HR Happy Hour #201: Putting the Fun Into Analytics

A few weeks ago, Steve and I had the opportunity to record a HR Happy Hour episode with Mike Psenka, SVP of Workforce Solutions at Equifax and Edward Pertwee, Strategic Workforce Consultant at BT.  We had just conducted a panel discussion on how to leverage data and analytics for HR and organizational success.

Mike and Ed both shared some excellent examples, (both in the panel and in the HR Happy Hour podcast), of how, where, and to what effect data and analytics are making an impact in workforce planning, compliance, and to improve business results. There are some amazingly powerful applications for using data in a wide variety of contexts – where to locate company facilities, the effect of demographic shifts on performance, and how long commute times impact engagement and satisfaction.

Additionally, Steve defended Carmelo Anthony of the Knicks, I told Steve that the number ‘201’ should not be said as ‘two hundred and one’, and we learned that a husband should never question the strength and intensity of his wife’s labor contractions.

You can listen to the show on the show page here, and using the widget player below, (email and RSS subscribers will need to click through).

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As always, you can listen to the current and all the past shows from the archive on the show page here, on our HR Happy Hour website, and by subscribing to the show in podcast form on iTunes, or for Android devices using Stitcher Radio (or your favorite podcast app). Just search the iTunes store or your podcast app for ‘HR Happy Hour’ to add the show to your subscriptions.

This was a really fun show with some fantastic guests and I hope you enjoy listening!

Data Driven HR- HR Happy Hour #179

Recorded Tuesday, April 1, 2014  (Live from Equifax Workforce Solutions Forum 2014)

Hosts: Steve BoeseTrish McFarlane

Guests: Dann Adams, President, Equifax Workforce Solutions and Mike Psenka, Senior Vice President Workforce Analytics, Equifax Workforce Solutions

Last week Steve and I were able to attend Equifax Workforce Solutions Annual User Conference in Scottsdale, AZ. We sat down with Dann Adams and Mike Psenka to talk about some of the ways that more advanced capability and increased availability of data and analytics are changing the way HR gets done, and increasing the opportunities for HR to contribute significant business value.

Data is increasingly the ‘must have’ resource for HR leaders. It can allow the leveraging of that data and the related insights on pay, turnover, and job movement from a wide swath of industries and millions of data points in order to give organizations a better understanding of how their workforce trends stack up to their peers. It also means using data and decision support tools to ensure the organization is making the right decisions and remaining compliant with complex ACA requirements.

Equifax Workforce Solutions through their technology solutions, extensive and robust data set from which to derive insights, and the domain experience of their team are at the forefront of delivering on the promise and potential that data and analytics offer to HR leaders and organizations. On the show, Dann and Mike share a few examples and share their insights as to how HR organizations can get the most value from these data driven approaches.

You can listen to the show on the show page here or using the widget player below:

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Big Data Isn’t Necessarily “Good” Data: What You Can Do

big-dataLast week during my time at the Equifax Form 2013, I attended as many sessions as I could around data, analytics, technology, onboarding and turnover.  As I was listening to the general session on Labor Market Dynamics and the way that impacts your bottom line, I was impressed with the amount of data Equifax already has regarding competitive labor markets, voluntary and involuntary turnover by geography, benchmarking, and speed of turnover.

This made me wonder what HR leaders can do to increase the quality of data collected. Take reasons employees leave their employer, for example.  Here were a few that were shared:

  • Other opportunities
  • Personal reasons
  • Quitting without notice
  • Dissatisfied

As a HR leader, I know that if I can provide more specific reasons for employees to choose, I will have a more realistic picture of why they are not staying with the company long-term.  If you were a leader and looked at the list above, would you be able to decipher any real meaning from those reasons?

I think not.

To me, when someone leaves your company, they are firing you.  If an employee is leaving, they must be dissatisfied with some aspect(s) of your company offerings.  It could be dissatisfaction with:

  • Advancement and promotion opportunities
  • Compensation
  • Percent of increases
  • Flexibility in the work environment or schedule
  • Education and training provided
  • Healthcare benefits

If you were creating the perfect survey to measure this, you’d want to dive further into specifics on many of these items, as well as others.

Keep in mind, the more data you give yourself and your fellow leaders, the better you are equipped to make strong business decisions.  Be sure to check out Equifax for solutions to help you look at comparative benchmarks and your own data.

Equifax Workforce Solutions: Data Creating More Business Options

EquifaxLogo_320x125I attended the Equifax Forum 2013 in lovely, sunny Tampa last week.  This is my second time as an attendee and I am grateful for being able to wear not only an analyst hat, but that of a customer.

If you are not familiar specifically with Equifax workforce solutions, I steer you to their site as well as to the HR Happy Hour show.   Steve Boese and I had the opportunity to interview Dann Adams, President of  Equifax Workforce Solutions.  Dann shared insight on how they are creatively using data, with consumer consent, to help companies create creative ways to enhance credit benefits for their employees.

Be sure to check it out and share the show link.

*Thank you to Equifax for hosting me at the event.