study (http://talentmgt.com/articles/view/study-hr-lagging-on-building-analytics-skills/) found: “86 percent of companies say they have no analytics capabilities in the HR function. Moreover, 67 percent rate themselves as ‘weak’ at using HR data to predict workforce performance and improvement.”

This got me thinking, If Big Data is so important to HR, why aren’t they paying attention?
The operative word here is “why”.

Turns out, I could think of lots of barriers without too much trouble:
• Lack of expectation
• Low skill on analytical practices
• No capacity for analysis
• Immature tools sets with unreliable data
• Lack of process around analytics
• No incentive or motivation
Think about which if any of these things are true in your organization, and I would guess you’ll find at least two that resonate.

Truth is we don’t — and can’t – “do analytics” just because it’s trendy; we have to find business reasons that make sense. With very rare exception, being good at analytics is not a product or service that our company sells; it’s not our core competency. Yet, it’s hard to deny that analytics are critical to determining the effectiveness of the things we work to improve.

“What gets measured, gets done” is backwards. It’s consequence driven. In an accountable, incentivized- culture, Measurement is what tells us the effect of our efforts. The “why” in what we measure has to be integrated into the initiative and has to align with strategic business goals.

According to the annual CEO Challenge study by The Conference Board (http://on.ft.com/QLnYzd), the #2 concern of CEOs in the US is Human Capital, with the following initiatives being top priority:
1. Raise employee engagement
2. Provide employee training and development
3. Enhance effectiveness of the senior management team
4. Improve performance management processes and accountability
5. Increase efforts to retain critical talent

Nowhere on that list is “Get better at Big Data and HR.” Yet the need for analytics is clearly present and critical to the success of each of the initiatives. Regardless of the strategy to move the bar on any of these initiatives, you’re throwing money into a black hole if you can’t find a meaningful way of measuring results.

The classic argument against integrated analytics is that sometimes you don’t need the number to tell you to do the right thing. That’s honestly a legitimate truth in a lot of cases. However, let’s imagine for a moment, that you’ve made great strides on an initiative and made real progress. The next thing to do may not be so obvious, and not having any measurements from the past is going to hurt your ability to make good decisions moving forward. It may not be today, but eventually having good analytics is going to be important.

Low analytics maturity in HR may be an indicator that we are currently focusing on initiatives that have more obvious immediate benefits, but that will quickly change. It behooves all of us to find some legitimate “why” to start improving our analytics practices. The tools may get better over time, but the discipline is never going to get any easier than it is today.

Measure Twice, Cut Once the SlideShare

March 6, 2014 / / 0 Comments

I wrote a blog a little while back that was a crossover between my one of my personal hobbies, guitar building, and my profession, business consulting around people. When I initially wrote the blog, I had quite a few pictures and it didn’t translate into the blog format very well. With this version, I have all the pictures and a fraction of the words. Let me know which you prefer. The blog can be found here.

58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics

February 28, 2014 / / 0 Comments

For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.

3 Ways People Analytics Go Beyond Talent Acquisition

November 27, 2013 / / 0 Comments

The Atlantic – They’re Watching You Work

Last week The Atlantic published “They’re Watching You at Work.” by Don Peck. It’s a catchy title that implies that your employer is spying on you, watching your every move. But the subtitle is much more Insightful: “What happens when Big Data meets human resources?” The result is probably the most complete look at people people analyticsanalytics that’s been published today. The article paints an excellent picture of how analytics can help in the Talent Management process, especially in helping identify potential and overcome bias. It also features some very good examples where people analytics were applied with a positive result. The article is not brief, but it is worthy of your time.

What Happens After Talent Aquistion and How Can People Analytics Help?

Most of the article deals with the Talent Acquisition portion of the Talent Management cycle. As you read the article, consider this: What if we do use people analytics and we recruit the best people with the highest statistical potential, but then the one of these three things happens?

