Explore every episode of the podcast HR Data Labs
| Title | Pub. Date | Duration | |
|---|---|---|---|
| Suzanne Wertheim, PhD - Why Inclusive Language is Strategic and Effective in Business | 12 Sep 2024 | 00:49:25 | |
Summary: Suzanne Wertheim, Ph.D. is a researcher, consultant, and educator of strategic and effective language in business. She’s talked at conferences, annual events, and leadership summits about the why’s, the how’s, and the power of adopting inclusive language. She’s also the author of The Inclusive Language Field Guide. In this episode, Suzanne talks about addressing fears surrounding poor communication; how context affects what might be considered acceptable (or offensive) language; and how we can strive for inclusive language without falling victim to politically-motivated narratives. Chapters: [0:00 - 6:01] Introduction
[6:02 - 17:53] Suzanne’s response to people’s worries about poor communication
[17:54 - 33:03] How does context influence how you should communicate?
[33:04 - 47:49] How do recent political events affect how we communicate?
[47:50 - 49:25] Closing
Quotes: “[One] principle of inclusive language is ‘show respect.’ . . . and showing respect for some people shows up differently than showing respect for other people.” “Language skills build up slowly over time . . . it just takes time to get to that pattern recognition and get enough data into your brain.” The Inclusive Language Field Guide
To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Mark Scherer, PhD - How To Improve Your Emotional Intelligence and Why You Should | 05 Sep 2024 | 00:45:46 | |
Summary: Mark Scherer, PhD had been a life-long entrepreneur until a severe accident motivated him to pivot to coaching. In 2018, Mark founded Encompass Life, a professional training and coaching company, and developed Quantum Leap Technique™ coaching. In this episode, Mark talks about the problems we face when we don’t work on our emotional intelligence; the processes we can use to gain control over and improve our emotional intelligence; and how improving our emotional intelligence can positively impact all aspects of life. Chapters: [0:00 - 5:49] Introduction
[5:50 - 18:23] What is the problem?
[18:24 - 30:27] How to gain more control over your own emotional intelligence
[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of life
[42:12 - 45:45] Final Thoughts & Closing
Quotes: “To really have the life you love, you gotta find what limits you the most is also what you hate the most about yourself and what you defend the most.” “What people fear the most is giving up their excuses—they fear giving up their identity. Who would you be if you didn’t have that fear?” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| NYCA Spring Panel - Tackling the New Complexities of Compensation Planning | 27 Jun 2024 | 01:03:28 | |
Summary: This episode is a recording of panel discussion that took place during the recent NYCA event in which Sean Luitjens, General Manager of total rewards analytics at Visier, Jackie Rubin, Associate Director of talent and rewards at Willis Towers Watson, and K.C. Weinraub, VP of total rewards at eHealth, answer questions posed by our very own David Turetsky. In this episode, Sean, Jackie, and KC talk about the past, present, and future world of pay and tackling the new complexities of compensation planning. Chapters: [0:00 - 9:46] Introduction
[9:47 - 17:30] In what surprising ways does pay affect compensation planning?
[17:31 - 36:01] What pay decision issues are we anticipating for the rest of 2024?
[36:02 - 49:39] Predicting for changes in compensation planning in 2025
[49:40 - 62:36] BONUS: What scares you about the future of pay?
[62:37 - 63:28] Closing
Quotes “We have to train our managers and our leaders on how to talk about [compensation plans] to the populations within our organizations.” “I think compensation planning will become more cyclical—three or four times a year. . . . I think that will help with the employee experience and with the manager experience.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jessica Miller-Merrell - SHRM 2022 Series - What CHROs Are Dealing With Today | 08 Sep 2022 | 00:15:47 | |
Summary: Jessica Miller-Merrell is an HR practitioner turned entrepreneur and the founder of Workology, a two-time Forbes recognized human resources, workplace, and recruiting resource established in 2005. Workology reaches 800,000 HR practitioners every single month and strives to help them elevate their businesses. Jessica is also the host of the Workology Podcast, which recently published its CHRO series. In this episode, Jessica talks about her new HR Benchmark Survey and how it’s going to help shed some light on what CHROs are dealing with today. Chapters: [0:00 -3:31] Introduction •Welcome, Jessica! •Today’s Topic: What are CHROs Dealing with Today? [3:32 -8:56] Why build a CHRO survey and where would people get this data previously? •How Jessica’s interviews with CHROs highlighted a need for more data •How do small and medium sized businesses (SMBs) differ from others? [8:57 -15:09] What is the goal of the CHRO survey? •Quarterly updates and information trends •Pushing wider acceptance and use of data analytics in HR [15:10 -15:47] Closing •Thanks for listening! Quotes: “I started doing the interviews and to date we've had over 50 interviews with heads of HR, but I was finding that it was just anecdotal [conversations]. . . . So we launched what we called the HR Benchmark Survey.” “Innovation is everything. The more diversity we have in terms of people we bring into the profession of human resources, I think the better it is for everyone because we're dreaming up new things.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Lenna Turner and David Turetsky - SHRM 2022 Series - The Plunkett Pay Equity Framework | 01 Sep 2022 | 00:58:33 | |
