Take it from me. If you read a typical article about people analytics you will inevitably find a plethora of phrases like: Vast amounts of employee data … Read more

Take it from me. If you read a typical article about people analytics you will inevitably find a plethora of phrases like: Vast amounts of employee data … Read more
An inconvenient truth is the fact that organizational dynamics can work against effective people analytics by rewarding non-productive projects. Let’s look … Read more
I often tell HR professionals that they need to adopt more technology. I also often tell them that since they probably won’t get the funding they need … Read more
It’s that time of the year again when Forbes magazine publishes its rankings of America’s best large and small employers. Often, the results can be … Read more
Let’s face it; HR analytics can sometimes seem like a dark science, requiring lots of data know-how and lots (and lots) of algorithms. But one notable … Read more
As companies look to the future of talent acquisition, they must re-examine talent analytics. Organizations need a more robust approach that harnesses the … Read more
Analytics is all about aggregates. We look at the behavior of many employees and summarize it in single numbers such as “cases of misconduct,” “average … Read more
Most maturity models for people analytics implicitly assume that the goal is ever-increasing mathematical sophistication. I’ve argued that mathematical … Read more
Yeah, yeah, we know your organization cares about diversity hiring. But what does that actually mean? Nothing unless you translate it into action. And … Read more
Yikes! You just received an email that your company is enacting a diversity recruitment initiative for the upcoming quarter. Naturally, you’ve been given … Read more