  1. They don’t accept the job
  2. They fail to meet business metrics
  3. They leave (when you don’t want them to)

How can Big Data help human resources if any of those three things happen? The truth is that Big Data still can help quite a bit, but we have to develop and push how people analytics can help us all the way through the talent management and the career cycle.

Examine the first proposition, “They don’t accept the job.” It may be that the person was the right fit for you, but you may not be the right fit for them. This happens to some extent today, but as people analytics becomes more open and transparent, the door will swing both ways. As you gain more insight into your candidates, people will increasingly gain more insight into your company. The companies that will thrive over time will use analytics to look at themselves and make changes so their top picks return the love.

What about the second proposition: “They fail to meet business metrics”? In that case, the first thing you have to consider is whether you hired the right person but for the wrong job. And by that we mean;

Does the design of the position actually take advantage of the strengths your data supported recruiting hired for?

People Analytics can tell us a lot, not only about that person, but also whether or not our business process and job design actually allow people to succeed and thrive. What good is hiring for a behavioral attribute if the person you put that position in only gets to exercise that muscle on rare occasions?

Finally, imagine if we do use great people analytics as part of our talent acquisition strategy. We save a lot of money by hiring the right person and realize greater profit by having high performance, but then that person quits? We will have spent more on acquisition, and the loss realized from attrition of a high performer is huge. People Analytics can and must help us predict—and ideally prevent or reduce—high-cost turnover.

The bottom line is that People Analytics will have a huge impact on HR well beyond Talent Acquisition. In fact, if we only pay attention to the acquisition side of the equation, it will actually expose shortcomings in other areas of the employee life cycle. A balanced approach to the use of analytics is the right course to take.

The Five Stages of Human Capital Maturity

July 16, 2013 / / 2 Comments

Based on existing theory about Human Capital Analytics and levels of organizational maturity, and thousands of hours of our own primary research, these are the levels of maturity that we believe every business leader will need to move his or her organization through in the process of transforming the Human Resources organization into an empowered driver of business strategy.

Let’s take a look at the levels of Return on People Maturity, starting from the lowest level of administrative processes and moving to the highest level, where HR dictates strategic decisions based on data about the organization and the market – a discipline that we refer to as People Analytics:

Return On People Maturity Levels1. Operational Provider

Traditional employee-focused Human Capital Management (HCM) is occasionally aligned with Line of Business.  HR is a tactical, administrative, and human relations cost center that:

  • Transacts basic HR services such as payroll and benefits.
  • Enforces policies, compliance, and legal matters related to human resources.
  • Provides “back office” administrative support to front line leaders.

2. Strategic Service Partner

Strategic enterprise-focused HCM serves organizational leadership as well as employees.  It focuses on a value-driven approach for the “Front office” HR services provided directly to the business. Other characteristics may include:

  • Scorecards, dashboards, and benchmarks are used to provide targets for specific improvements.
  • HRBPs (Human Resource Business Partners) consult with business units to define and set compensation strategies, recruit sought-after talent, and coach leaders.
  • Shared Service Centers consolidate and automate processes and enforce standards.
  • Centers of Expertise ( COEs) exist to maximize efficiencies in targeted areas.

3. Integrated Enabler

Enterprise-focused HCM converges around talent integration. It creates a single view of Human Capital value for leadership and the workforce and helps the organization make the best business decisions.  This includes:

  • Effective data gathering, analysis, and reporting systems.
  • Analysis of data to allow development of targeted initiatives to increase performance.
  • Focus on root causation and solution mixes to drive employee behaviors and results.
  • Talent management strategies and employee life cycle models.
  • Integrated back office services, processes, and systems.
  • Advanced shared services environment with Centers of Expertise.
  • Effective analytics capabilities to interpret data.

4. Predictive Driver

Enterprise-driven predictive HCM anticipates changing market conditions and the company’s ability to leverage human capital to produce bottom line results.  Predictive Drivers promote:

  • Constant monitoring and data generation around market conditions that will place new Human Capital demands on the business.
  • Continuous assessesment of the workforce against anticipated future demands.
  • Advises the business about emerging trends that will affect its ability to perform optimally in the near and far term.
  • Providing key Human Capital insights to the company.

