Send us a text

HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology.  Join us as we go on this enlightening journey gathering cutting-edge insights from our guests!  

Summary:

Al Adamsen is the founder and CEO of PAFOW (People Analytics and Future of Work), a company that organizes in-person events focusing on the world of people analytics and produces a podcast, a YouTube channel, a blog, and more. Al is a globally recognized thought leader, advisor, and educator in the areas of talent strategy, workforce planning & analytics, talent measurement, and organizational change. 

In this episode, Al gives his perspectives on what he is seeing and hearing at HR Tech 2021, and talks about how he’s seen people analytics evolve over the years and even how he thinks it might continue to evolve in the years to come! 

Chapters:

[0:00 - 7:05] Introduction

• Welcome, Al Adamsen!
• Today’s Topic: The Past, Present, and Future of People Analytics

[7:06 - 20:26] How HR Has Grown and Developed to Today

• Giving managers the “why” behind their data
• Anticipating the needs of your customers

[20:26 - 29:56] Observations on the State of HR Today

• Predictive vs descriptive analytics
• The importance of carefully reviewing the data that feeds AI

[29:57 - 42:41]  Looking Forward to the Future of HR

• Getting in Front of HR Challenges
• Having Frequent, Actionable Conversations with Your Workforce

[42:41 - 44:15]  Final Thoughts & Closing

• Episode summary
• Al shares his closing thoughts

Quotes:

“If we are doing our jobs as people analytics professionals, we’re actually going to our internal customer first, identifying what they want or need, and then creating a product for that appetite.”

“What people analytics does is it creates accountability where accountability did not exist before.”

LinkedIn
PAFOW Website

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

Send us a text

Summary:

Ryan Allen is a Senior Principal Data Scientist in the Office of the Chief Data Scientist at UnitedHealth Group. His day-to-day consists of making transformational technologies, creating AI systems that revolutionize healthcare operations, and, of course, evangelizing machine learning. He’s part of a team that’s setting the vision for artificial intelligence in healthcare. 

In this episode, Ryan talks about how machine learning is helping bring people alive! 

Chapters:

[0:00 - 4:38] Introduction

• Welcome, Ryan Allen!
• Today’s Topic: Bringing people alive with machine learning

[4:39 - 10:33] Cool People-Related Trends in Machine Learning

• Having uninterrupted conversations with clients while machine learning algorithms pull up their information
• Eliminating the need to check your calendar to schedule tasks thanks to machine learning

[10:34 - 21:05] Losing the People Element in the Numbers

• How to not lose the humanity in the data
• Realizing that there might be an inherent bias in the data you’re using

[21:06 - 26:06] Bring People Alive in Machine Learning

• Explainable AI and how it can give employees a newfound voice
• Adding important context to otherwise uninformative data

[26;07 - 28:17] Final Thoughts & Closing

• Episode summary
• Ryan shares his closing thoughts

Quotes:

“Understand the process that created the data that you’re going to be using. You get a better product, and you also don’t lose the humanity in the numbers.”

“When we start modeling things like turnover rate and we're able to use explainable AI to see why it's coming up with the results, we're really giving those people a voice. We're being able to ask an entire population of employees, or patients, or whoever, what do you think about this?”

LinkedIn
Google Duplex

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

Send us a text

Summary:

Turetsky Consulting is comprised of an amazing team of consultants and experts and each of them is part of today’s very special episode! They discuss some of the latest trends trends and topics that have come up in the world of HR and people analytics. 

In this episode, David and the rest of the Turetsky Consulting team talk about people analytics topics that have been top-of-mind. 

Chapters:

[0:00 - 1:37] Introduction

• Welcome, Turetsky Consulting team!
• Today’s Topic: Trends in HR Analytics

[1:38 - 13:38] What is Talent Intelligence?

• Using talent intelligence as a point of reference and comparison. 
• Assessments as part of job applications.

[13:39 - 20:16] Artificial Intelligence in the World of HR

• AI’s role in job applications.
• When AI might not be as intelligent as a person. 

