Michael Steinhart

Global Firms Way Behind in HR Analytics

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BethSchultz
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Re: No surprises
BethSchultz   3/13/2014 10:37:32 AM
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What we need are more HR analytics directors to share their stories, a la Mark Berry at ConAgra. Hearing how others have been successful, and to what end, would surely help energize and inspire others to work harder at or get started with HR analytics.

Michael Steinhart
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Re: No surprises
Michael Steinhart   3/13/2014 10:03:12 AM
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I suppose that's true -- but the folks peddling HR analytics have got to create a sense of urgency around it, so it's helpful to tell folks they're already losing the race. I still maintain that it's high time companies started phasing it in, though.

BethSchultz
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Re: No surprises
BethSchultz   3/13/2014 9:22:25 AM
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Hi Michael, I think the idea of data-driven HR/human capital analytics has to start within the HR department itself. That means the department would be headed by a data-savvy HR professional. If HR doesn't have that kind of leadership, combined with senior management buy-in/sponsoship, I can't imagine this idea going anywhere within a company. For companies just getting started with analytics, I don't think HR would be a natural starting point -- because of the additional complications of applying the analytics to people. Better to get the chops elsewhere, and then apply that knowledge to the human realm.

tomsg
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Re: Believeable
tomsg   3/12/2014 10:03:07 AM
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I think that past attempts to re-skill people have always met with mixed results. Many of the HR people I talk to are still skeptical of internet recruiting. This would be a very big leap for them.

Michael Steinhart
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Re: No surprises
Michael Steinhart   3/12/2014 9:58:46 AM
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I'd say I agree and disagree with you, Beth. You're right that other areas of business operations are more number-centric, but HR ought to have been number-centric, too. Since companies have been able to measure productivity on an employee-by-employee basis, that information ought to have flowed back to HR processes. (Backpropagation is the algorithmic term -- I learned that at Sentiment Symposium.) 

It's clear that HR's been resistant to incorporating that kind of numbers-based approach. I'm not sure whether that's coming from management or from HR itself. What do you think?

Michael Steinhart
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Re: Believeable
Michael Steinhart   3/12/2014 9:52:24 AM
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Do you think it's not going to really take off until younger workers replace older HR professionals, tomsg? Or is it possible to undertake a "re-skilling" project, as the Deloitte folks think?

BethSchultz
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No surprises
BethSchultz   3/12/2014 9:47:11 AM
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Hi Michael -- I'm not surprised by Deloitte's findings, necessarily. But I guess I do wonder whether it's fair to compare the use of analytics in HR to the use of analytics in the more naturally numbers-heavy areas like finance, operations, and sales. I don't see this so much as a catch-up situation but as the next step in an evolutionary process.

tomsg
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Believeable
tomsg   3/12/2014 9:43:04 AM
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I think the points you make really resonate with my experience. The global companys complain of lack of talent and yet the ways they have to find and mine the talent available are rooted in old ways of doing things. I really think this is an area for future growth- one of the keys will be to get some younger people in HR who really understand the benefits of mining data.

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