Summary: This past June, at SHRM22, our very own Lenna Turner, Director of Diversity, Equity, and Inclusion at Salary.com, and David Turetsky had the opportunity to host a session on pay equity while presenting an overview of the Plunkett Pay Equity Framework. Lenna and David begin by addressing the importance of pay equity today and then lay out the six steps to achieving pay equity in your organization. In this episode, Lenna and David talk about pay equity and how to achieve it. Chapters: [0:00 -4:30] Introduction •This episode was recorded live at SHRM22! •A New Perspective: Pay Equity and How to Achieve It [4:31 -15:56] Why is pay equity important today? •It’s the right thing to do! •Pay equity legislation [15:57 -42:33] What is pay equity and the 6 steps to achieving it •Mandate pay equity •Group comparable jobs •Model internal equity •Benchmark external competitiveness •Communicate transparently •Update continuously [42:34 -58:33] Final Thoughts & Closing •Use these 6 steps to get ahead of the pay equity curve •Thanks for listening! Quotes: “The first and critical step [to pay equity]. . . is working with your senior leaders and the board of directors to make sure that it is mandated by them, and it's therefore important.” “This method . . . sets you up to, first of all, get that mandate because now you have a process that you can translate into an action plan that your CEO and your board can actually support and approve and fund.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Carlee Wolfe - Change Management: Starting Simply | 25 Aug 2022 | 00:33:10 | |
Summary: Carlee Wolfe is an insightful people and culture business partner with deep, rich experience accelerating change, transforming cultures, and elevating performance to achieve business objectives in multiple industries. She has spent her career exploring her passion for inclusion, organizational development, leadership, change, and capability development. Most recently, Carlee served in transformative leadership roles at major brands such as Under Armor and Hyatt Hotels. In this episode, Carlee talks about ways that we can simplify change management and how we measure it. Chapters: [0:00 -5:51] Introduction •Welcome, Carlee! •Today’s Topic: Simplifying Change Management [5:52 -12:33] The importance of change management •Measuring the success of change in simple ways •Maintaining a focus on the “why” and the “how” [12:34 -24:55] How has Carlee evolved her changes measures over the years? •It all comes down to information, support, and encouragement •Making sure people are still participating in the change •The role leadership plays in checking in on people going through change [24:56 -30:59] Carlee’s favorite way of measuring change •Making a before/after comparison •Gathering new, relevant insights [31:00 -33:10] Final Thoughts & Closing •Recognizing the difference between data and insights •Thanks for listening! Quotes: “Information, support, and encouragement . . . If you're doing these three things as a leader, you're going to have better success in facilitating your transformation than you would have if not thinking about them at all.” “There's data and there's also insight. And I think we spend a lot of time talking about, ‘how do we get insights that are gonna matter?’ I think those insights can be reported in meaningful ways, right? . . . So I would just encourage folks to continue to find those insights. And when you're stuck, [ask yourself], ‘what's the most simple thing that we can go after today to at least get some of those insights?’” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Nadia Clifford - Issues and Pitfalls with Managing Complex Technology Initiatives | 18 Aug 2022 | 00:26:41 | |
Summary: Nadia Clifford is passionate about transforming and reinventing complex technology organizations through efficient processes and collaboration. Her entire career she’s been at the forefront of digital transformations, even before this term existed. Her penchant for taking on new challenges has propelled her into different industries throughout the years (e.g., biotech, HR & payroll, retail, media, financial services, crypto, and banking). She has also worked in a range of roles, like Java software engineer, analyst, Scrum Master, and Product Owner to name a few. It’s that range of experience that makes her an effective technology leader and coach. In this episode, Nadia talks about the biggest pitfalls that people run into when managing complex technology initiatives, including product management in HR technology. Chapters: [0:00 -6:10] Introduction •Welcome, Nadia! •Today’s Topic: Issues and pitfalls with managing complex technology initiatives [6:11 -11:06] Lack of Vision: Creating a solution for an unidentified problem •Who is running into the problem? Why are you trying to solve it? •Not delivering on the intended value because resources are stretched too thin [11:07 -15:39] Everything is a #1 priority •Learning to say “no” or “not now” •How deliverables and feedback can inform, or possibly even change, the vision [15:40 -24:53] Lack of communication and/or buy-in •Get buy-in by letting people experience the problem you’re trying to solve •Balancing frequent communication with work-life •Has remote work has affected how people work together? [24:54 -26:41] Final Thoughts & Closing •Getting feedback sooner than later is critical to complex technologies’ success •Thanks for listening! Quotes: “Prioritization is not just saying ‘yes’, . . . it's also saying ‘no’ to everything else. And it takes a lot of guts to say ‘no’.” “If a product manager really wants their stakeholders or their development teams to hear their message, they need to use every possible communication channel.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| David Turetsky and Dwight Brown - ADP Pro Series 2022 - Lessons for HR from Medical Quality Analytics | 11 Aug 2022 | 00:25:56 | |
Summary: While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about Dwight’s past experience at Mayo Clinic working with quality analytics. This episode is a bit of a case study in process automation and how it can, in some cases, save lives. Chapters: [0:00 -2:23] Introduction •Today’s Topic: Process Automation [2:24 -11:31] Examining processes and recognizing what can be automated •Manual processes can be time consuming and can use up valuable resources •The importance of investing in change management [11:32 -18:29] Examples of business processes that could benefit from automation •How we can improve personnel action forms •Small changes and incremental improvement [18:30 -24:45] Tackling small process changes in HR •Job tables •Performance management [24:46 -25:56] Final Thoughts & Closing •Thanks for listening! Quotes: “One of the big barriers that we had to get past was people letting go of their processes.” “I think if organizations could move [toward automating their performance management processes], their ability to do performance management, both proactive and reactive performance management, is enhanced.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Kevin Campbell - Program Measurement and Evaluation: Lean Times Ahead for HR | 04 Aug 2022 | 00:36:37 | |