[20:17 - 28:50] How Has the Business Intelligence and Analytics Market Changed, and How Has That Affected HR?

• Business intelligence merging with business applications. 
• How to properly manage change in an organization. 

[28:51 - 31:24] Final Thoughts & Closing

• Episode summary
• The team shares its closing thoughts

Tweetable Quotes:

“I think sometimes we get too fascinated with the science and technology of it, and we forget the human component. … When I would consult clients talent management, I would always say, ‘Let’s not forget that we’re all human.’”

“If you’re only using change management to force a bunch of people to use something, I think you’re missing [the point].”

 "If we spend more time listening before we buy and build a technology; and then make sure that what we design is attuned to our users, it's better."

Turetsky Consulting Website

LinkedIn Contacts:
Turetsky Consulting LLC
Dwight Brown
Lori Craig
Karissa Harris
IBEJesus Prince
David Turetsky
Dino Zincarini

Production by The Podcast Engineer

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

Summary:

Caitlin MacGregor is the CEO and Co-founder of Plum, a robust talent assessment platform that is revolutionizing how organizations manage talent. Caitlin is passionate about helping people realize their full potential and about helping companies see beyond resumes to understand what their employees are truly capable of achieving. 

 In this episode, Caitlin talks about psychometric data, what it is, and how it can be a game-changer for companies looking to add innovative talent to their teams. 

 Chapters:

[0:00 - 3:08] Introduction

•   Welcome, Caitlin!

•   Today’s Topic: Revolutionizing How Global Enterprises Acquire and Manage Talent with Psychometric Data

[3:12 - 9:04] How Using Psychometric Data in Talent Management is Revolutionary

•   What does it mean to use psychometric data?

•   Why psychometric data drives leaders toward more objective and equitable talent decisions.

[9:04 - 21:36] Looking Beyond Resumes and Past Experiences When Hiring

•   What does a resume really say about someone?

•   How looking beyond resumes and past experiences can lead to innovative talent acquisition.

[21:36 - 29:33] How Psychometric Data Helps People Grow and Develop

•   What you can learn about yourself from your own psychometric data.

•   Why objective data is game-changing for organizations.

[29:34 - 32:20] Final Thoughts & Closing

•   Episode summary

•   Caitlin shares her closing thoughts

 Tweetable Quotes:

“You can line up a hundred people from the same school, with the same experience, and you cannot credit which of those hundred will be successful in a role versus the other. You have to look at people’s innate talents, their ability to innovate, communicate, and work well with others.” 

“We need to recognize that [talent management] is about adding objective, fair data into the process and being able to see people holistically.”

 LinkedIn
Plum.io Website
Plum Talent Assessment & Guide

Production by The Podcast Engineer

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

Zoe Switzer has been working with Jeni’s Splendid Ice Creams for over five years. Jeni founded her company with an amazing amount of bravery and entrepreneurial spirit, and now that it’s grown and spread across the nation, Zoe’s helped ensure that Jeni’s original values and vision continue to inspire each and every employee. 

In this episode, Zoe talks about her role and Jeni’s and how she’s been able to approach HR with a creative and community-driven mindset. 

Chapters:

[0:00 - 4:04] Introduction

• Welcome, Zoe!
• Today’s Topic: Combining Quantitative and Experiential Information to Best Serve Your Team

[4:05 - 14:08] Zoe’s Experience at Jeni’s

• Infusing Creativity in Everything You Do
• The Art of Problem Solving for Teams of People

[14:09 - 24:57] How Jeni’s Values Persist as the Company Grows

• Staying Connected with What Makes a Company Human
• HR Can Be Cheerleaders… And Also Many Other Things!

[24:58 - 39:09] What Gets in the Way of HR Teams Meeting Their Company’s Needs

• Asking the Right Experts to Help Solve Problems
• Building a Community

[39:10 - 41:32] Final Thoughts & Closing

• Episode Summary
• Zoe Shares her Closing Thoughts

Production by ThePodcastEngineer

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

A passionate advocate for cybersecurity, Evan Francen has been helping people learn about the importance of cybersecurity through his writing, his podcast, his YouTube channel, his public speaking engagements, and more! Cybersecurity has become a massively important aspect of running a business and yet, it’s still an afterthought of many CEOs in the world today.

