Posts

Use Big Data to Make Big Changes

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I love when I have a conversation that reminds why I do what I do. The kind of conversation that gets your MOJO flowing. I was in Chicago this week talking Big Data for HR at a forum that was alongside the ERE conference – lots of good people, good times, and good conversations – especially on using data to help make decisions about people.

Its great to see some of the worlds largest companies trying to get a handle on data to make decisions. But its not big data usually. Its cool, revealing – but usually not big data. Combining your systems of record is not big data. Thats just transparency.

Then I had a conversation today about analyzing work product, communications and data to better understand workplace violence or data violations. Protecting intellectual property, patents, copyrights, engineering using communication tracking, data downloads, outbound communications and leaks. AWESOME.That’s why I got into this – and sometimes I forget that. I didn’t get into data to make dashboards – I did it because with evidence comes action, and with action comes change.

I get so caught up in measuring service level agreements, metrics, targets and measures across multiple systems (which is where lots of companies are btw) that I forget to push the envelope with companies on how to use big data for REALLY IMPORTANT STUFF. Here are some examples:

1 – using GPS, EDI, health, and time monitoring to know employees are operating safely
2 – tracking communications to make stealth programs stay stealthy
3 – comparing open source programming to internal programming to protect  invention
4 – using voice based analytics to know if customers are happier

Thats whats up. Thats changing business. Protecting our people, our customers, and our ideas.

Just remember that with all evidence and data the basics will come. Profits will increase, waste will reduce, and operations will be better. They will. But remember the REALLY BIG STUFF.

HR Technology Trends for 2014

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When so many thought leaders gather in one place, there is sure to be some highly insightful conversations and more importantly, some solid conclusions reached about the current climate of HR.  Industry experts recently gathered in Chicago for the SHRM Annual Conference to discuss HR technology trends, among other topics.  Their conclusions about the top 10 HR technology trends for 2014 give us a clear glimpse into what HR leaders are talking about and will continue to talk about during the coming year.

Here are a couple of those 10 top technology trends that we feel especially close to and why.

HR data is secure in the cloud. When done right, the cloud is just as secure as on-site, on premise software solutions.  Of course it is!  And we’ll even go further to say that in some cases the cloud is more secure than the on-site, on premise solutions that companies currently have.  But not everyone is as willing to except this reality.  Which is why our Pando solutions can be hosted in the cloud or live on-premise behind a firewall.

Virtualization and globalization are transforming the workplace. Remote working arrangements will force employers to be more innovative in how they use collaboration tools.  Decision making is a collaborative process.  How we collaborate with our colleagues is changing and advancing every day.  If the tools we use to collaborate aren’t really built for collaboration, then the decision making process is slow and unwieldy. Pando not only allows for collaboration, but encourages it!  Facebook, LinkedIn and Twitter are popular because people are social beings.  We have an innate need to share with others and converse.  Check out this short video to see how Pando encourages collaboration through sharing and conversation.

Cross functional innovation teams will become the norm.  HR needs to collaborate with other departments to see what’s working and apply those best practices to help achieve HR goals.  Correction, HR needs to collaborate with other departments to see what’s working and to help achieve company and business goals. No department within a company can just worry about themselves.  If sales doesn’t care what marketing does, and marketing doesn’t care what HR does and HR doesn’t care what operations does, then what kind of business decisions can really be made? Some think that they can just float along with an analytics tool that allows them to see their HR data and that’s it.  We believe in integrating HR data with sales, marketing, operations and other data so everyone can see the whole picture.

Cloud and business process outsourcing support business goals by reducing infrastructure costs while freeing up HR resources for strategic innovation.  Some people feel productive sitting in front of an excel spreadsheet and spending hours typing in calculations and entering data. But that is not productive.  Productive is making data-based business decisions that move the company forward.  When you have a tool, like Pando, that automatically pulls in the data from disparate systems, you can get real work done.

Mobile tools become even more prevalent. Anywhere, anytime access to information speeds up recruiting, boosts productivity,  and increases efficiencies that benefit not just employees but suppliers  and customers.  And that’s why we make sure all our solutions are available on any mobile platform.  There’s just something so cool about analyzing metrics and data on an iPad. And that’s why we love it!

