HR Data Labs

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With the HR industry valued at over $6B, how did we get here? Today we have Marc S. Miller to give us some of the answers. Marc has over 35 years of independent HR technology consultancy and is the President and Founder of Marc S. Miller Associates, specializing in HR Technology Strategic Planning, Needs Analysis, Vendor Evaluation, and Cost Justification.

He is considered an HR Technology Thought Leader, and one of only a few independent sole proprietor consultants in the industry. Other than being a keynote speaker, he is an author of several books, his newest being - The Death of HR. 

Let’s dive right in and grab Marc’s insights on the evolution of HR and what we can take away from its history.  

[00:01 - 08:15] Opening Segment

[08:16 - 14:43] Where HR Emanated From

[14:44 - 22:06] Ensuring Your Position during the Pandemic

[22:07 - 26:50] HR Newcomers and Education 

[26:51 - 31:08] Closing Segment

Resources Mentioned: 

The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?: Using Technology to gain CLOUT, avoid career decline and empower your HR Organization

Tweetable Quotes:

“The concept is, the technology must be there today, and that has been driven over the years by many things, but is started with legislation.” - Marc S. Miller 

“The people in HR have to prove the value of their function and prove that the people in the world of the company… have added value to the company.” - Marc S. Miller

“Keep your eyes open, care about your career, make sure you’re working for a good boss, make sure you’re working for a company that is aligned with your values… and keep progressing.” - Marc S. Miller 

Connect with Marc on LinkedIn. Visit https://www.marcsmillerassociates.com/ to learn more.

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Connect with me:  LinkedIn Twitter

Email: [email protected]

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you love the value that we are putting

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/

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Today’s guest is the queen of quality questions, and full of energy. We have Kerrian Bard Fournier, the CEO & Founder of Vybrante Ventures, a professional services company dedicated to unlocking the highest level of performance for innovative companies, teams, and professionals by igniting their vibrancy and innovation. Kerrian has 25+ years of experience in the corporate world on Wall Street, Strategy/Risk Consulting, and Technology firms. She is passionate about unleashing everyone’s highest selves whether they’re an aspiring leader or the CEO of a company.

Let’s jump in and talk about the three factors you need to set up HR Functions successfully. 

[00:01 - 03:42] Opening Segment

[03:43 - 12:36] HR Analytics Needs to Be Taught Through a Person’s Strengths 

[12:37 - 16:42] Aligning Priorities

[16:43 - 21:39] Where HR Should Focus it’s Time When it Comes to HR Analytics

[21:40 - 27:20] Closing Segment

 
Tweetable Quotes:

“You have to understand your why, you have to understand where you’re going and why, and in the end, it’s all about your ‘e-factor,’ your energy frame that you then act through.” - Kerrian Bard Fournier 

“If you come in with answers you’re missing the point. You should always be leading with those diagnostic questions…” - Kerrian Bard Fournier 

Connect with Kerrian on LinkedIn or email [email protected]. Visit https://vybrante.com to learn more about Kerrian.

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Connect with me: 

LinkedIn

Twitter

Email: [email protected]

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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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This episode of HR Data Labs is quite interesting.  It is on the new SEC Regulation S-K which mandates the disclosure of material Human Capital issues for FY 2020.  To answer that question we are welcoming back Dino Zincarini and introducing Ian Cook from Visier. 

Dino, as you may remember, is a passionate HR Technologist who works with me and Ian. He’s an advocate for the crucial role that people play in helping companies thrive. Working with Visier, Ian led the development of our market-leading solution, and now leads the overall strategy for the People Analytics business.

 Let’s dive into the new S-K Regulations and why it’s important that we learn and apply it now.

 
[00:01 - 03:42] Opening Segment

 ●      Let’s get to know Dino and Ian

●      Ian gives a bit of background on himself and today’s topic

 
[03:43 - 11:25] Summary of S-K and Why it’s Urgent 

●      Ian breaks down the why the S-K Regulation needs to be applied now 

●      What makes S-K different from standard operations for SEC requirements 

●      So what rules do we need to start following? The people element of disclosure

[11:26 - 18:01] What to Share With Internal Leaders Based on These External Disclosures

●      Ian talks about what to disclose internally to managers and why 

●      The skills we need now as HR managers and how to get them

[18:02 - 23:52] Where to Begin, Based on Submitting Material Issues for FY 2020

●      Ian talks about where to go in order to get the information needed to follow through

●      Finding the right people for balancing risk 

●      Tying HR directly to the business 

[23:53 - 27:18] Closing Segment

●      Summary of our conversation 

●      How this affects investor share price 

●      Final Words

Tweetable Quotes:

“It’s not just that you gotta work out how to follow what’s being specified, you actually have to work out what you should be disclosing to minimize your risk… there’s a lot of nuance in exactly how you disclose.” - Ian Cook

“Get stuff out of the way, get focused, get going!” - Ian Cook

“It’s time to free up the people in HR who know the data really well and then match them with people who understand people analytics, and get the party started.” - Dino Zincarini

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Visier's industry leading People Analytics tools.

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Connect with David Turetsky: 

LinkedIn

 Twitter

Email: [email protected]

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you love wha

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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Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dino Zincarini, a passionate HR Technologist with over 20 years of building products and consulting with clients in HR. Dino got his love of HR from the University of Waterloo with degrees in Economics and Computer science. So that means he’s a geek like me!

Let’s get right into this episode and learn from Dino about the roadblocks that get in the way of HR utilizing data, and what we can do to optimize the process.