Summary: Kevin Campbell, employee experience scientist with Qualtrics, is back again for another fascinating discussion with David and Dwight! Kevin creates and implements plans for strategic positioning with company executives and high-level leaders with the goal of improving the employee experience. Prior to his current role at Qualtrics, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about program evaluation and program effectiveness. Chapters: [0:00 -4:31] Introduction •Welcome, Kevin! •Today’s Topic: Program Evaluation and Program Effectiveness [4:32 -12:58] How current HR program spending trends came to be •The importance of measure outcomes and not only completion •Recognizing what needs to be accomplished with a program [12:59 -25:31] How can we improve surveys for better qualitative data? •Daily surveys that we take as consumers vs surveys that we take at work •Lessons that HR can learn from the customer experience department [25:32 -35:03] How can we harness unstructured data to measure the employee experience? •Employees sharing their experience outside of work and on social media •The importance of truly randomized, AB testing [35:04 -36:37] Final Thoughts & Closing •If you organization needs to make cuts to HR, better it be your program than you •Thanks for listening! Quotes: “A lot of work done in humanitarian aid, as an example, [has] flaws around measuring whether or not the food or supplies was delivered . . . rather than measuring the true outcome, which is whether or not people go to bed hungry. When you fail to measure the true outcome and you only measure the widgets produced or the bags of rice delivered, you could be having things where there's an unequal distribution of those supplies that you're offering, or it ends up benefiting only some families more than others.” “One of the problems with the traditional survey is that you're already defining the universe of responses and questions. . . . So those unknown unknowns aren't even in your field of awareness.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| David Turetsky and Dwight Brown - ADP Pro Series 2022 - Compensation Benchmarking | 28 Jul 2022 | 00:19:30 | |
Summary: While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about compensation benchmarking in hopes of demystifying it and breaking down how it works. They list some of the beneficial aspects of benchmarking and other areas that present opportunities for improvement. Chapters: [0:00 -3:20] Introduction •Today’s Topic: Compensation benchmarking [3:21 -8:48] How companies can use compensation benchmarking to learn more about their workforce •Large data sets are readily available •How technology has enabled us to have more confidence in the data we use [8:49 -17:31] Where are the opportunities to improve compensation benchmarking? •Training HR employees on the ins and outs of the compensation process •The importance of understating the surveys that you’re using •How job descriptions (or the lack thereof) can impact the results of a benchmarking project [17:32 -19:29] Summary & Closing •Seek out help from experts for benchmarking projects •Thanks for listening! Quotes: “I can take two different surveys looking at the same industry and I can get vastly different results. . . . I see people come in using one survey and I think they don't necessarily know what the positives and pitfalls of that particular survey are.” “Anybody who tries to make matching and survey processes into science experiments—they fail. . . . You can know who the participants are, and the person could have done a really good job matching, but they could have excluded a bunch of people because [of whatever reason]. . .. [I’m] not trying to say they did anything nefarious, but it just happens.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jeremy Feinstein and Kevin Plunkett - WorldatWork 2022 Series - The Past, Present, and Future of Compensation Surveys | 21 Jul 2022 | 00:22:24 | |
Summary: Jeremy Feinstein is the managing director at Empsight International, LLC, a Human Resource consulting firm that specializes in compensation consulting and helps companies make strategic decisions involving their employees. Jeremy primarily focuses on conducting compensation surveys in niche markets, both domestically and internationally. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Jeremy about the future of surveys. Chapters: [0:00 -2:36] Introduction •Welcome, Jeremy and Kevin! •Today’s Topic: What is the future of surveys? [2:37 -9:27] Jeremy’s perspective on surveys of the past •The challenges of surveying companies •How new job roles and titles have changed the makeup of compensation [9:28 -13:14] How today’s surveys are created and used •Using custom data science software to recognize errors and problems in data •Why matching as much data as possible yields to more robust results [13:15 -21:43] The future of compensation surveys and data •Capturing total compensation in surveys •Leveraging AI to draw meaningful information from raw data [21:44 -22:24] Final Thoughts & Closing •Thanks for listening! Quotes: “The AI-modeled data and the crowdsource data are very useful for an individual just to understand what their value is when they're negotiating a compensation package with an employer is very valuable . . . I think there's always gonna be a role for salary surveys and the more they can automate it, the better.” “We're gonna have to go beyond just compensation and look at the total rewards package. Just drawing intelligence from all the different compensation data and deriving more analytics from it and providing data for decisions, more than just the raw data itself.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Marc McBrearty and Kevin Plunkett - WorldatWork 2022 Series - Marc McBrearty and Kevin Plunkett - Compensation Surveys: Past, Present and Future | 14 Jul 2022 | 00:39:20 | |
Summary: Marc McBrearty is the North American Practice Leader, Rewards Data & Software at Willis Towers Watson. His years working in the financial services industry helped him hone his skills in HR consulting, executive pay, broad-based employee compensation, and compensation software. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Marc about the past, present, and future of surveys. Chapters: •Welcome, Marc and Kevin! •Today’s Topic: The Past, Present, and Future of Surveys
•Why surveys now last only weeks when they used to last months •HR needs more, good data to be part of the conversations that drive business
•What defines “good data”? •There’s validity in having multiple data sources •How pay transparency affects all parties involved in recruitment
•The importance of vendor-client partnerships for good, realtime data •The differences in needs and use cases for realtime data •Final Thoughts & Closing •Thanks for listening!
