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An easy way to Implement Agile in HR Today

Right now is a prime opportunity for HR to embrace agile. Here are some easy steps and HR team can do to get immediate returns.

Agile was designed as a set of values and way to focus, not as a strict ideology. As such, a lot of tools have been developed with agile ideas.

A co-worker at my last job rolled out a new project to rethink exit interviews, and he spent 90 minutes with a large team (many of whom are highly compensated) explaining the structure of his project management. It included Jira, a kanban board, and…

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#Agile #Self Organizing Teams #Sprint #StandUps

Agile Compensation Model

Compensation is not just paying people to show up, it should be a signal to incentivize groups to work together for common goals. Organizations meet their goals when they have employees working together to achieve small tasks aligned to a larger strategy. Our compensation model should be designed to simply reinforce this idea.

Paying What Matters

The first goal of compensation is to align…

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#Agile #Compensation

Replace your CEO with A Bot

(the below thought exercise was designed by Tina Strout and John Kelly under the direction of Anna A. Tavis, Ph.D in her Human Capital Analytics and Technology masters program at New York University)

What’s the Problem?

CEOs are expensive. In the U.S., they can cost hundreds of times more than an average employee. Computing power gets cheaper ever year.

CEOs don’t listen to you, they are…

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#CEO Bot #HCAT

How HR Can Leverage the S-Curve

Do you know to leverage the S-Curve for #HR? Find out here to upgrade your program management.

S-curve analysis is used in a variety of business areas. By borrowing this tool cross-functionally, HR can better plan an organization’s program management.

Very commonly, the S-curve is used to show how a new technology is accepted by a population. Everett Rogers’s book Diffusion of Innovations discussed the theory of four main elements in the spread of ideas: the innovation itself,…

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#analytics #Clayton Christensen #Everett Rogers #Performance Management #Program Managment #S-curve

Sujith Papali, Founder of HireSeat, speaks to Compensation Science about Crowdsourcing Recruiting

How do you incentive high quality resumes from contract recruiters? Sujith Papali's company @HireSeat has some ideas.

Sujith Papali grew up in Freeport, New York, and studied economics and international relations at Boston University. For the past decade he’s worked and consulted for Wall Street financial institutions including Barclays, Bank of America, Goldman Sachs, and Merrill Lynch. HireSeat looks to match candidates to interview seats using an auction system. Contract recruiters bid money on their…

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#HireSeat #recruiting #Sanket Kulkarni #Sujith Papali

Irene Chung, co-Founder of StellarEmploy, speaks to Compensation Science about Data-Driven Recruiting in High-Turnover Markets

How do you leverage technology to recruit in high-turnover markets? Irene Chung, co-Founder of @StellarEmploy, has some ideas.

Irene Chung is the co-Founder and co-CEO of StellarEmploy, a company which delivers a data-driven tool to automate and optimize better hiring decisions. Previously, she has been an executive recruiter in the biotech, financial services, and higher education industries and has supported strategy consulting to The Bridgespan Group. She has a dual graduate degree in public policy and business from…

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#Effort Reward Imbalance #Irene Chung #recruiting #StellarEmploy

Brian Trautman, Captain of the Sailing Vessel Delos, speaks to Compensation Science about How to Run a Ship (Part 2)

Brian Trautman of @sailingsvdelos explains recruiting and managing his crew.

In our last article we spoke to Brian Trautman about his path to becoming a sailing blogger. Now we speak to him about how he manages a small business while at sea. Compensation Science: You’ve said that moving from the corporate world to sailing has “changed your DNA” and that you’ve “learned a lot about what’s important in life and I know it’s not doing the 9-5 rat race!” What perspective…

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#Brian Trautman #Interview #SV Delos

Brian Trautman, Captain of the Sailing Vessel Delos, speaks to Compensation Science about How to Run a Ship (Part 1)

We speak to Brian, the captain of @sailingsvdelos about running a small business at sea.

Brian Trautman is the owner and captain of the Sailing Vessel Delos. In part 1 of our interview with him, he speaks to us about the wide variety of jobs that led him to forge his own path to become a successful sailing blogger. In part 2, he’ll discuss what it’s like to recruit and manage a crew and succeed in an emergent industry. The Delos is a 53-foot Amel Super Maramu built in France in…

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#Brian Trautman #Interview #SV Delos

What Human Resources Should Know About Machine Learning

Human Resources has a lot to learn about Machine Learning. Here we talk through the basics.