Measured on its ability to help the company anticipate and supply enough skilled, engaged, and motivated employees to meet business needs and drive future business decisions.

5. Empowered Driver

Fully integrated continually improving Human Capital Management (HCM) in which HR:

  • Regularly gathers data and provides trend information that is used for improvements and agile business adaptations.
  • Is an integral business function through which the business optimizes the value it receives from its Human Capital assets.

These stages lay the groundwork to transform the HR function into a strategic player in the business. To request an assessment to find out where your organization fits into the maturity model, call us today at 616-935-1155 or email solutions@media1.us.

Human Capital Analytics – Baselines First

May 29, 2013 / / 0 Comments

Ever get a feeling something isn’t what it should be? Do you “know” that that a process related to HR or people is broken or inefficient?

Rarely do we get “go with our gut” in business. We need to start by having data, aka baselines. We need to know by the numbers where we are today before we can drive into the future.

Most people’s first reaction to gathering baselines is to “prove” that there is a problem and to justify an initiative. There is a place for that, but baselines need to be so much more. Imagine you create a baseline that shows a $1 spend every time a person performs an action. Then what? What does that data really tell you? In and of itself, you don’t know if spending a dollar is good or bad for that action.

Typically companies just add up those dollars until they add up to bigger dollars. Then they determine that they can spend a smaller number of dollars, and set off on improvement initiatives. Sometimes our operations are so broken that we get lucky and actually find ways to fix them. The danger as we mature is to keep applying that logic. But eventually we have fixed the process problems, and we find out $1 is just what it costs.

The problem with this approach of the use of baseline is that the need to improve is subjective. There is just a “feeling” that $1 is too much and there must be a cheaper way. Instead of looking at the baseline as an aggregate, you need to determine what makes up that $1, and what other data can tell you what part of that $1 you can change and ultimately if it’s worth it.

This is all a cost-centric approach. In the end, a good baseline tells us if we have moved the bar, and the bar should be measured in profit. Cost is only one factor. The control and service centered HR organization is measured in what it costs the enterprise. The strategic, enabled, predictive, data driven HR organization is measured by the value it helps the enterprise generate. In either case, you can’t quantify your contribution, or better yet, its effect on the business without a baseline.

Bersin IMPACT 2013 – Day 2 Recap

April 30, 2013 / / 0 Comments

I recently attended the Bersin by Deloitte Impact conference in Ft. Lauderdale Florida. We’ve been following Bersin for quite few years and have used Bersin research with client engagements in the past. I chose to attend this particular conference because of its concentration on HR and data analytics in predictive ways. There were four tracks: Manage Develop, Attract and Retain, and Predict and Plan. I spent almost all of my time looking through the Predict and Plan lens since that is where the use of analytics are most prevalent. My comments here will reflect that perspective.

While there was not clarity around how the acquisition of Bersin by Deloitte will affect the service offering, one benefit that was evident at the Bersin IMPACT conference was that Deloitte will contribute its best people and thought around talent management. Cathy Benko is Vice Chairman and a Managing Principle at Deloitte, and wrote The Corporate Lattice. Cathy delivered a keynote on “The Shifting Ethos and What It Means for Talent Leadership”. We all must face the truth that talent leadership is changing, and we need to have the data and analytics to help steer the ship. But we also need to adapt to a continuously changing workforce that values corporate citizenship. How we change, plan and react is critical to the “engagement” that we all claim to seek.  According to Cathy in order to succeed we need to address three key principles:

  1. Dismantle the corporate ladder
  2. Connect the dots
  3. Forge a co-operative

The principles tie back to her model of the corporate lattice. Linearity gives way to flexibility and work is encompassed in interconnected ways. She highlighted 3 applications of the lattice in this diagram.

