HR Data Labs

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Summary:

Carlee Wolfe is an insightful people and culture business partner with deep, rich experience accelerating change, transforming cultures, and elevating performance to achieve business objectives in multiple industries. She has spent her career exploring her passion for inclusion, organizational development, leadership, change, and capability development. Most recently, Carlee served in transformative leadership roles at major brands such as Under Armor and Hyatt Hotels. 

In this episode, Carlee talks about ways that we can simplify change management and how we measure it. 

Chapters:

[0:00 -5:51] Introduction

•Welcome, Carlee!

•Today’s Topic: Simplifying Change Management

[5:52 -12:33] The importance of change management

•Measuring the success of change in simple ways

•Maintaining a focus on the “why” and the “how”

[12:34 -24:55] How has Carlee evolved her changes measures over the years?

•It all comes down to information, support, and encouragement

•Making sure people are still participating in the change

•The role leadership plays in checking in on people going through change

[24:56 -30:59] Carlee’s favorite way of measuring change

•Making a before/after comparison

•Gathering new, relevant insights

[31:00 -33:10] Final Thoughts & Closing

•Recognizing the difference between data and insights

•Thanks for listening!

Quotes:

“Information, support, and encouragement . . . If you're doing these three things as a leader, you're going to have better success in facilitating your transformation than you would have if not thinking about them at all.”

“There's data and there's also insight. And I think we spend a lot of time talking about, ‘how do we get insights that are gonna matter?’ I think those insights can be reported in meaningful ways, right? . . . So I would just encourage folks to continue to find those insights. And when you're stuck, [ask yourself], ‘what's the most simple thing that we can go after today to at least get some of those insights?’”

Contact:

Carlee'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:

Nadia Clifford is passionate about transforming and reinventing complex technology organizations through efficient processes and collaboration. Her entire career she’s been at the forefront of digital transformations, even before this term existed. Her penchant for taking on new challenges has propelled her into different industries throughout the years (e.g., biotech, HR & payroll, retail, media, financial services, crypto, and banking). She has also worked in a range of roles, like Java software engineer, analyst, Scrum Master, and Product Owner to name a few. It’s that range of experience that makes her an effective technology leader and coach. In this episode, Nadia talks about the biggest pitfalls that people run into when managing complex technology initiatives, including product management in HR technology. 

Chapters:

[0:00 -6:10] Introduction

•Welcome, Nadia!

•Today’s Topic: Issues and pitfalls with managing complex technology initiatives

[6:11 -11:06] Lack of Vision: Creating a solution for an unidentified problem

•Who is running into the problem? Why are you trying to solve it?

•Not delivering on the intended value because resources are stretched too thin

[11:07 -15:39] Everything is a #1 priority

•Learning to say “no” or “not now”

•How deliverables and feedback can inform, or possibly even change, the vision

[15:40 -24:53] Lack of communication and/or buy-in

•Get buy-in by letting people experience the problem you’re trying to solve

•Balancing frequent communication with work-life

•Has remote work has affected how people work together?

[24:54 -26:41] Final Thoughts & Closing

•Getting feedback sooner than later is critical to complex technologies’ success

•Thanks for listening!

Quotes:

“Prioritization is not just saying ‘yes’, . . . it's also saying ‘no’ to everything else. And it takes a lot of guts to say ‘no’.”

“If a product manager really wants their stakeholders or their development teams to hear their message, they need to use every possible communication channel.”

Contact:

Nadia'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:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about Dwight’s past experience at Mayo Clinic working with quality analytics. This episode is a bit of a case study in process automation and how it can, in some cases, save lives. 

Chapters:

[0:00 -2:23] Introduction

•Today’s Topic: Process Automation

[2:24 -11:31] Examining processes and recognizing what can be automated

•Manual processes can be time consuming and can use up valuable resources

•The importance of investing in change management

[11:32 -18:29] Examples of business processes that could benefit from automation

•How we can improve personnel action forms

•Small changes and incremental improvement

[18:30 -24:45] Tackling small process changes in HR

•Job tables

•Performance management

[24:46 -25:56] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“One of the big barriers that we had to get past was people letting go of their processes.”

“I think if organizations could move [toward automating their performance management processes], their ability to do performance management, both proactive and reactive performance management, is enhanced.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at [email protected] or visit affogatomedia.com to learn more.

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:

Kevin Campbell, employee experience scientist with Qualtrics, is back again for another fascinating discussion with David and Dwight! Kevin creates and implements plans for strategic positioning with company executives and high-level leaders with the goal of improving the employee experience. Prior to his current role at Qualtrics, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about program evaluation and program effectiveness. 