“That's where I see big improvements coming in the next three to five years: artificial intelligence; data science.” “I wonder: when somebody says, 'I want realtime data,' do they really want realtime data for their entire population, or do they want realtime data for data scientists?” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Belinda Roberts - WorldatWork 2022 Series - The Future of Compensation Data | 30 Jun 2022 | 00:25:59 | |
Belinda Roberts is the North America Survey Products Leader at Mercer. She’s passionate about HR and has some experience-backed insights into compensation data, it’s current state, and where it’s heading. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Belinda about the future of compensation data. • Welcome, Belinda and Kevin! • Today’s Topic: The Future of Compensation Data [2:17 - 9:02] Survey data: its history and where is stands currently • Acquisition of survey data is still a very high friction process • Why realtime feedback was a significant innovation
• When certain data sources/sets benefit specific types of companies and employees • How pay transparency has evolved over the years
• Will we see a pivot toward skills-based pay? • Personalized pay and rewards for employees based on their needs
•Thanks for listening!
“We need to question what competitiveness is. I think base salary is kind of table stakes, right? It's all [about] the other stuff that factors into how competitive is your job that you are trying to hire or retain people in.” “You mentioned pay transparency before— it's that transparency of the philosophy around how organizations pay. I think a lot of employees don't believe that their comp teams really know what they're doing, and I think that's because they just haven't been transparent.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jonathan Whistman - How to Use AI to Improve Recruitment | 20 Jun 2024 | 00:45:26 | |
Summary: Jonathan Whistman is the author of The Sales Boss and current CEO of WhoHire, an AI-powered talent intelligent platform for the trades. In this episode, Jonathan talks about problems with current recruitment processes, how AI integration can fix those problems, and why leaders and managers may need to reframe how they think of AI in the workplace. Chapters: [0:00 - 6:08] Introduction
[6:09 - 11:29] What’s wrong with the current recruitment process?
[11:30 - 23:31] Will HR’s implementation of AI eliminate the need of HR practitioners?
[23:32 - 43:47] Do leaders and managers need to reframe how they think about AI nowadays?
[43:48 - 45:26] Closing
Quotes “When you’re looking at your hiring process, look at it as a two-sided coin where you really want to give as much control [as possible] to the applicant.” “I think in the future we’ll have a life concierge that is an AI that knows us more intimately than we know ourselves and can proactively go out and find opportunities that we’re uniquely suited for. ” Real-time Job Postings Salary Data
To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| David Turetsky - WorldatWork 2022 Series - Talent Intelligence: The Evolution of People Analytics | 23 Jun 2022 | 01:03:29 | |
Summary: David Turetsky is a passionate speaker and at this year’s WorldatWork ’22 conference, he gave a presentation titled, Talent Intelligence: The Evolution of People Analytics. For the first time in HR Data Labs history, we’re showcasing a presentation that was given at a major conference! As you’ll hear, the audience thoroughly enjoyed it, and we want to know your thoughts too. Consider giving us some feedback on our website because we would love to hear from you. In this episode, David talks about the evolution of people analytics.
[0:00 - 1:41] Introduction
[1:42 - 15:54] How do we make decisions?
[15:55 - 39:54] What is People Analytics?
[39:55 - 60:36] What is Talent Intelligence?