To embrace the lattice model, and fundamentally change the way we lead work and function in HR, we will need to be more agile. Gloria Stinson from Adobe presented a session on the topic of agility. Gloria laid out how her team adapted the principles of agile software development when addressing human-based work issues and flows. Deloitte threw in their agile manifesto for good measure. Looking at their service delivery model through an agile view point, Adobe learned that while they had a great team, the physical and organizational structure was holding that team back. Adobe learned 5 key lessons along the way:

  1. Transformation is a journey
  2. Leadership is needed
  3. Equipping is essential
  4. Communicate & leverage
  5. Always be cognizant global/legal considerations

When data, systems, tools, agility, and attitude all align at the top of the organization, new ways of work become possible. Imagine a company where PTO doesn’t exist and people take time off when they need it. In fact, the 8 hour workday is even a thing of the past. Ryan is a global tax services firm that, under the direction of EVP Delta Emerson, blew away all traditional interpretations of work life balance. They created accountability for work while allowing the flexibility for life. Enabled by a system of dashboards on both the employee and management levels, productivity is measured not in terms of hours but by goals related to revenue or support tasks that agreed to in regular collaborations. Low performers are quickly identified, and predictive modeling is enabled through projected productivity.

While much of the talk about predictive analytics at the conference was directly related to projecting and reducing attrition, Lowe’s, the home improvement giant, presented a case study on leveraging analytics to improve end to end process with their store development teams. The result was that Lowe’s was able to cut almost in half the time it took to open a store, improved the accuracy of the projected cost, and even produced workforce planning models for stores that hadn’t even opened yet. One issue I have with Lowe’s model was their characterization of HRBPs as generalists. I agree that HRBPs need to be consulted and worked closely with. But HRBPs need to be so much more than generalists. HRBPs should be your organization’s internal consultants that have tangible expertise that they can bring to bear strategically.

The conference wrapped up with Dr. Paula Caligiuri on “Cultural Agility“. She spoke on the importance of agility, and how to build, attract, and retain talent that can help you operate in the new global talent model. She referenced a 2010 IBM CHRO study which can be found here. She had some great tips on where to look for globally agile talent, and how to recognize the skills and abilities that are common among these people. She has a book on the subject, which can be found here.

We are now in a time where HR transformation is no longer optional but a business-based requirement. We no longer have the luxury of waiting for seat at the table. We need to embed ourselves in the core business of our companies and provide real value through strategic and predictive data-backed initiatives. In short, we will provide value by transcending our delivery models and cost-cutting efficiencies, and begin to directly engage our lines of business for meaningful and sustainable improvement.

Read my recap of day 1.

Bersin IMPACT 2013 – Day 1 Recap

April 26, 2013 / / 0 Comments

I recently attended the Bersin by Deloitte Impact conference in Ft. Lauderdale Florida. We’ve been following Bersin for quite a few years and have used Bersin research with client engagements in the past. I chose to attend this particular conference because of its concentration on HR and data analytics in predictive ways. There were four tracks: Manage, Develop, Attract and Retain, and Predict and Plan. I spent almost all of my time looking through the Predict and Plan lens since that is where the use of analytics are most prevalent. My comments here will reflect that perspective.

In many ways the topics at this conference are the same topics people in both L&D and HR spaces have been talking about for ten years:

  • How do we get people to be better?
  • How do we get “a seat at the table?”
  • How do we show return on investment?

But who asks the question (and the way the questions are answered) is undergoing a monumental shift.

Instead of asking, “How can my department have a greater impact on my little segment of the business?” we are now asking holistically, on behalf of the entire enterprise, “How can we reach and affect the fundamental ways we do business?” with the full realization we are talking about people. We still call them cryptic names, like talent assets and human capital, but as a whole we understand more what those terms actually mean.