Chapters:

[0:00 -4:31] Introduction

•Welcome, Kevin!

•Today’s Topic: Program Evaluation and Program Effectiveness

[4:32 -12:58] How current HR program spending trends came to be 

•The importance of measure outcomes and not only completion

•Recognizing what needs to be accomplished with a program

[12:59 -25:31] How can we improve surveys for better qualitative data? 

•Daily surveys that we take as consumers vs surveys that we take at work

•Lessons that HR can learn from the customer experience department

[25:32 -35:03] How can we harness unstructured data to measure the employee 

experience?

•Employees sharing their experience outside of work and on social media

•The importance of truly randomized, AB testing

[35:04 -36:37] Final Thoughts & Closing

•If you organization needs to make cuts to HR, better it be your program than you

•Thanks for listening!

Quotes:

“A lot of work done in humanitarian aid, as an example, [has] flaws around measuring whether or not the food or supplies was delivered . . . rather than measuring the true outcome, which is whether or not people go to bed hungry. When you fail to measure the true outcome and you only measure the widgets produced or the bags of rice delivered, you could be having things where there's an unequal distribution of those supplies that you're offering, or it ends up benefiting only some families more than others.” 

“One of the problems with the traditional survey is that you're already defining the universe of responses and questions. . . . So those unknown unknowns aren't even in your field of awareness.”

Resources:
Upstream by Dan Heath

Contact:

Kevin'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:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about compensation benchmarking in hopes of demystifying it and breaking down how it works. They list some of the beneficial aspects of benchmarking and other areas that present opportunities for improvement. 

Chapters:

[0:00 -3:20] Introduction

•Today’s Topic: Compensation benchmarking

[3:21 -8:48] How companies can use compensation benchmarking to learn more about their workforce

•Large data sets are readily available

•How technology has enabled us to have more confidence in the data we use

[8:49 -17:31] Where are the opportunities to improve compensation benchmarking?

•Training HR employees on the ins and outs of the compensation process

•The importance of understating the surveys that you’re using

•How job descriptions (or the lack thereof) can impact the results of a benchmarking project

[17:32 -19:29] Summary & Closing

•Seek out help from experts for benchmarking projects

•Thanks for listening!

Quotes:

“I can take two different surveys looking at the same industry and I can get vastly different results. . . . I see people come in using one survey and I think they don't necessarily know what the positives and pitfalls of that particular survey are.”

“Anybody who tries to make matching and survey processes into science experiments—they fail. . . . You can know who the participants are, and the person could have done a really good job matching, but they could have excluded a bunch of people because [of whatever reason]. . .. [I’m] not trying to say they did anything nefarious, but it just happens.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at [email protected] or visit affogatomedia.com to learn more.

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:

Jeremy Feinstein is the managing director at Empsight International, LLC, a Human Resource consulting firm that specializes in compensation consulting and helps companies make strategic decisions involving their employees. Jeremy primarily focuses on conducting compensation surveys in niche markets, both domestically and internationally. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. 

In this episode, David and Kevin talk with Jeremy about the future of surveys. 

Chapters:

[0:00 -2:36] Introduction

•Welcome, Jeremy and Kevin!

•Today’s Topic: What is the future of surveys? 

[2:37 -9:27] Jeremy’s perspective on surveys of the past

•The challenges of surveying companies 

•How new job roles and titles have changed the makeup of compensation

[9:28 -13:14] How today’s surveys are created and used

•Using custom data science software to recognize errors and problems in data

•Why matching as much data as possible yields to more robust results

[13:15 -21:43] The future of compensation surveys and data

•Capturing total compensation in surveys

•Leveraging AI to draw meaningful information from raw data

[21:44 -22:24] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“The AI-modeled data and the crowdsource data are very useful for an individual just to understand what their value is when they're negotiating a compensation package with an employer is very valuable . . . I think there's always gonna be a role for salary surveys and the more they can automate it, the better.”

“We're gonna have to go beyond just compensation and look at the total rewards package. Just drawing intelligence from all the different compensation data and deriving more analytics from it and providing data for decisions, more than just the raw data itself.”

Contact:
David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Jeremy Feinstein LinkedIn

Production by Affogato Media 

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:

Marc McBrearty is the North American Practice Leader, Rewards Data & Software at Willis Towers Watson. His years working in the financial services industry helped him hone his skills in HR consulting, executive pay, broad-based employee compensation, and compensation software. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Marc about the past, present, and future of surveys. 