[60:37 - 63:29] Q&A and Closing
Quotes: “At the end of the day, what do I want to do for my managers? I don't want them to fail, I want them to make better decisions.” “Ask better questions. You have the data; you have the capability; it's there. You will deliver better insights, and you will hopefully get better decisions made.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Garry Straker - WorldatWork 2022 Series - Pay Equity Strategies | 16 Jun 2022 | 00:13:29 | |
Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry’s focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of WorldatWork and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the WorldatWork Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry Straker talks about sourcing and working with good sets of data. •Welcome, Garry! •Today’s Topic: Sourcing and working with good data. [1:32 -6:58] What are the biggest issues with getting good data for pay equity analyses •Data is often incomplete •Incomplete data should not prevent organizations from doing pay equity analyses [6:59 -12:51] What are your thoughts on privacy laws concerning an organization’s people data? •Why this may be just the beginning •What to do with an employee that may choose to opt out of HR processes •Helping employees understand how their data is being used [12:52 -13:29] Final Thoughts & Closing •Thanks for listening! “I think US companies, and I think employers generally, are probably going to have to start helping employees understand how they're using their data.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Dino Zincarini - ADP Pro Series 2022 - Compensation Strategies in a Turbulent World | 09 Jun 2022 | 00:17:53 | |
While on the road at the ADP Pro Summit, David sits down with colleague Dino Zincarini to talk about compensation strategies, how they’re being challenged, and how some companies are navigating the necessary change. In this episode, Dino talks about compensation trends and insights from his latest projects. •Welcome, Dino! •Today’s Topic: Compensation strategy and trends [1:50 -12:06] Are current compensation strategies working? •How working from home affects compensation strategies •Will pay transparency be affected by compensation policy changes? [12:18 -16:19] Practical first steps for revamping compensation strategies •Begin by understanding your compensation strategy •Review your people data [16:28 -17:53] Final Thoughts & Closing •Embrace challenges and opportunities •Thanks for listening! Quotes: “In particular, what's been interesting to me, looking for bigger trends, has been that the entire comp strategy is starting to be questioned. And that's a much bigger question that people haven't really been prepared to ask.” “HR has opportunities everywhere there's challenges. These are also exciting opportunities for us. Data cleansing is an opportunity to elevate the value of the information we curate. Compensation disruption is an opportunity to elevate our value in leading a change in an area that would otherwise hurt a company. These are all opportunities to really show why we're here and the value we provide.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| David Turetsky and Dwight Brown - Season 3 Recap | 02 Jun 2022 | 00:31:11 | |
Summary: As Season 3 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They also throw out some predictions for the future of HR.
[0:00 - 5:05] Introduction
[5:06 - 17:09] Looking back at Season 3
[17:10 - 21:31] Looking forward to Season 4
[21:32 - 27:49] Carnac David and Carnac Dwight make predictions for the world of HR data analytics and technology
[27:50 - 31:11] Final Thoughts & Closing
Quotes: “What is amazing to me is the fact that we're moving from a mindset of HR being company driven to HR and companies being employee-driven.” “I do think that even with a softening of the labor market, we're never going to see it flipped back to things not being employee-driven. And we got to keep our eye on the ball of keeping things employee-driven.” Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more. To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Tim Freestone - Finding Data Analytics Talent | 26 May 2022 | 00:29:52 | |
Summary: Tim Freestone starting out initially as a financial analyst in a large smash repairs, believe it or not, but has since spent his career in analytics. He left the world of forecasting balance sheets & income statements to progress into commercial analytics and then eventually into data analytics, where he lead an analytics team in a travel tech company. Through his career Tim has gotten great firsthand experience in being both a candidate and a hiring manager in analytics. It’s this direct exposure to the myriad of issues in analytics hiring that led Tim to found Alooba, a skills assessment platform for data literacy, analytics, and data science. Alooba’s vision is to create a world where everyone can get the job they deserve. This is a world (we can all agree) far from the one we live in right now. Chapters: [0:00 - 4:13] Introduction
[4:14 - 11:15] Resumes and CV’s
[11:16 - 17:52] Interviews
[17:53 - 26:34] Sourcing
[26:35 - 29:52] Final Thoughts & Closing
Quotes: “We need to get to a point where we have a much more fair, objective way of making [hiring] decisions. I think in general, that's one of the big issues with hiring is even though it's such an important decision, people rely so much on their gut and intuition and heuristics, whereas really we need to make it a much more rational, objective decision.” “It's all about collecting the best data at each step—if that's the application step, the interview step, the testing step—and making the decisions based on that data. A rational objective decision, rather than the pure gut-feel intuition approach.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Adriana DiNenno - Collaboration in HR Technology for You and Your Network’s Advantage | 19 May 2022 | 00:33:46 | |
Summary: Adriana DiNenno is a product manager for Infor People Solutions and has been with the company for 13 years. Day-to-day, she is a jack of all trades, working on a variety of applications within the HR Talent suite from Core HR to Health & Safety to Employee Relations. About a year ago, Adriana founded a group at Infor called the “Infor People Wellbeing”. It’s an employee resource group that focuses on all dimensions of an employee’s wellbeing, from the mental to physical to emotional, etc. The group strives to create a safe environment at work. Adriana is also the co-chair of “Infor People Wellbeing”. In this episode, Adriana talks about how collaboration in HR technology can be an advantage for you and your network. Chapters: [0:00 - 4:51] Introduction
[4:52 - 18:10] Helping others in the workforce
[18:11 - 23:04] Behavioral assessments for collaborations
[23:05 - 32:08] How teams and teamwork apply to HR and HR technology
[32:09 - 33:46] Final Thoughts & Closing
Quotes: “You may not understand that this recruiter has gotten thousands of applicants and why are you getting screened out so quickly? . . . That's not transparent to someone who doesn't see the behind the scenes in HR technology. Collaboration is really important [because] you can figure out what you can do to better yourself, take training, up-skill, network…” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Greg Miller - Socially Responsible Automation: Implementing a People First Strategy for Social Equity | 12 May 2022 | 00:31:08 | |
Summary: Greg Miller’s career has been focused on one of his greatest passions—tackling significant socioeconomic challenges like the digital skills gap. After starting his career at Oracle, Greg worked in senior leadership roles at leading tech companies such as PeopleSoft and, most recently, SAP where he was Chief Operating Officer. After his tenure at SAP, he raised social venture capital to enable youth STEM innovation and grow the next generation of digital skills in Australia. In 2017, Greg co-founded Faethm—an AI-powered SaaS platform that provides organizations with information on how automation will impact every job. In September 2021, Faethm was acquired by British workforce education giant, Pearson, and Greg became the SVP Customer, Workforce Skills at Pearson. In this episode, Greg talks about socially responsible automation and how implementing a people-first strategy can protect social equity in the age of AI. Chapters: [0:00 - 5:32] Introduction
[5:33 - 8:18] What is socially responsible automation?
