HR Data Labs

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Summary:

Tarush Aggarwal has been at the forefront of HR data analytics since it gained recognition in 2011. He was Salesforce Analytics Team’s first data engineer and, later, got the opportunity to build up an international data team at WeWork that scaled up to over 100 people from its initial 5. He then moved to Shanghai and did it all again for our rapidly growing business in China. Along the way, he’s learned important lessons from personal experience on the best ways to grow a data team.

In this episode, Tarush talks about how HR teams can get more out of their data by leveraging infrastructure. 

Chapters:

[0:00 - 5:29] Introduction

[5:30 - 10:20] What Prevents Companies From Developing In-house HR Capabilities?

[10:21 - 19:54] Why Doesn’t a One-Size-Fits-All Solution Work For Everyone?

[19:55 - 25:19] Will Mergers and Acquisitions Lead To One-Size-Fits-All Being the Only Solution?

[25:20 - 27:24] Final Thoughts & Closing

Quotes:

“A data team with a hundred people acts very differently from a data team with 3, 4, or 5 people . . . So unfortunately, what we see is that a lot of [smaller] HR analytics team don't really get to leverage the more mature technology of their sister, larger data teams.”

“In reality, [HR analytics solutions of the future] will probably be hybrid, where you get 60-70% of what you want out of the box and [you can customize] the remaining 30-40%.”

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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Summary:

While traveling the world (and the online world) as VP and Principal Analyst at Constellation Research, Holger Mueller researches enterprise software trends and focuses on the next generation of applications and the future of work. He’s built his 25 year career in the industry by building, selling, and implementing enterprise software. Outside of his work at Constellation Research, Holger is a cycling, soccer, and volleyball enthusiast. 

In this episode, Holger talks about why we haven’t seen a mass adoption of AI in HR and when that might happen. 

Chapters:

[0:00 - 4:17] Introduction

[4:18 - 15:45] Where Holger has seen successful uses for AI

[15:46 - 28:33] What HR can learn from business when it comes to integrating AI?

[28:34 - 30:09] Final Thoughts & Closing

Quotes:

“Machines can do a lot of more things, and the big thing that fuels it [is that] a human needs time to get this done. Then it's the question, “How smart is he or she and how much time do they need and how committed are they to find out?” A very different equation to a machine because all it needs is for someone to program it, thinking of possible solutions . . . and then [all you have to do is] compute. So if there's enough compute cycles, ultimately the machine will keep trying, trying, trying and find it—something that a human will never get to.”

“Work with vendors; see what’s possible; get educated; know what can be done; become competent; suggest what should be done. [Or] build something yourself, right? Every company has the data scientists, potentially AI people, who could make something.”

Contact:

LinkedIn

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:

Larry Dunivan is a seasoned software industry executive with a 30+ year career. His experience spans a variety of projects and responsibilities with the greatest emphasis being on executive leadership, sales management, and product management and development. His unique insight into the software industry and its leadership, along with attention to talent development and interpersonal interactions, set him apart from his peers. 

In this episode, Larry talks about HR Technology as it relates to mid-size businesses and how it can help them overcome their unique challenges. 

Chapters:

[0:00 - 3:50] Introduction

[3:51 - 12:35] How Mid-sized Companies’ Issues Differ From Enterprise And Small Business Issues

[12:36 - 17:50] The Challenges HR Technology Faces In Mid-sized Companies

[17:51 - 26:06] Lessons And Examples for Mid-sized Companies On Their HR Technology Journey

[26:07 - 27:36] Final Thoughts & Closing

Quotes:

“The most important thing [mid-sized businesses] have to do is develop great relationships with their vendors . . . One of the reasons why they get so frustrated with support is because there's often this misalignment between expectations and reality.”

“If you don't have a handle on recruiting and onboarding in this labor market, whether you're growing or not, not much else matters. If you do it Poorly you're at a massive disadvantage. So that's job number one.”

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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Summary:

Jan Johnson loves all things HR Technology. Always immersed in technology, she’s taken her career from setting up learning systems as a program manager to now leading product management for Talent Acquisition and HR at UKG. Jan doesn’t focus on the features, but on the business problems her customers need to solve—or better yet, don't yet know they are going to have!

In this episode, Jan talks about people, their work, and their data. 

Chapters:

[0:00 - 4:37] Introduction

[4:38 - 9:21] How has HR technology changed over the years?

[9:22 - 15:32] How does HR technology change to meet new recruiting needs?

[15:33 - 26:27] How has Jan’s thinking changed from when she first jumped into HR technology as a young professional?

[26:28 - 28:53] Final Thoughts & Closing

Quotes:

“When you think about companies not being able to find enough applicants—how many people are there in the world? Something like 8 billion, right? And [there are] 330 million in the US. So is the problem that we can't find applicants, or we're not looking in the right place, or we're not in a broad enough spectrum?”