For the world’s best companies, looking holistically at people means looking globally and trying to understand what it takes to operate our people-fuelled and dependent enterprises across cultures. This global theme was pervasive throughout the conference and started off with Josh Bersin’s The World is Local: A New Model for Human Resources article that was released just prior to the kickoff keynote. It’s an excellent paper that I encourage you to read. My favorite snippet from the article:

So while companies spend a lot of time focused on reducing HR costs and improving service delivery efficiency, the big value occurs when the HR team directly engages with managers and leaders to help the business run better.

Directly engaging with line of business becomes immediately evident when you start talking about analytics that matter. The business rarely cares about the measures that HR uses to measure itself. The numbers that really matter are the ones that directly link to the business.

Jonathan Ferrar from IBM presented a session on “Big Data in HR” that addressed making connections between business data and HR Strategies. The data maturity model from the book Competing on Analytics was explained, as was how it fit into IBM’s five pillar data source model which consists of Social, External, Internal, Predictive, and Enterprise-wide. IBM used a predictive model to project $9M in savings by strategically reducing attrition by 2.7%. This represents a significant shift in how the enterprise leverages HR and how HR can respond by transforming from a retrospective reporting model and showing real value in a predictive sense.

The theme of using predictive analysis was carried into the next session with representatives from Pfizer. In this case, Pfizer analyzed attrition from a socio economic lens and the predictive models were able to project factors that correlated with high attrition. One of the clearest indicators, rehire status, confirmed a long held cultural belief – if they left you once, they’ll do it again. However, as someone in the crowd aptly recognized, correlation is not the same thing as causation. Predictive data gives us insight, but not absolute truth. We need to be diligent and careful with its application.

Despite some excellent examples of how predictive HR analytics have been used at IBM and Pfizer, both of those companies cited that their analytics capabilities were very much early stage efforts that they were trying to expand and grow. On the theme of building capability, there was an excellent panel with representatives from Alliance Data, eBay, and Aleris. As these three companies have taken a head first approach to embracing analytics, it’s important to note that two of the three panelists did not come from HR roles within their companies, and none of them started their efforts by sitting down and asking what HR needed. They all started by sitting down with business leaders (engaged directly with the business) and digging into ways of measuring things that mattered.

Myank Jain from eBay said to start with the basics, Revenue per FTE. But I have to add, don’t underestimate what it will take to get that data. With multiple systems and varying definitions of roles within the business, it might be a bit of a process to define FTE, revenue, or even a definite headcount for the enterprise as a whole until your data maturity gets to a point where you have reliable data. However, it’s worth it, and as Jeff Buchmiller from Alliance Data put it, “The big wins are not usually exclusive to HR data.”

As important as analytics are becoming in the HR landscape, these efforts are not being driven up through the organization. They are intentional top-down efforts led by a new breed of C-level HR executives that are fully engaged with the business that they lead – not the “business” of HR. Another panel at the conference was called “the bold new CHRO,” but I found it interesting to note that only one of the four actually had the job title CHRO. The market is moving so fast, and this new HR is so important, that there is no time to wait for job titles to catch up. The panelists were:

  • Bruce Boucher, Extra Space Storage, CHRO
  • Richard Hughes, United Health, SVP
  • Garry Randall, Disney Consumer Products and Interactive HR, SVP
  • Steven Rice, Juniper Networks, EVP HR

What these gentlemen all had in common (other than being white males, but that’s another story) is that they all had bold new visions for HR. In their vision, HR is a partner to its business, an enabler of strategy, and a driver of business performance. All four speakers were highly engaged, charismatic, and knew that they were on a long path that would require continuous improvement. While all spoke with passion on their organizations, Steven Rice from Juniper Networks is someone to watch. His plain language approach to making things work and work right is highly admirable and will lead to great things in our industry.

Read my recap of day 2.

Bersin IMPACT 2013 – Day 2

April 24, 2013 / / 0 Comments

To keep up with the Bersin IMPACT conference in real time, follow Media1der Harrison Withers on Twitter at @harrisonwithers.