[8:19 - 21:09] How do emerging technologies disproportionately impact certain workers and job roles?
[21:10 - 27:00] How can HR help business leaders make more socially responsible decision when tasked with introducing new technologies?
[27:01 - 31:08] Final Thoughts & Closing
Quotes: “If I'm going to build a strategy that's socially responsible when it comes to automation . . . I want to understand what the impact on my people will be. And if I know that, then I can organize myself to say, well, over that two or three year horizon of implementing this big digital transformation, rather than firing those people impacted by these technologies, using that as my cost savings, and displacing these workers, I’m gonna actually say, I have a bunch of future jobs that I need to add to my organization.” “I had the chief caregiver officer, the head of HR for a Cleveland clinic say to me, well, my number one objective is to grow revenues . . . I need to open up more centers. Well to do that, I need more nurses. How do I get more nurses when kids aren't getting their nursing credentials anymore? I need to bring in technology to augment nurses and make nurses to the power of two—then I can grow revenue.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Garry Straker - The Pay Equity Landscape | 05 May 2022 | 00:28:59 | |
Summary: Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of World at Work and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the World at Work Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry talks about pay equity, how it’s changed over the years, and how it continues to influence compensation practices across industries. Chapters: [0:00 - 4:11] Introduction
[4:12 - 8:29] What is pay equity?
[8:30 - 18:50] How has the focus on pay equity changed compensation practices?
[18:51 - 26:33] What trends are you seeing in the workplace that are related to pay equity?
[26:44 - 28:59] Final Thoughts & Closing
Quotes: “I think pay equity, in terms of how we define, it has evolved and changed particularly in recent years and as a result of many different factors. But today when we talk about pay equity, we're really talking about a general sense of fairness in the workplace.” “For a lot of organizations, I think it's going to be incremental steps. There's a lot of housekeeping and analysis that needs to be done around pay equity . . . and the integrity of your data is just going to be critical.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Kevin Campbell - How We Measure Employee Experience to Drive Customer Outcomes | 28 Apr 2022 | 00:39:09 | |
Summary: Kevin helps organizations acquire, develop, and retain their most valuable asset: their people. He also helps people manage an aspect of their lives that plays a key role in their happiness: their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Prior to founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about how we measure employee experience to drive customer outcomes.
[0:00 - 6:43] Introduction
[6:44 - 13:23] What is an Employee Experience Scientist?
[13:24 - 27:10] What are the first steps to connecting EX data to business and customer outcomes?
[27:11 - 36:14] What’s been learned form connecting EX data to customers?
[36:15 - 39:09] Final Thoughts & Closing
Quotes: “A lot of times when we're trying to close experience gaps, we try to do it by improving the experience itself, which is absolutely warranted. But a lot of times the gap comes from the gap between expectations and experiences.” “The very first thing is looking at your data. And I know that sounds almost too simple, but . . . just look at what the data are telling you before you even analyze the data before you even compare one data point or a set of data points to another.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Susan Hunt Stevens - Environmental, Social and Governance in Today's Organizations | 21 Apr 2022 | 00:34:29 | |
Summary: Susan Hunt Stevens is the Founder & CEO of WeSpire, an award-winning, employee experience technology that drives environmental, social, and governance (ESG) outcomes by engaging people in activities that align with their passion and purpose. She founded WeSpire, after her son was diagnosed with serious food allergies, to leverage her digital behavior change expertise to help people embrace healthier and more sustainable lifestyles and create a more equitable and inclusive work culture. Susan was named an EY Entrepreneur of the Year for New England and a Woman of Influence by the Boston Business Journal. She’s also been included in the Environmental Leader 100 list. In this episode, Susan talks about environmental, social, and governance (ESG) in today’s organizations. Chapters: [0:00 - 5:34] Introduction
[5:35 - 11:32] What are ESGs and what are companies doing to build ESG into their company framework?
[11:33 - 26:37] What are the biggest challenges facing HR leaders on this journey to shift culture and embed ESG?
[26:38 - 32:25] What metrics and measurements are organizations using to track and report on these efforts?