HR needs to harness and analyze Big Data for business performance results. HR leaders need to do this and do it soon.  But they also have to be careful about rushing in and not fully understanding which metrics they should be using and what data questions they should be asking.  It’s more than just purchasing analytics tools and plugging in.  Companies need partners in ventures like this.  Otherwise, it can turn out to be a complete waste of time.

Global, standardized definitions for HR terminology, metrics, data models, and systems will emerge as technology unites HR professionals worldwide.  We strongly believe in having international standards for HR.  Our work on the ANSI HR Standards committee is devoted to establishing professional HR standards.  To further the adoption, comparison and benchmarking capabilities of the ANSI Cost Per Hire standard we have created a central data-set where companies can submit their demographics and CPH data and compare with other companies.  Check it out here.

When HR leaders can prove how their processes directly affect business outcomes, they’ll get the recognition they deserve and be able to contribute to the important data-based business decisions.

For the full list of the Top 10 HR Technology Trends of 2014, click here.

Big Data Summit at Recruiting Trends 2013

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It’s official, Recruiting Trends Conference 2013 has added a Big Data Summit as part of their agenda and we’re going to be part of it! The conference runs from October 22nd to the 25th in Las Vegas.  The Big Data Summit will take place on the 22nd.

We look forward to sharing our thoughts and expertise with recruiters, sourcers, talent acquisition managers, and other HR and recruiting professionals about how big data can help find, attract, and retain job candidates.

Our Pando tools have helped us show many people how straightforward it should be to use big data to make data driven business decisions.

To read more about the Recruiting Trends Conference and the Big Data Summit click here.

To explore how you can use Pando to improve your data visibility visit us here.

Dehumanizing Human Resources:Economist Video

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Here’s a great, succinct interview between Tom Standage, digital editor of The Economist and Ken Cukier, The Economist’s data editor.  Ken does a nice job of explaining how big data can affect a company’s hiring process.  Check out the interview here.

As companies warm to the idea that big data for HR and talent can have a great impact on their business outcomes, we’re looking to help them bridge the gap with Pando.  Our business intelligence platform’s data visibility tools along with our Advisory’s expertise regarding which data should be examined and exposed makes for a very powerful combination for any head of HR.  It’s time for HR to not only have a seat at the executive table, but to show up laden with evidence of how important managing talent and processes can be.

What about Talent Mgmt and Development with Data?

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The last two days I have been meeting with heads of talent mgmt and development from over 60 companies. Straight up – TM and TD has its work cut out for itself in data.

There are not systems of record that record daily or weekly activity in relation to leadership, competencies, succession planning, or development. Not that the PMS, engagement survey, LMS, or other systems can’t handle being engaged regularly – they just aren’t:
Engagement survey – 1x per year
Performance reviews – 2x per year
LMS review – sporadic but maybe 4x
Competency review – 1x a year – maybe

So for the last 48 hours its been about how do you track if management is exhibiting training, is leadership getting better, or if people learning.

Well folks…you could start using your systems more than once a year. Break up the engagement survey into groups, do reviews more, track learning weekly rather than monthly – but I know the politics and resource behind that maybe a hot mess.

It’s time to get the data from the business. Mfg quality data, sales, customer service, market share, impromptu feedback, and supplier / vendor feedback from the business. Those areas are being tracked more regularly and you can start analyzing if business outcomes are moving and if HR processes are directly linked to those outcomes. If leaders are able to increase output, start investigating if they are using different engagement and mgmt methods, and where did they get it from.

You could do text based analytics of work product, emails, messaging, CRMs and so on to see if culture or communication is shifting – but that’s a double diamond ski slope – in Colorado. Don’t break your neck. We can ski that slope – but hopefully you can make it down :)

It may be better to have an approach that allows for a higher frequency of data enables trending earlier. If you want to see if you are engaging more or if people are learning or executing better – ask more often, assess more often, and check the every day data. That’s the short answer.

The most logical answer is usually the right one – if you want to know if you are engaging people better within a 12 month time frame, not sure you should do the engagement survey only once a year.