SHRM Blog

Analytics and the Too-Oft Handoff #SHRMPeopleAnalytics

by John BaldinoOn January 15, 2020 0 comments

Retention and data. It’s a very linear relationship. The data is asked for, usually annually, by leadership so they can plan accordingly for gaps, re-training and scaling considerations. Human resources provides the data, often, and for too many HR departments, that’s it. We give the data and then exhale because our part is done. Truth be told, we might like that the tabulation of attrition is all we have to do. We don’t want more.

Now, I know. Some reading this will be a bit miffed at this assessment, but understand I...

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Changes to Workplace Law for 2020

by Emily M. Dickens, JD.On January 15, 2020 0 comments

 

Welcome to 2020. There are several new laws taking effect this year. We’ve compiled many of these changes so you can learn more about these new laws and their impact on your workplace. We will go into more detail at Advocacy@Work this spring and instruct you on using your voice to make a difference on policies such as these that impact you, your employer and the employees you serve. Additionally, next Wednesday, you can join our team for a webinar on the public policy outlook for California in 2020.

Overtime Rule

In September of 2019, DOL issued a...

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3 Things You MUST Communicate to New Hires the First Day

by Delia O'SteenOn January 15, 2020 0 comments

 

 

Picture this: Your newest employee has just wrapped up Day 1 on the job. He returns home to his family, who asks him, “Well, how was it?”.

Considering your current onboarding processes, how might this new employee respond? Was he impressed and excited? Or, did he feel confused or bored the entire day?

According to Gallup, only 10 percent of employees strongly agree that their company does a good job onboarding. This means we’re making a lot of mistakes, especially on the first day.

New employees are often made to feel...

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Data, Data Everywhere, but Not a Drop to… #SHRMPeopleAnalytics

by John BaldinoOn January 14, 2020 0 comments

 


 

The desire for data analysis and application is high amongst HR professionals. At SHRM’s first People Analytics Conference, the conversation amongst attendees has to do with this. We know that data is vital; we know that data can direct the actions and intentions of an organization. Data is gold, we believe.

Yet, what HR finds themselves stuck in is a small handful of report generation tasks. This is not data analytics and strategy. Information systems may house relevant data, but that does not mean we know what to do...

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As Young Professionals, Advocacy@Work is Our Chance to Tell Our Story and Change Public Policy

by Andrew Aragon On January 13, 2020 0 comments

I’m Andrew Aragon, the newest member of the SHRM government affairs team. I’ve lived in Washington, D.C. for nearly seven years and before joining the SHRM team, I was active on Capitol Hill working as a staffer in Congress, then at a political tech startup.

In the short time since joining SHRM, I've gained access to a vast network of seasoned professionals, met personally with members of Congress, and learned from subject matter experts from across the country. As a young professional, these opportunities are invaluable to my professional...

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A 30-Minute Commute Is All Most People Are Willing to Take

by Tim SackettOn January 9, 2020 0 comments

 

We all kind of know this fact. Once you get more than 30 minutes away from your job, no matter how you actually come into work, it starts to feel like a chore. You begin to hate the commute. Doesn’t matter if you drive, take a train, walk, etc. 30 minutes, one-way, is our max!

It’s called Marchetti’s Constant: 

Marchetti’s constant is the average time spent by a person for commuting each day, which is approximately one hour. It is named after Italian physicist Cesare Marchetti, though Marchetti himself attributed the “one hour” finding to transportation analyst and engineer Yacov Zahavi.[1] Marchetti posits that although forms...

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Using Analytics (and Creativity) to Solve Key HR Business Challenges - Highlights from an Interview with #SHRMPeopleAnalytics Speakers Dan Anderson and Rick Grant

by John BaldinoOn January 6, 2020 0 comments

 


 

“It was my understanding that there would be no math.” The infamous Chevy Chase quote (as he portrayed Gerald Ford on Saturday Night Live in 1976) is probably true for many human resources professionals when it comes to people analytics. The thought of mathematical analysis instills fear in the hearts of practitioners across the country. And yet, HR professionals need to be intimately involved with an analytical understanding of their impact, the progress of talent and the organization’s overall success, to name a few.

At this year’s...

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Learning from Leonardo - The Importance of the Rough Draft

by Ross Smith, FRSA On January 6, 2020 0 comments

 

 

Quick! Take 30 seconds to name your top five Renaissance painters.

How about the top three most famous paintings in the world?

Chances are good that you would name Leonardo da Vinci as a Master - and his Mona Lisa is arguably the most famous painting in the world.

Did you know that one of the greatest master painters spent more time on his rough draft than any of us do today?

In Florence in 1503, Leonardo da Vinci started a portrait of Madam Lisa Gheradini (Giocondo),...

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People Analytics: How to Solve Business Problems #SHRMPeopleAnalytics

by Sharlyn LaubyOn January 6, 2020 0 comments

 

 

Every business has problems they want to solve. It could be a small problem or a large one. The key to solving business problems is

  1. Gathering the right data and information
  2. Having a good approach or system for problem-solving

Unfortunately, there are times when organizations approach problem-solving from the standpoint of “Oh, I know what the problem is…” and ultimately, end up only addressing a symptom versus the real issue. I’m sure you’ve seen it too. One approach to make for better data gathering and problem-solving would be to use...

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