Machine learning is a relatively new computing process that is very well suited to solve specific problems that other forms of computing struggle with. As technology advances, Human Resources needs to understand how to manage new machine learning departments and how to integrate new technologies as tools for better worker management. Since it is still a new technology, machine learning is…

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#Artificial Intelligence #Human Resources #Machine Learning #Neural Network

What Can Be Done to Improve Benefits

Balancing rewards that reflect a company culture are efficient ways to structure incentives.

Last week, we discussed why it is important to be more strategic and efficient with our benefit dollars. Next, we should focus on realigning benefits to get the most return for the investment we’re making in our employees. (more…)

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#Benefits #HR Metrics

Katie Driggs-Campbell, Research Scholar at Stanford Intelligent Systems Laboratory, speaks to Compensation Science about Machine Learning

Katie Driggs-Campbell speaks about Machine Learning and Human Resources

Katie Driggs-Campbell, Ph.D. is a Postdoctoral Research Scholar at Stanford Intelligent Systems Laboratory Department of Aeronautics and Astronautics. Her research is about developing tools for trustworthy autonomy, focusing on human-in-the-loop control applications and safe interaction for autonomous vehicles. Katie recently explained her work teaching computers to model human behavior in the…

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#Interview #Katie Driggs-Campbell #Machine Learning

The Changing World of Company-Sponsored Benefits

Benefits are one of a company's largest yearly costs. How can we judge their effectiveness?

As we better understand motivation and human behavior, we have to reevaluate standard practices. The pay-for-performance model may not return the results we expected, performance reviews are changing dramatically, and HR metrics open up information that we may not understand how to leverage in the real world. A dynamic benefits strategy helps us manage this rapidly shifting environment. (more…)

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#Benefits #HR Metrics #Performance Review

Alternative Recruiting Metrics

Recruiting data has grown faster than other HR areas. Rethink your metrics with these ideas.

Recruiting metrics help focus resources on finding and hiring the staff that will grow the organization. Reporting on the wrong metrics may make the department look better in the short term while increasing company-wide turnover in the long term (which in turn will create more work for Recruiting in the future). Understanding which metrics can lead to actionable results and how to implement…

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#analyst #analytics #Cost per hire #Human Resources #Pipeline #recruiting #Time to fill #turnover

The surprisingly complex turnover calculation

Sure you're using the turnover calculation correctly? We explain its surprising complexity.

Turnover may be the most common calculation in our field. It is simple, quick, and uses data that is easy to find. number of terminations ÷ average of employee headcount turnover However, there is a lot more you should know before trying to run this seemingly straightforward calculation. (more…)

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#attrition #Human Resources #regrettable turnover #turnover #voluntary turnover

Simple HR Regression Analysis

Start running regression analysis on HR data today without special software. Here's how.

Day 5: Running Correlations on Employee Survey Results Now that we understand our data better, we can compare two data sets to see if there is an implied relationship with the Pearson Correlation Coefficient. This process looks for the linear relationship between two variables, which means we can put in two data sets we think might be related and measure if they are moving in the same direction.…

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#analyst #analytics #Correlations #employee survey #Human Resources #Pearson Correlation #Regression Analysis

How to round HR data

Are you rounding your HR data correctly? This simple method will give you confidence.

Day 4: Understanding when to stop rounding. It is always surprising to see how many professionals add decimals to make their results look more “scientific” or “accurate.” Looking too closely at the data is as problematic as ignoring the data. For comprehensive tests on trustworthiness, we would need to get advanced degrees in statistics. As HR professionals, we can use some much easier methods…

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#analyst #analytics #HR data #Human Resources #rounding

Believe in Your HR Data

HR data can be tricky, especially free text responses. Learn how to believe in your data.

Day 3: Believing the Data. After you build calculations to test your strategy and create scenarios for the results, you can finally run the calculations. Assuming that you are running appropriate analysis correctly, the data should be considered “valid” even if they contradict what you expected to find. Even the best HR Professionals are not correct 100% of the time. The data are there to help…

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#analyst #analytics #Data #employee survey #Human Resources

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