HR Data Labs

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Summary:

Al Adamsen is all about “People Data for Good”. He’s the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises. 

In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond. 

Chapters:

[0:00 - 5:43] Introduction

[5:44 - 16:05] What did you learn about people analytics in 2022?

[16:06 - 25:18] Using people data as a learning tool

[25:19 - 34:50] Where will people analytics go in 2023?

[34:51 - 35:35] Final Thoughts & Closing

• Thanks for listening!

Quotes:

“What I fear about American society right now is that we’re not able to [learn at speed, at scale, and in a sustainable way]. . . . It’s not about (as a leader) collecting the data, developing a strategy, and being agile.” 

“We’re talking about skills and human beings still like they’re an infinite resource, but we’re all constrained by time. . . . We have to [better] understand capability.”

Resources:
PAFOW
PAFOW Live

Contact:

Al's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Karin Buchbinder manages the team of compensation consultants at Salary.com. She is also, as it turns out, an Excel wizard. Having developed and implemented solutions globally, she’s familiar with myriad compensation management tools, including Excel. The latest version of Excel may have powerful business tools for managing compensation data, but that doesn’t mean it should be used without its own rules and procedures. 

In this episode, Karin talks about the pros and cons of using Excel for compensation data management. 

Chapters:

[0:00 - 4:59] Introduction

[5:00 - 11:45] The greatest challenges Karin has come across in the world of compensation

[11:46 - 15:16] How to successfully use Excel for compensation management

[15:17 - 18:45] Will Excel ever be replaced as the go-to compensation management tool?

[18:46 - 19:33] Final Thoughts & Closing

• Thanks for listening!

Quotes:

“One of the largest challenges [I’ve come across working in compensation] is that a lot of companies and organizations have their processes done in Excel. . . . [The problem with this] is data integrity because that spreadsheet will get handed down from one person to another . . . with no parameters around the integrity of the data.”

“I think people don’t make that connection [that their compensation spreadsheet is a system of record]. You need to have the assumptions written out and documented.”

Contact:

Karin's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible. 

In this episode, Tim looks back at 2022 and looks forward to 2023 through the lens of recruitment and talent acquisition. 

Chapters:

[0:00 - 2:37] Introduction

[2:38 - 19:30] What did you expect going into 2022?

[19:31 - 28:42] What was surprising about 2022?

[28:43 - 38:14] Predictions and prognosis for 2023

[38:15 - 39:25] Final Thoughts & Closing

Quotes:

“I believe that in talent acquisition especially, we are data rich, but information poor. We still aren't very good with insights. And so when we take a look at 2023 and beyond, to me, we're going to start to redefine success of HR and talent acquisition in a completely new way.”

“The biggest mistake I find . . . is that companies are trying to take their current process and just overlay new technology and call that digital transformation. What they should say is, ‘What happens if we scrap our entire process and start with a blank, white piece of paper? How could we do this differently, better, etc?’ That's really transformational.”


Contact:

Tim's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Joe Phoenix is the Co-founder and CEO of Givinga, a Philantech (i.e., philanthropic technology) firm that designs customized giving solutions. Seven years ago, Joe saw that the culture around corporate giving was changing and that employees were holding their employers to a higher standard. He left his longtime employment as Head of Global Institutional Management at Putnam Investments to co-found Givinga and encourage companies to treat philanthropy as brand enhancing investment. 

In this episode, Joe talks about corporate charitable giving and how it factors into employee benefits and workplace culture. 

Chapters:

[0:00 - 6:03] Introduction

[6:04 - 14:00] What is the state of corporate giving?

[14:01 - 22:50] How does corporate giving translate to employee giving?

[22:51 - 31:20] Philanthropic technology

[31:21 - 37:00] Final Thoughts & Closing

Quotes:

“We've seen a pretty significant shift over the last five years of companies realizing that philanthropic giving is not really a check the box exercise anymore. . . . I think that the employees that companies are hiring, the customers that they're interacting with, are demanding more than a check the box.”

“What companies are realizing is that they have this massive amount of potential impact in their employee base. And on the other side, the employees are realizing that the way that they can become more philanthropic is by efficiently working with their employer to drive these dollars in a more meaningful way out to causes that support them.”


Contact:

Joe's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Sapient Insights Group is a women-owned, research and advisory firm that is passionate about adding value to clients, partners, and the HR and Finance communities they work within. They are also the proud organizers behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. What’s more, the survey just passed it’s 25th anniversary! 

Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner), Teri Zipper (CEO & Managing Partner), and Sheryl Herle (Principal Advisor). 

In this episode, Susan, Teri, and Sheryl talk about perspectives from Sapient Insights' annual survey on HR technology. 

Chapters:

[0:00 - 5:05] Introduction

[5:06 - 24:39] What was a surprising perspective that you gained from this year’s survey?

[24:40 - 40:58] Trends from this year’s HR tech survey

[40:59 - 41:58] Final Thoughts & Closing

• Thanks for listening!

Quotes:

“Vendors are building out all these toolsets, and clients still aren't using them, and they're moving more to core BI tools that are layered on top of data warehouses.”