“That’s really one of the most important things in recruiting today: the ability to build rapport and a sense of belonging with the candidates and to help them understand the culture and what it is to work there.”

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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Summary:

Known as the "Godfather of Data Literacy", Jordan Morrow has helped pioneer the field of data literacy by building one of the world's first data literacy programs. He is Head of Data, Design, and Management Skills at Pluralsight, and he served as the Chair of the Advisory Board for The Data Literacy Project. Jordan has spoken at numerous national and international conferences and is an active voice in the data and analytics community. He has also helped companies and organizations around the world, including the United Nations, build and understand data literacy. 

In this episode, Jordan talks about data literacy and the human element of data and analytics. 

Chapters:

[0:00 - 4:58] Introduction

[4:59 - 13:42] What Are the Biggest Roadblocks to Successful Data and Analytics?

[13:43 - 20:29] How Can Organizations and Individuals Successfully Learn Data Literacy?

[20:30 - 27:53] What Does It Mean to Be “Data Driven” and How Can Organizations Become Data Driven?

[27:54 - 30:29] Final Thoughts & Closing

Quotes:

“The premise of the data lake is a good idea: throw all your data into one spot. But we keep coming back to data literacy. If people don’t know how to get information out of it correctly, you run into problems.”

“I commonly say, ‘I want to create a world of data skeptics, not data cynics.’ The world is doing a good enough job of creating data cynicism. Data skepticism is just asking questions of things. That’s it. To me, the key to data literacy, data analytics, all of that, is curiosity.”

Contact:

LinkedIn

Resources:

Jordan's Ted Talk on Data Literacy
Jordan's Book

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:

Adriana DiNenno is product manager for Infor People Solutions and has been with the company for 12.5 years. She loves working on a variety of applications like Talent Acquisition systems, Core HR, and Occupational Health to name a few. Her “side job” at Infor is co-chair of the Infor People Wellbeing employee resource group, whose goal is to create a safe work environment by focusing on all dimensions of employee wellbeing. She says, “With a brother who suffered from mental health issues, it meant a lot to me to be one of the co-founders of this group at Infor, so that I can help others in need.” 

In this episode, Adriana talks about employee wellbeing, why it’s OK to not be OK, and what you can do to enhance your employee experience. 

Chapters:

[0:00 - 4:01] Introduction

[4:02 - 10:06] Why There Has Been an Increased Demand for Employee Wellbeing

[10:07 - 15:14] Employees Want to Be a Part of a Community

[15:15 - 30:09] Wellbeing Coming to Life via Software

[30:10 - 33:06] Final Thoughts & Closing

Quotes:

“I think [when] employees are part of a community, they feel less inclined to leave because they have a reason to belong.” 

“I know all these companies are doing mental health days, and it’s not that I don’t support mental health days, but I support mental health days more often. I think it’s important to know when you’ve reached your limit and when you need some time to yourself.”

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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Summary:

Fred Wills is a thought leader on diversity, equity, and inclusion (DEI), organizational development, culture and climate, and its impact on organizational performance, transformation, and change. He’s built a successful career which includes working for Mayo Clinic and Nationwide Children’s Hospital, and he’s since channeled this experience into the foundation of Inclusiastic Consulting. He also brings international experience in organizational performance, community development, and capacity-building through his international development and aid efforts in Malawi, Africa. His current client base includes healthcare, tech, financial services, education, and government and non-profit sectors.

In this episode, Fred talks about leadership and its relationship with DEI. 

Chapters:

[0:00 - 5:56] Introduction

[5:57 - 22:10] Why Do So Many Organizations Struggle With DEI and What Characteristics Can They Adopt To Become More Equitable and Inclusive?

[22:11 - 33:53] How Can Leaders Step Up and Start Leading Inclusively?

[33:54 - 36:45] Final Thoughts & Closing

Quotes:

“Numbers representation—those are outcome things. They’re super important, but they’re not the only thing… If we’re focusing on just the number, solely the number, then we’re missing the point of what we’re trying to do.”

“You get more traction in this space as a leader, whether you're a leader by title or a leader by some other definition… by being authentic. So I would say, tell the story but also articulate where you're trying to get to and give folks space to do that.”

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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Summary:

Lenna Turner is the Director of DEI and a consultant at Salary.com’s CompData Consulting Practice. Lenna’s current role focuses on client engagements involving compensation studies for base and total compensation, pay equity, and building DEI thought leadership and knowledge offerings for clients via white papers, surveys, roundtables, and panel discussions. She has been with Salary.com since 2019 and has 20 years of compensation management, consulting, and HR experience across various industries and companies. 

In this episode, Lenna shares a personal perspective on her personal journey with DEI in  the workplace. 