Chapters:
[0:00 -2:56] Introduction

•Welcome, Marc and Kevin!

•Today’s Topic: The Past, Present, and Future of Surveys

[2:57 -9:03] Looking back at surveying of the past

•Why surveys now last only weeks when they used to last months

•HR needs more, good data to be part of the conversations that drive business

[9:04 -30:19] Good data: why it’s needed and how to validate it

•What defines “good data”?

•There’s validity in having multiple data sources

•How pay transparency affects all parties involved in recruitment

[30:20 -39:19] The future of surveying

•The importance of vendor-client partnerships for good, realtime data

•The differences in needs and use cases for realtime data

•Final Thoughts & Closing

•Thanks for listening!

Quotes:

“That's where I see big improvements coming in the next three to five years: artificial intelligence; data science.”

“I wonder: when somebody says, 'I want realtime data,' do they really want realtime data for their entire population, or do they want realtime data for data scientists?”

Contact:
David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Marc McBrearty LinkedIn

Production by Affogato Media 

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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Belinda Roberts is the North America Survey Products Leader at Mercer. She’s passionate about HR and has some experience-backed insights into compensation data, it’s current state, and where it’s heading. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Belinda about the future of compensation data.


Chapters: [0:00 - 2:16] Introduction

• Welcome, Belinda and Kevin!

• Today’s Topic: The Future of Compensation Data

[2:17 - 9:02] Survey data: its history and where is stands currently

• Acquisition of survey data is still a very high friction process

• Why realtime feedback was a significant innovation

[9:03 - 21:05] How should we be blending traditional data sources and new data sources? 

• When certain data sources/sets benefit specific types of companies and employees

• How pay transparency has evolved over the years

[21:06 - 25:18] What’s the future of compensation data?

• Will we see a pivot toward skills-based pay?

• Personalized pay and rewards for employees based on their needs

[25:19 - 25:59] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“We need to question what competitiveness is. I think base salary is kind of table stakes, right? It's all [about] the other stuff that factors into how competitive is your job that you are trying to hire or retain people in.”

“You mentioned pay transparency before— it's that transparency of the philosophy around how organizations pay. I think a lot of employees don't believe that their comp teams really know what they're doing, and I think that's because they just haven't been transparent.”

Contact:
Belinda's LinkedIn
David's LinkedIn
Kevin's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at [email protected] or visit affogatomedia.com to learn more.

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:

David Turetsky is a  passionate speaker and at this year’s WorldatWork ’22 conference, he gave a presentation titled, Talent Intelligence: The Evolution of People Analytics. For the first time in HR Data Labs history, we’re showcasing a presentation that was given at a major conference! As you’ll hear, the audience thoroughly enjoyed it, and we want to know your thoughts too. Consider giving us some feedback on our website because we would love to hear from you. 

In this episode, David talks about the evolution of people analytics. 

Chapters:

[0:00 - 1:41] Introduction

[1:42 - 15:54] How do we make decisions?

[15:55 - 39:54] What is People Analytics? 

[39:55 - 60:36] What is Talent Intelligence?

[60:37 - 63:29] Q&A and Closing

Quotes:

“At the end of the day, what do I want to do for my managers? I don't want them to fail, I want them to make better decisions.”

“Ask better questions. You have the data; you have the capability; it's there. You will deliver better insights, and you will hopefully get better decisions made.”

Contact:

LinkedIn

Production by Affogato Media

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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Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry’s focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of WorldatWork and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the WorldatWork Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry Straker talks about sourcing and working with good sets of data. 

[0:00 -1:31] Introduction

•Welcome, Garry!

•Today’s Topic: Sourcing and working with good data. 

[1:32 -6:58] What are the biggest issues with getting good data for pay equity analyses

•Data is often incomplete

•Incomplete data should not prevent organizations from doing pay equity analyses

[6:59 -12:51] What are your thoughts on privacy laws concerning an organization’s people data? 

•Why this may be just the beginning

•What to do with an employee that may choose to opt out of HR processes

•Helping employees understand how their data is being used

[12:52 -13:29] Final Thoughts & Closing

•Thanks for listening!

Quotes:
“I think organizations are going to have to develop processes and systems to be able to compile a more complete data. It's not going to happen overnight . . . If they're going to continue to do pay equity analyses credibly, they're going to have to make a commitment to obtaining that data all the time.”

“I think US companies, and I think employers generally, are probably going to have to start helping employees understand how they're using their data.”

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