In this episode, Evan talks about what you can do to strengthen your own cybersecurity at home, and why your smart devices might not be the smartest choices after all.

Chapters:
[0:00 - 4:24] Introduction
• Welcome, Evan!
• Today’s Topic: Cybersecurity At Home and In Business

[4:25 - 10:44] Key Cybersecurity Threats In the World Today
• Why HR seldom talks about cybersecurity
• Who’s responsible for cybersecurity?

[10:48 - 20:54] Raising Cybersecurity Awareness and Embedding Security-conscious Behavior
• Cybersecurity as a benefit for employees
• Why cybersecurity is (and should be) personal

[21:10 - 34:23] Simple Behaviors People Can Incorporate
• Simple Cybersecurity Measures HR Can Implement
• Simple Cybersecurity Measures You Can Take At Home

[34:37 - 38:57] Final Thoughts & Closing
• Episode Summary
• Evan Shares his Closing Thoughts

Quotes:
“You have to hold people accountable. ... 55% of CEOs in the United States today view
information security as a waste of time, and the reason why they feel that way is because
they’re not held accountable.”
“Information security is not about information, or security, as much as it is about people. Period.
People suffer when things go wrong.”

Resources:

FRSecure Website

SecurityStudio Website

S2Me Assessment

LinkedIn

Unsecurity Podcast

YouTube: Security Shit Show

FRSecure Blog

Book: UNSECURITY: Information security is failing. Breaches are

epidemic. How can we fix this broken industry?

Production by The Podcast Engineer

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

Are we in the middle of The Great Resignation?  When crises hit workers tend to stay in their jobs.  A report from the Bureau of Labor Statistics has tracked job openings, leaves, and turnover (JOLT) for the past 30 years.  When the pandemic hit we saw a historical drop in employees leaving.  Now, as the country opens we’re seeing a historically large spike in workers leaving jobs to move to other companies and careers.  Dave Weisbeck shares his views on what is happening and why companies should pay attention.

Throughout Dave’s twenty years of experience in the information management and analytics industry, he’s built development teams and grown multi-billion dollar companies. Now a chairman of the HR.com Advisory Board, he’s looking to help organizations break new ground in business intelligence and people analytics.

Chapters:
[0:00 - 4:46] Introduction
• Welcome, Dave!
• Today’s Topic: The People Challenges that Organizations Face in 2021

[4:47 - 11:48] “The Great Resignation”
• Why Do People Leave their Jobs En Masse?
• How Businesses Can Improve Employee Retention

[11:49 - 24:28] Hybrid Work & Burnout
• Tracking Time Spent vs Productivity
• Pros and Cons of Working Remotely vs In-Office

[24:29 - 33:32] Diversity, Equity, and Inclusion
• What Gets Measured Gets Managed
• Diversity Leads to Inclusion

[33:33 - 38:39] Final Thoughts & Closing
• Episode Summary
• Dave Shares his Closing Thoughts

Quotes:
“The data shows that we’re a history 30-year high in people leaving organizations, and so that’s
where I’d say the name comes from—The Great Resignation.”
“I’ve always seen it as: inclusion is a bit more of the outcome, the real prize that we’re shooting
for, but diversity is the place to get started.”

Contact:
LinkedIn:  https://www.linkedin.com/in/daveweisbeck/

Technical Production by The Podcast Engineer

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

Summary:

With people data and people analytics tools becoming more readily available, there’s a trend toward wanting a single solution that handles “all the data”. Unfortunately, this isn’t our reality quite yet. A holistic approach to people analytics can only be found when technology vendors and services players openly collaborate. This kind of synergy is what improves the lives of employees and fuels improved performance for businesses. 