[32:26 - 34:29] Final Thoughts & Closing
Quotes: “I'm a big believer that companies respond to investors, and investors care extraordinarily now about ESG. The largest private and public equity funds in the world, from Blackstone to BlackRock, have told portfolio companies that they need to have very strong ESG strategies and present really good ESG data for them to evaluate their investments.” “I think you can do things to dramatically improve employee engagement and these [mental health and wellbeing, and inclusive culture] programs are an absolute tool in your toolbox for creating an environment that's the best place to work . . . [and that helps employees] feel included and belong and therefore they're higher performing.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Kathy Hammond - Why Data is Critical When Hiring for High-Performance Sales Roles | 13 Jun 2024 | 00:32:03 | |
Summary: Kathy Hammond is a B2B sales recruitment specialist who helps companies recruit and hire high-performing salespeople with the power data analytics. In this episode, Kathy talks about the biggest mistakes that both hiring managers and talent acquisition teams make when hiring for high-performance sales roles and how most of them can be avoided with a little bit of data analysis. Chapters: [0:00 - 5:08] Introduction
[5:09 - 11:33] The biggest mistakes hiring managers make when hiring for sales positions
[11:34 - 19:21] Common mistakes recruiters make when hiring for sales positions
[19:22 - 30:56] How can hiring managers and the talent acquisition team get along?
[30:57 - 32:03] Closing
Quotes: “There’s so much bias in the hiring process . . . and there are a lot of misconceptions around it.” “You have to understand what the sales process is. It’s shocking that a lot of sales leaders have no idea—they cannot identify the various stages of their sales process.” Real-time Job Postings Salary Data
To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Kathi Enderes - Diversity, Equity & Inclusion Analytics | 14 Apr 2022 | 00:34:33 | |
Summary: As the Senior Vice President of Research at The Josh Bersin Company, Kathi leads and develops research-based insights for all areas of HR, Learning, Talent, and HR Technology. She has 20+ years of experience in management consulting (with IBM, PwC, and EY) and as a talent leader (with McKesson and Kaiser Permanente). Most recently, Kathi led talent and workforce research at Deloitte. She is a frequent keynote speaker, author, and thought leader. Originally from Austria, Kathi has worked in Vienna, London, and Spain, and now lives in San Francisco. Her passion is to make work better and more meaningful. In this episode, Kathi talks about why diversity, equity, and inclusion (DEI) analytics are important and how companies are working with them today. Chapters: [0:00 - 8:09] Introduction
[8:10 - 23:22] What are DEI analytics and why are they important?
[23:23 - 30:21] What are companies doing today in DEI analytics?
[30:22 - 34:33] Final Thoughts & Closing
Quotes: “We did a big study on employee experience and we found that of all the things that a company can do to create a great experience, the number one thing that drives the employee experience is trust in the organization.” “When we did our big DEI study, we actually studied many, many different topics of DEI because DEI is, of course, embedded in many different areas of HR and the business. One thing that we found out was when we interviewed several DEI leaders on what they were doing, one of the DEI leaders told us, ‘You got to approach DEI as a business practice, not as an HR program.’ ” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Steve Brink - Custom Compensation Packages: How Employees Want to be Paid | 07 Apr 2022 | 00:34:39 | |
Summary: Steve Brink has always had a passion for HR technology and data analytics. Early in his career, he was involved in creating a job evaluation software tool and the first PC-based compensation planning tool, called Compensation Workbench, released in 1987. He then went on to work at Towers Perrin and Mercer where he continue to develop and improve software tools. Most recently, he’s left his role as CEO of AIRINC to become President of uFlexReward. In this episode, Steve talks about why people want more choice on how they are rewarded and paid. Chapters: [0:00 - 7:05] Introduction
[7:06 - 15:12] Why is personalization of reward important?
[15:13 - 21:46] How can you personalize rewards?
[21:47 - 31:56] What are some practical steps for moving toward personalized rewards?
[31:57 - 34:39] Final Thoughts & Closing
Contact:
“When you look at future of work . . . it's how you're doing the work, but it's also when and where you're going to be doing the work. People spend a lot of time talking about future of work, but they don't talk about the implication of what that means for the potential of pay.” “If you're allowed to provide even more in terms of choice, you start gathering more information. It's actually [your employees] selecting what's important to them. And with that feedback loop, can we actually start making changes to our reward system that are going to better align with the people in the organization? My goodness—isn't that what we all want?” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Tarush Aggarwal - Using Infrastructure to Drive Value | 31 Mar 2022 | 00:27:24 | |
Summary: Tarush Aggarwal has been at the forefront of HR data analytics since it gained recognition in 2011. He was Salesforce Analytics Team’s first data engineer and, later, got the opportunity to build up an international data team at WeWork that scaled up to over 100 people from its initial 5. He then moved to Shanghai and did it all again for our rapidly growing business in China. Along the way, he’s learned important lessons from personal experience on the best ways to grow a data team. In this episode, Tarush talks about how HR teams can get more out of their data by leveraging infrastructure. Chapters: [0:00 - 5:29] Introduction
[5:30 - 10:20] What Prevents Companies From Developing In-house HR Capabilities?
[10:21 - 19:54] Why Doesn’t a One-Size-Fits-All Solution Work For Everyone?
[19:55 - 25:19] Will Mergers and Acquisitions Lead To One-Size-Fits-All Being the Only Solution?