“One of the questions that we ask [in our survey] is, ‘What are you using your HR analytics tools for?’ . . . What was beautiful to see this year was that while HR metrics in general are still leading, DE&I was #2 this year.”

Resources:
Research from Sapient Insights

Contact:

Sheryl's LinkedIn
Susan's LinkedIn
Teri's LinkedIn
David's LinkedIn


Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Tara Furiani is an executive, a business team builder, an influencer, a board member, a writer, a speaker, and a people leader. What’s more, she’s also the creator, executive producer, and host of Not the HR Lady and Workcations! 

She is an accomplished Chief People Officer and has worked across many industries & countries with companies of all sizes, both as the top “people” leader for the organization, reporting to the CEO, and as a consultant, reporting to the Board. 

In this episode, Tara Furiani talks about budgeting for salaries in an uncertain world.

Chapters:

[0:00 - 8:06] Introduction

[8:07 - 17:45] Why did 2022 introduce uncertainty around salaries?

[17:46 - 40:40] What will be different about 2023?

[40:41 - 41:31] Final Thoughts & Closing

Quotes:

“We're not going back [to pre-pandemic times], we're going forward. Organizations really need to take that in. There are going to be higher expenses for salaries, which are going to result in higher expenses for taxes and other things. We have to do it though . . . if we want to remain competitive as organizations.”

“I'm gonna talk directly to employers right now. You all have core values, mission, a vision, pillars of excellence, whatever. Look at them, study them, read them, reflect on if those are what you actually are in reality. . . . [because] if you're not doing that stuff, people notice.”

Resources:
Not the HR Lady

Contact:

Tara's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

As Season 4 of the HR Data Labs podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They revisit their predictions from last seasons and bring some new predictions for the future of HR to the table. 

Chapters:

[0:00 - 5:55] Introduction

[5:56 - 17:42] Looking back at Season 4

[17:43 - 22:06] Looking forward to Season 5

[22:07 - 38:16] David and Dwight make predictions for the future of HR

[38:17 - 40:00] Final Thoughts & Closing

Quotes:

“Something that’s been on my mind a lot lately . . . is the idea of quiet quitting. And I also think [quiet firing] is going to work its way into the conversation because there’s no doubt that that happens as well.”

“I want us to be much more mature about our conversations around [pay transparency]. With California and 1162, transparency takes on a gigantic new dimension because companies are going to be forced to provide that transparency to employees as well as on job requisitions online.”

Contact:

David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Amy Mosher is the Chief People Officer at isolved where she’s responsible for the overall people strategy. She has over 20 years of global human resources experience, and she has contributed to the success of several progressive multi-national companies in various industries including biotechnology, hardware, and software. She is a subject matter expert in organizational development, compensation, talent acquisition, operations, and compliance. 

In this episode, Amy talks about why 2023 might be the year that HR finally gets people analytics right. 

Chapters:

[0:00 - 4:07] Introduction

[4:08 - 8:21] Why 2023, and what is wrong with people analytics now?

[8:22 - 23:36] How to find the right vendor when investing in people analytics

[23:37 - 28:53] Amy’s approach to people analytics in her work at isolved

[28:54 - 30:42] Final Thoughts & Closing

Quotes:

“In the past, HR was more about soft skills. . . . Well, now it's a core function of organizations. Just like you are tracking revenue, and bookings, and profitability, you should be tracking, turnover, retention metrics, onboarding efficiencies. Those are just as important as other metrics now.”

“[An evidence-based HR approach] improves the employee experience, which is really the most impactful way that your an attract and retain talent.”


Contact:

Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm’s proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession. 

In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well. 

Chapters:

[0:00 - 3:26] Introduction

[3:27 - 9:05] What are the issues with conventional succession management

[9:06 - 20:54] Pragmatic improvements to make succession planning more effective

[20:55 - 27:10] Succession planning for all levels of an organization

[27:11 - 30:04] Final Thoughts & Closing

Quotes:

“86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.”

“All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].”


Contact:

Gerry's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Dr. Adam McKinnon is the People Data and Analytics Lead at Reece Group in Australia. Over the course of his career, he’s focused on driving individual, team, and organizational performance through the development and implementation of tailored analytics frameworks and methodologies. 

Martha Curioni is the Associate Director of HR at IQVIA in Italy. She leverages her technical skills and expertise to help businesses solve their problems using data analysis. 

In this episode, Adam and Martha talk about the data analysis model presented in the article they co-wrote entitled Automated Assessment of Employee Data Quality using Machine Learning. 

Chapters:

[0:00 - 6:07] Introduction

[6:08 - 15:04] What motivated you to start your project?

[15:05 - 27:42] What did you learn from the process?

[27:43 - 34:31] How do we realistically start using this new data quality model?

[34:32 - 38:08] Final Thoughts & Closing

Quotes:

“Machine learning is this great opportunity to synthesize this massive complexity and distill it to a form that becomes usable, but [machine learning] also elevates the level of work that our HR colleagues can perform.”

“The model really is meant to catch . . . the combination of variables that make [your data] inaccurate. And so that's where the model comes in—[it’s] able to raise that level of sophistication.”

Resources:
Article: Automated Assessment of Employee Data Quality using Machine Learning


Contact:

Adam's LinkedIn
Martha's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media