Here’s a summary of yesterday’s session, courtesy of Harrison’s twitter feed, in reverse chronological order. Make sure you take a look at his photos too!

thank you @CornerstoneInc for a great reception. Another Fort Lauderdale time elapse picture to celebrate. #impacthr pic.twitter.com/sQRNWD8u1p

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trying to think of something clever to say about big data and big boats, but brain is full… #impacthr pic.twitter.com/stjIrJ8Dog

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Finally the clouds break and we are enlightened with knowledge and warmth (and ideas about analytics) #impacthr pic.twitter.com/0mT8AHdbfD

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Congratulations to Bersin “What Works” award winners! #impacthr

Steven Rice “Benchmarking is interesting but not helpful” #impacthr

Steven Rice, Juniper networks, what a great down-to-earth no BS approach. #impacthr

Free Return On People maturity assessment. #impacthr

“Distinctly Disney, Authentically Chinese” -J. Bersin. Great characterization of Global/Local operating model that we aspire to. #impacthr

The best way to predict the future is to create it. So, what does your business need tomorrow to be? #IMPACTHR

“entrepreneurs of talent” sounds like the makings of reality tv show. Part joking, but it might actually help #impacthr

Only one of the four on the panel has the title of CHRO, is the title important or the mindset? #impacthr

the BOLD CHRO panel with Disney, Extra Space Storage, United Health, and Juniper Networks #impacthr

the business will see HR as a cost until HR shows a profit. #impacthr

Revenue Per Employee, simple measurement that can be deceptively hard to get. #impacthr

My personal hobby of building guitars and HR Measurement meet in this blog post: http://www.media1.us/measure-twice-cut-once … #impacthr

Which system would you go to for an employee count? Is there more than one? Would you get the same answer? #impacthr

the big wins are not usually exclusive to hr data – Jeff Buchmiller, Alliance Data #impacthr

Analytics starts with the business and not the needs of HR. Who do you talk to first? #impacthr

2 of 3 panelists in predictive analysis didn’t come from HR roles. #impacthr

Step 1 to analytics: get smarter about the question. #impacthr

Thought I recognized Mayank Jain, IRC correctly he presented at #learning12 on behalf of amex, now with eBay. Mobile talent. #impacthr

building capability in predictive analytics at #impacthr with Alliance Data, eBay, and Aleris

Social people search is the new recruiting nirvana, is knowledge management next?How do we “recruit” internally for capability. #impacthr

from the crowd: correlation is not causation. true dat. #imapacthr

Return on People Analytics maturity is a slope not a step. Get what you can and utilize it to enable the next step. #impacthr

Dear CLO, read what the the CHRO reads, worry about what the CHRO worries about, or get called to the table on it. #impacthr

Distributed HR does not necessarily mean decentralized, does not mean disconnected, and absolutely does not mean inconsistent. #impacthr

Pfizer data shows rehire status is strong predictor #imapcthr

Being predictive with analytics requires a shift from being reactive to being proactive. #impacthr

71% of surveyed executives express very high (43%) or high concern (28%) about losing critical talent. (Deloitte) #impacthr

Whatever we say about “learning” almost always transcends into HR. Learning plans are annual, just as well be HR, Talent, Etc. #imapcthr

learning that doesn’t lead to performance = http://www.youtube.com/watch?v=bFEoMO0pc7k … #impacthr

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38% of respondents cite “lack of understanding of how to use analytics to improve the business” as barrier to adopting analytics #impacthr

Newsflash: Nobody has time for anything (including learning) they don’t derive value from. #impacthr

measurement inexorably leads people to mistake the measures themselves for the things they were intended to measure. -C. Green #impacthr

IBM used predictive model to project $9M in savings by strategically reducing attrition by 2.7% #impacthr

“Heat Map” hurts my head but clearly shows differentiation #impacthr pic.twitter.com/RqVkDwR56D

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Does your company have a set definition of what an FTE consists of? Most of my clients do not, and it is not uncommon. #impacthr

