If HR departments want to deliver excellence, they need to set up an effective HR operating model. In this article, we’ll look at how the HR operating model evolves in a rapidly scaling company that goes from 40 to 400 employees in just three years. Looking at a specific case and how it changes over…
Harvard professor John Kotter developed what is probably the most influential model of change. However, seasoned change management professionals are often dissatisfied with the model. In this article, we will look at the pros and cons of the Kotter model. We’ll discuss why it’s become popular, where its weaknesses lie, and how HR professionals can…
Delivering fair pay and complying with pay equity legislation are two crucial deliverables for HR leaders. These goals are never easy to achieve! In this article, we look at what exactly pay equity is, why you should prioritize it, and how to address it at your organization. ContentsWhat is pay equity? What is pay fairness?The…
Data scientists get the glamour, but the success of your people analytics program depends on your HR business partners. The core analytics team can never handle all the questions that get sent their way; and so if you are serious about analytics you’ll train your HR business partners to do their part. “Wait! Wait!” Those…
What is the secret of a good HR dashboard? The right metrics? Clean data? An ability to drill down? By now we should know that those are not the secret because we’ve been trying them for years with uninspiring results. The true secret of a good dashboard is that it is composed of questions. I…
Every analytics story contains two little white lies. If you can see them, they do no harm; but the unwary will be led astray. The First Little Lie: “It was amazing” If you are giving a presentation in front of hundreds of people you want your analytics project to sound a little bit amazing. You…
Data scientists get the glamour, but the success of your people analytics program depends on your HR business partners. The core analytics team can never handle all the questions that get sent their way; and so if you are serious about analytics you’ll train your HR business partners to do their part. “Wait! Wait!” Those…
There is an uncontested belief that HR should produce dashboards. Often the ability to produce dashboards is one of the justifications for spending a lot of money on HR software. Given this belief, HR had better produce those dashboards. If you’re not doing it, well someone will be wondering what’s wrong. The problem is that…
Analytics is meant to improve decision-making, but it can also do harm. One of the most common harms is “analysis paralysis” where the organization is so busy analyzing the options that it doesn’t make a timely decision. Business leaders need to act to mitigate this risk, especially if they are investing a lot of money…