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How to Game the Best Company to Work For Awards

This is continued from a "Gloves Off Friday Post" by Mike West on Linkedin Pulse here:  How the Best Company Award is Wrong How The Best Companies To Work For Are Ranked. Different newspapers,...

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CHRO Guide to People Analytics - Issue 5

This continued from the CHRO Guide to People Analytics - Issue 4 What went wrong? The mistake Donna made is that she spent a disproportionate amount of time focusing on a causal relationship story...

CHRO Guide to People Analytics - Issue 4

This is continued from the CHRO Guide to People Analytics - Issue 3 HR needs data more than anyone Most of the programs HR watches over have very large budgets. Labor costs are frequently 70% or...

CHRO Guide To People Analytics - Issue 3

This is continued from the CHRO Guide To People Analytics - Issue 2 To Create a Culture of Success Those leaders who want to create a healthy organization or “culture of success”  are motivated...

CHRO Guide To People Analytics - Issue 2

This is continued from the CHRO Guide To People Analytics - Issue 1 In this guide, among other objectives, I want to show how you can discover, demonstrate and effect how people are a fundamental...

CHRO Guide To People Analytics - Issue 1

This is from the "CHRO Guide To People Analytics" Project The Goal - what is People Analytics really about?  In order to achieve success at anything it helps to be clear on what success is. What’s...

How your company is doing People Analytics poorly (even if you think you aren't doing People Analytics)

You may not think your company is yet doing People Analytics but here is one way your employer is already doing so, poorly. Employers routinely use Credit Scores to screen candidates.    “47% of...

Does People Analytics Work? #PAQA

“Half the money I spend on advertising is wasted; the trouble is, I don't know which half.” Henry Ford, Lord Lever, John Wanamaker... People often ask, “Does People Analytics work?” These are...

#1 Reason People Quit Google and What They Are Doing About It

# 1 Reason people leave google: to connect with their personal calling to change the world.  Ironically, it is also the number one reason people join Google. To be fair, I'm a data guy and I don't...

My Learning From People Analytics & The Future Of Work #PAFOW

I spent four days in San Francisco visiting People Analytics professionals and attending Al Adamsen's Talent Strategy Institute : People Analytics and Future of Work Conference.  I am deeply...

The Work of Freedom is Not Finished : People Analytics and Diversity.

January 18th, 2016  In the 53 years that has passed since Dr. Martin Luther King Jr. delivered his I Have a Dream speech America has clearly come a long way, however the work of freedom is not...

The Most Dangerous Technology in HR Today

Did you think I'd crumble? Did you think I'd lay down and die? Oh no, not I. I will survive. - Gloria Gaynor, "I will Survive". 2002, White House Station, New Jersey, Merck, Organizational...

5 Reasons HR Analytics Efforts Stall and a New Way Forward

"Life is a struggle, and then you die" So go make something of it. Work on something important and watch over these things. The 5 Reasons Most HR Analytics Efforts Stall: #1. Not having enough...

What Your HR Analytics Technology Sales Rep Doesn't Want You To Know

“This the real world, homie, school finished.   They done stole your dreams, you dunno who did it.”  Kayne West (no relation) A New People Analytics Blog Series : Gloves Off Friday!  At the...

Reasons Why I am Joining One Model

To whom it may concern,  For the last 2 years I am proud to have run my own People Analytics consulting company - PeopleAnalyst, which I like to call the first Independent People Analytics Design...

Welcome to People Analytics, Are You Sure You Want This Job?

“Men* wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness. Safe return doubtful. Honour and recognition in event of success.”   Serious question. If you...