[00:01 - 03:32] Opening Segment

●      Let’s get to know Dino

●      Dino gives a bit of background on today’s topic

[03:33 - 06:12] Roadblocks in the way of HR Utilizing Data 

 ●      Dino talks about what got him passionate about using data correctly 

●      Issues with the dashboard and applying the data 

[06:13 - 10:06] Why Companies Haven’t Solved the Problem, and What They Need to Do

 ●      Dino talks about understanding people data 

●      It’s our job to help people learn and apply the data 

[10:07 - 15:40] Where to Get Started as a Company

 ●      Dino talks about the kind of companies that find success 

●      How to ensure adoption is possible

●      How to partner with the business as an HR rep 

[15:41 - 18:56] Judging the Quality of HR Data

 ●      Dino talks about dealing with and embracing ambiguity 

●      Educating business users on the story of the data

●      Pattern over precision 

[18:57 - 21:08] Closing Segment

 ●      Summary of our conversation 

●      Final Words

 Tweetable Quotes:

 “If you want to get started on the journey, just get started with the tools you have… find a small engaged group of people that are willing to work with you.” - Dino Zincarini

“There’s a persistent adoption problem with the analytics across the organization but I think especially in the HR world; where just because they build it doesn’t mean that they will come.” - Dino Zincarini

Resources Mentioned:

●      Mark Berry 

Connect with Dino on LinkedIn.

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Connect with me: 

LinkedIn

 Twitter

Email: [email protected]

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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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Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dr. Dawn H Nicholson. Dr. Nicholson is a former HR practitioner, consultant and executive. Now she is a Lecturer in Business and Organisational Psychology at University of Kent, with over 28 years of organizational experience working in London in Financial and Professional services, with a passion for helping people make better choices.  

Let’s jump right into this episode and work with Dr. Nicholson to expose the lies in statistics and challenge the proper use of statistical techniques in Human Resources. 

[00:01 - 05:28] Opening Segment

●      Let’s get to know Dr. Dawn H Nicholson

●      Dr. Nicholson gives us a bit of background on her story

[05:29 - 08:53] Lies in Statistics; Properly Analysing Data 

●      Dr. Nicholson talks about the issues in HR and how significant data was used to drive decisions

●      How Dr. Nicholson went about making better decisions using meaningful statistics

[08:54 - 11:57] Causation vs. Correlation 

●       Dr. Nicholson speaks about the difference between causation and correlation and how to spot them

●      What people can do to not misunderstand the information they’re presented with 

[11:58 - 16:24] Story Telling 

●      Tips and suggestions to telling a good story around statistics and data 

●      What are they really asking for - the why behind the question

[16:25 - 18:15] Closing Segment 

●      Summary of our conversation 

●      Final Words

Tweetable Quotes: 

"Something has to change sufficiently for it to be considered a significant difference, and it is only through knowing and learning about statistics in the last six years that I understand that concept of significance.” - Dr. Dawn H Nicholson   

“Don’t be afraid to say… ‘hey, is this really about causation? Can you really tell me categorically that statistic is a causal statistic rather than, really… the relationship between greater diversity to profitability.” - Dr. Dawn H Nicholson

“Data is there to serve a purpose, but it should be questioned, it should be interrogated, and it should be challenged.” - Dr. Dawn H Nicholson

"With great data comes great responsibility." - David Turetsky

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Connect with Dr. Nicholson on LinkedIn.

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Connect with me: 

LinkedIn

Twitter

Email: [email protected]

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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

Send us a text

Welcome to the HR Data Labs Podcast, I’m your host David Turetsky. This is your one-stop-shop for everything happening in People Analytics today, with passionate industry leaders inside and outside HR. Together we are going to tackle issues with HR data and analytics as well as how to approach them in a creative way that can lead to success in whatever business you lead. 

Let’s dive right into this episode and talk about how although HR data may be inherently flawed our assumptions are critical for filling in the gaps, and using your employees to keep your data clean will ultimately provide your clients with enough trust in your analyses to keep turning to you for insights.

Opening Segment

●      Welcome to HR Data Labs Podcast 

○      Created to discuss HR insights using modern People Analytics techniques 

○      We will help you identify areas of noise, errors, and issues

○      Look forward to industry experts from multiple fields to provide their insights

●      Challenging convention 

Why HR Data is so Important

●      Why HR data matters 

○      123.6m employees as of August 2020, down from last year according to BLS

●      HR data is inherently flawed 

○      These processes were never meant to be used as measurements 

○      Art and not a science 

○      Document your assumptions 

So Who Owns the Data?

●      Employees should have access to and own their data 

●      Inherent ‘dirty data’

●      Provide a communications campaign designated for cleaning up the data

●      Lottery/drawing idea for finishing the process on time

The Flaws in the Process

●      Examples of the flaws

●      Discuss measurement 

Closing Segment

●      I summarize the topics we touched on 

○      Human Resource Data is inherently flawed but is fit for this purpose 

○      Employee data ownership is critical for an accurate representation 

○      All of these process weren’t meant to be measured but can be as an “Art not a Science”

○      The assumptions are critical for trust in your insights

Resources Mentioned: 

●      BLS

Tweetable Quotes: 

"The use of HR data needs to be thought of with kind of the ‘art and not a science’ technique. We need to think of it as a way of being able to drive insight out of HR processes… “ - David Turetsky

You can connect with me on LinkedIn and Twitter, or email me at [email protected]. This show is brought to you by Turetsky Consulting LLC, our company provides business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.  

Did you get value from the show? LEAVE A REVIEW and tell us what you think about the episode and give us suggestions around questions or topics you’d like to hear!

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