Chapters:

[0:00 - 6:13] Introduction

[6:14 - 15:25] When did you becoming interested in DEI, and what led you to your current role?

[15:26 - 27:24] How can DEI strategy (or a lack thereof) impact an employee’s career development?

[27:25 - 34:33] What are some examples of actions that impact common DEI issues?

[34:34 - 36:16] Final Thoughts & Closing

Quotes:

“I’ve seen in my career a lot of really great people from marginalized communities, people of color, get recruited into the workplace. And then they get there, there’s no real plan to move them through the organization.”

“You have to be intentional. First of all, you have to be intentional to have a strategy and be intentional about building goals that help you meet that strategy.”

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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Summary:

Joseph Ifiegbu is the co-founder and CEO of eqtble. He has an impressive history of leading HR technology and people analytics teams at Snap, WeWork, Toys “R” Us, and Arsenal FC. These days, his passion for diversity, equity, and inclusion drives him to help companies answer questions like “why are top performers leaving” and “why are qualified candidates declining offers”. 

In this episode, Joseph talks about how Diversity, Equity, and Inclusion (DEI) affects the employee experience. 

Chapters:

[0:00 - 7:04] Introduction

[7:05 - 14:31] How to Define (DEI)

[14:32 - 22:03] Who Responsibility is it to Champion DEI Changes

[22:04 - 31:27] Ensuring a Good Employee Experience Surrounding DEI

[31:36 - 34:29] Final Thoughts & Closing

Quotes:

“The thing is: a lot of times when it comes to people issues, people always think HR. People issues are company issues, not just HR issues, and company issues come from the top.”

“The issue of diversity isn't divorced from the issue of business. It's the same. It’s one. It goes hand in hand. Because the issue of diversity is the issue of innovation, is the issue of change, is the issue of progress. And those things all contribute to positive culture which contribute to positive business, which contributes to more growth.”

Contact:
https://www.linkedin.com/in/joseph-ifiegbu/

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:

Ray Goldberg founded Pier Forward to help employers address DEI challenges in the benefits arena, improving organizational performance and addressing disparities. He has decades of experience in HR, benefits, technology, operations, and transformation, with leadership roles at marquis employers, and experience consulting with corporate clients. He actively leads the BennIE Forum, which brings HR leaders together to explore how DEI and Benefits can strengthen organizations. He also serves on the Advisory Board on Community Relations for his home town of Teaneck, NJ. Ray earned a degree in Computer Science from Columbia University, and is certified in Change Management; DE&I in the Workplace; and Mental Health First Aid. 

In this episode, Ray talks about reconceptualizing benefits— from the perspective of Diversity, Equity, and Inclusion— to improve organizational performance and the lives of colleagues and their families. 

Chapters:

[0:00-5:24] Introduction

•Welcome, Ray!

•Today’s Topic: Reconceptualizing Benefits from a DEI Perspective

[5:33 -10:38] What Does It Mean to Reconceptualizing Benefits? 

•Looking at the results of two independent analyses

•Why organizations should be trusted partners to their employees

[10:50 -16:33] Do Organizations Have the Information They Need to Look at Benefits in 

This Way?

•How organizations can use the information they have

•Making sure employees understand how their benefit elections will affect them

•Options for providing individualized support and the challenges they present

[16:42 -20:13] Where Should Organizations Begin?

•Understanding and assessing existing strategies

•Comparing your strategies to your competitors’ strategies

[20:22 -24:56] Final Thoughts & Closing

•Understanding that it’s OK to make mistakes

•Thanks for listening!

References

Nick Noel et. al., “The economic impact of closing the racial wealth gap,” McKinsey and Company, August 2019.

https://www.mckinsey.com/~/media/McKinsey/Industries/Public%20and%20Social%20Sector/Our%20Insights/The%20economic%20impact%20of%20closing%20the%20racial%20wealth%20gap/The-economic-impact-of-closing-the-racial-wealth-gap-final.pdf

 Dana M. Peterson, Catherine L. Mann, “Closing the Racial Inequality Gaps: The Economic Cost of Black Inequality in the U.S.,” Citigroup Global Markets, Sept 2020.

https://ir.citi.com/%2FPRxPvgNWu319AU1ajGf%2BsKbjJjBJSaTOSdw2DF4xynPwFB8a2jV1FaA3Idy7vY59bOtN2lxVQM%3D

Quotes:

“You've got to start by making sure that you actually understand your existing strategies... In terms of the analysis, I'd recommend picking some benefits— just pick a few probably in the financial space or maybe non-financial or non-health— and assessing utilization and impact by race and ethnicity, by gender, by age, and by compensation. That's data that almost every organization has.”

“This is a spot where benefits people, if you will, and DEI people look at things pretty differently. Ben

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