Chapters:

[0:00 - 3:28] Introduction

• Welcome, Nigel Stoodley and Dino Zincarini
• Today’s Topic: On Bringing All People Data Together for Businesses

[3:29 - 16:27] Lessons from Focusing on People Analytics for the Last 3 Years

• Why People Data is Often Undervalued
• How Businesses can Avoid Skilled Worker Shortages

[16:28 - 27:33] Proving Guidance on “People Intelligence 2.0”

• Getting in Front of Business Leaders
• Digging into People Data to Find Gold

[27:34 - 32:57] Connecting All This Disparate Data

• Is a Full Stack Solution Out There?
• Finding the Right Tool for the Right Job

[32:58 - 38:20] Final Thoughts & Closing

• Episode Summary
• Nigel and Dino Share Their Closing Thoughts

Quotes:

“It actually has stunned me for years that there isn't really a strong discipline around analytics around people because increasingly, businesses are more and more about people.”

“Because HR data is not HR data—HR data is business data. And one of the problems we have is we hold on to it too tightly. … we've heard the term democratizing data, and that's just wrong. It's not about democratizing. It's [about] letting it go.”

Contact Information:

Email:  [email protected]
LinkedIn:  https://www.linkedin.com/in/stoodley/

Technical Production by The Podcast Engineer

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

“When done right, the collection, analysis, and disclosure of DEI data holds the promise of being a powerful lever for progress.” This is the belief of Siri Chilazi, a Research Fellow at the Women and Public Policy Program at Harvard Kennedy School. Her life’s work is to advance gender equality in the workplace through research translation. In other words, she does research on how companies can promote diversity, equity, and inclusion, and she brings those research insights to practitioners and organizations. 

Incredible! Dive right into this episode to learn more from Siri’s expertise about DE&I in HR Analytics.

[00:01 - 04:06] Opening Segment

• Let’s welcome and learn more about Siri Chilazi
• Today’s topic - DE&I in HR Analytics as an engine for progress

[04:07 - 09:40] What is DE&I Data

• A deeper look into each factor - Diversity, Equity, and Inclusion
• Where are the opportunities going?
• Be open about invasive data points

[09:41 - 16:07] How to Use DE&I Data to Drive Progress and Organizational Change

• Start with the data you already have 
• Find the gaps and fill them by asking questions
• The importance of prioritizing

[16:08 - 32:33] How to do DE&I Data Successfully 

• Bridge the gap between those monitoring and tracking the data
• The kind of training that needs to happen to get the balance
• How DEI fits into the overall data analytic strategy of the organization
• How to de-bias the hiring process

[32:34 - 35:18] Closing Segment

• Summary of our conversation and final points

Connect with Siri:
LinkedIn.

Learn more about Siri’s work at https://scholar.harvard.edu/sirichilazi.

Connect with David:
LinkedIn

Twitter

Email: [email protected] 

Connect with Dwight
LinkedIn

Email: [email protected]

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

As we touched on in the last episode, it may be a higher value to build your analytic software solution than it is to buy from an enterprise software vendor. Dhruv has been designing and building software for over fifteen years, and has worked with a variety of organizations across the public and private sectors (B.C. Government, Yukon Government, Change.org, Apple). In 2016, he founded Real Folk to help build the next generation of digital services across government and industry in North America.

Let’s continue on to part 2 of our conversation with Dhruv, where we’ll look at possible pitfalls, challenges, and best practices to pull value from the building process.

Start of Part 2:

[00:01 - 17:34] The Pitfalls of Building and How to Get Around Them

• Think in terms of questions - the example of employee  turnover
• The importance of building a flexible framework 
• Minimize the scope to the problem domain

[17:35 - 32:38]  Understanding the Full Value Proposition of Building vs Buying

• Addressing problems through an exploratory phase 
• All the work is meaningful and valuable 
• Don’t ignore the adoption costs
• What to keep in mind when building custom software 

[32:39 - 36:24] Closing Segment 

• Summary of the conversation
• Final thoughts 

Contact:

Email:  [email protected]
LinkedIn:  https://www.linkedin.com/in/dhruvio/

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