Comments on: Removing Roadblocks to HR Analytics

By: Compensation Insider - Share the knowledge - June 2012 |

Compensation Insider - Share the knowledge - June 2012 | — Thu, 28 Jun 2012 03:21:04 +0000

[...] Martin guest posts at HR Examiner and produces a very interesting article on how to remove the roadblocks to HR Analytics. It’s time to move away from metrics and start adding value to the business through [...]

By: HRExaminer v.3.24 | HR Examiner with John Sumser

HRExaminer v.3.24 | HR Examiner with John Sumser — Fri, 22 Jun 2012 08:56:40 +0000

[...] Removing Roadblocks to HR Analytics by Cathy Missildine-Martin “In HR terms, one could say human capital analytics examine the effect of HR metrics on organizational performance. In more general terms, analytics look for patterns of similarity between metrics. ” – Cathy Missildine Read Now » Tweet About the author [...]

By: Gerrycrispin

Gerrycrispin — Fri, 15 Jun 2012 17:07:00 +0000

Great article.

One ‘analytics’ roadblock for me in the staffing side of the equation is GI=GO. This is basic to any engineer. The patterns and trends may be what we are seeking in order to make more informed decisions but these patterns are based on metrics, typically over time, which in turn are the data points that make up the measures.

In the end it is the manual or programmed) collection methodologies put in place by HR/HRIS and others that determine whether the higher-level ‘analytics’ are in fact bogus or not.

Assuming we know what to measure, It’s all about the discipline to collect the data in a timely, consistent and reliable fashion to ensure that the measures are stable and the analytical software producing a valid set of relationships one could count on.

Today, asking leaders in staffing whether they have any confidence in the data being collected about their function returns a very scary answer that deserves some serious attention before we ever get to the next stage.

By: Harold Goffeney

Harold Goffeney — Thu, 14 Jun 2012 22:55:00 +0000

Yes, I liked the article. Market share is sometimes use as an erronous strategy. If your business is on the path to profitability then don’t look at the market share analytics; Look at the profitability analytics: ROI, Yield, Investment turnover…..

If upper management is not following your thoughts. Then make it clear: quality starts at the top-with you chief-the rest of the employees will align according to the chief’s plan. Explain-quality is associated with profitability reducing cost, and listen to your customer.

Great article. Don’t worry the computer can do analytics.Objectivity is what we are after.
smiles
harold