Waiting for somebody to do something about that? Wait … aren’t you somebody? #impacthr

5 levels of analytics: Social, External, Internal, Predictive, Enterprise-wide #impacthr

From book: Competing on Analytics, Davenport and Harris #impacthr pic.twitter.com/ZHliMsSTvQ

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According to IBM study 71% of companies cite human capital as a leading concern #impacthr

Waiting for somebody to do something about that? Wait … aren’t you somebody? #imapcthr

Analytics Driving Action with Jonathan Ferrar, IBM #impacthr

Agile Performance Management- Shift from competitive ranking to continuous coaching #impacthr

Social people search is the new recruiting nirvana, is knowledge management next?How do we “recruit” internally for capability. #imapacthr

30-35% higher returns on process when shift from annual performance reviews to quarterly. Agree, but how measuring “return” #impacthr

Agile Performance Management- Shift from competitive ranking to continuous coaching #imapcthr

changing from “learning” to “capability and performance” #impacthr

Experience design note: I sat in the middle so I could see Josh, screens are now too far away to read infographics. #imapacthr

Bersin drivers: 1. gaps in leadership, skills, and ed. 2. Explosive role of technology 3. Disparities in economic growth & opp. #impacthr

http://bit.ly/ZkYz0V  -very wise words from @Josh_Bersin #impacthr

Wise words from others:

@hirevuejosh Steven Rice, EVP HR at Juniper Networks – If I can’t deliver content on a mobile device, my execs won’t read it. #impacthr

‏@charlietierney #hranalytics 2 ways 2 do it. Small group doing cool stuff OR embed the analytics into hr culture…everything u do. #ImpactHR

@StaciaGarr #impacthr Speed of accessing info is most determined by having clear data definitions. #hranalytics

@emmajs24 HR orgs should build networks of expertise, not centers of excellence #impacthr

‏@bollinger Best quote today -Extra Space Storage – “our competition is the dumpster” – Bruce Boycher – CHRO #impacthr

@rgravelin #impacthr Metrics change based on the needs of the business partner. “If it’s not measured, it’s not real.” — Yetter

‏@rgravelin #impacthr We get locked into annual learning plans, but the business changes more frequently that annually.

@davidkoehn #impacthr …map the global local L&D model to the overall operating model of your business… CLO Fishbowl

Bersin IMPACT 2013 – Day 1

April 23, 2013 / / 0 Comments

To keep up with the Bersin IMPACT conference in real time, follow Media 1der Harrison Withers on Twitter at @harrisonwithers.

 

Here’s a summary of yesterday’s session, courtesy of Harrison’s twitter feed, in reverse chronological order. Make sure you take a look at his photos too!

From bootcamp, Bersin seeing a lot of interest in abandoning performance ratings. I bet trend grows this year. #impacthr

Well there’s nothing to lose And there’s nothing to prove And I’m dancing with myself -Billy Idol #impacthr :)

Good to see maturity come up, but it’s more than learning. Comes into play on many other dimensions in HR and Return on People. #impacthr

Bersin by Deloitte playbooks releasing this week and look very promising. #impacthr

What use social media for membership interaction? That’ll never work ;) (Insights Boot Camp) #impacthr

Love the hotel, seriously slow elevators. #impacthr

Concentrating on the “Predict and Plan for Agility” track. Looking forward to hearing from eBay, Lowe’s, Pfizer, and Adobe #impacthr

Calm before the data storm? Off to registration at Bersin Impact. #impacthr pic.twitter.com/VceHbHVm6B

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Wondering what the Return On People formula is for beach time, I know it’s there somewhere. #impacthr pic.twitter.com/HCZtOonTui

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Live tweeting this week from Bersin-by-Deloitte Impact HR conference. My spin and the best thinking from people I respect. Tune in #impacthr

Fort Lauderdale by night on the eve of the Bersin Impact conference. 50mm, f1.7, ISO100, 30 second shutter. #impacthr pic.twitter.com/MzdEIgNyAk

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