[25:20 - 27:24] Final Thoughts & Closing
“A data team with a hundred people acts very differently from a data team with 3, 4, or 5 people . . . So unfortunately, what we see is that a lot of [smaller] HR analytics team don't really get to leverage the more mature technology of their sister, larger data teams.” “In reality, [HR analytics solutions of the future] will probably be hybrid, where you get 60-70% of what you want out of the box and [you can customize] the remaining 30-40%.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Holger Mueller - Why Has AI Not Arrived in HR? | 24 Mar 2022 | 00:30:09 | |
Summary: While traveling the world (and the online world) as VP and Principal Analyst at Constellation Research, Holger Mueller researches enterprise software trends and focuses on the next generation of applications and the future of work. He’s built his 25 year career in the industry by building, selling, and implementing enterprise software. Outside of his work at Constellation Research, Holger is a cycling, soccer, and volleyball enthusiast. In this episode, Holger talks about why we haven’t seen a mass adoption of AI in HR and when that might happen.
[0:00 - 4:17] Introduction
[4:18 - 15:45] Where Holger has seen successful uses for AI
[15:46 - 28:33] What HR can learn from business when it comes to integrating AI?
[28:34 - 30:09] Final Thoughts & Closing
Quotes: “Machines can do a lot of more things, and the big thing that fuels it [is that] a human needs time to get this done. Then it's the question, “How smart is he or she and how much time do they need and how committed are they to find out?” A very different equation to a machine because all it needs is for someone to program it, thinking of possible solutions . . . and then [all you have to do is] compute. So if there's enough compute cycles, ultimately the machine will keep trying, trying, trying and find it—something that a human will never get to.” “Work with vendors; see what’s possible; get educated; know what can be done; become competent; suggest what should be done. [Or] build something yourself, right? Every company has the data scientists, potentially AI people, who could make something.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Larry Dunivan - Solving HR Technology for the Mid-Market | 17 Mar 2022 | 00:27:36 | |
Summary: Larry Dunivan is a seasoned software industry executive with a 30+ year career. His experience spans a variety of projects and responsibilities with the greatest emphasis being on executive leadership, sales management, and product management and development. His unique insight into the software industry and its leadership, along with attention to talent development and interpersonal interactions, set him apart from his peers. In this episode, Larry talks about HR Technology as it relates to mid-size businesses and how it can help them overcome their unique challenges. Chapters: [0:00 - 3:50] Introduction
[3:51 - 12:35] How Mid-sized Companies’ Issues Differ From Enterprise And Small Business Issues
[12:36 - 17:50] The Challenges HR Technology Faces In Mid-sized Companies
[17:51 - 26:06] Lessons And Examples for Mid-sized Companies On Their HR Technology Journey
[26:07 - 27:36] Final Thoughts & Closing
Quotes: “The most important thing [mid-sized businesses] have to do is develop great relationships with their vendors . . . One of the reasons why they get so frustrated with support is because there's often this misalignment between expectations and reality.” “If you don't have a handle on recruiting and onboarding in this labor market, whether you're growing or not, not much else matters. If you do it Poorly you're at a massive disadvantage. So that's job number one.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jan Johnson - Moving HR Tech from the Personnel Action Form to Employee Engagement | 10 Mar 2022 | 00:28:53 | |
Summary: Jan Johnson loves all things HR Technology. Always immersed in technology, she’s taken her career from setting up learning systems as a program manager to now leading product management for Talent Acquisition and HR at UKG. Jan doesn’t focus on the features, but on the business problems her customers need to solve—or better yet, don't yet know they are going to have! In this episode, Jan talks about people, their work, and their data. Chapters: [0:00 - 4:37] Introduction
[4:38 - 9:21] How has HR technology changed over the years?
[9:22 - 15:32] How does HR technology change to meet new recruiting needs?
[15:33 - 26:27] How has Jan’s thinking changed from when she first jumped into HR technology as a young professional?
[26:28 - 28:53] Final Thoughts & Closing
Quotes: “When you think about companies not being able to find enough applicants—how many people are there in the world? Something like 8 billion, right? And [there are] 330 million in the US. So is the problem that we can't find applicants, or we're not looking in the right place, or we're not in a broad enough spectrum?” “That’s really one of the most important things in recruiting today: the ability to build rapport and a sense of belonging with the candidates and to help them understand the culture and what it is to work there.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jordan Morrow - Foundationalizing Data Literacy | 03 Mar 2022 | 00:30:29 | |
Summary: Known as the "Godfather of Data Literacy", Jordan Morrow has helped pioneer the field of data literacy by building one of the world's first data literacy programs. He is Head of Data, Design, and Management Skills at Pluralsight, and he served as the Chair of the Advisory Board for The Data Literacy Project. Jordan has spoken at numerous national and international conferences and is an active voice in the data and analytics community. He has also helped companies and organizations around the world, including the United Nations, build and understand data literacy. In this episode, Jordan talks about data literacy and the human element of data and analytics. Chapters: [0:00 - 4:58] Introduction
[4:59 - 13:42] What Are the Biggest Roadblocks to Successful Data and Analytics?
[13:43 - 20:29] How Can Organizations and Individuals Successfully Learn Data Literacy?
[20:30 - 27:53] What Does It Mean to Be “Data Driven” and How Can Organizations Become Data Driven?
[27:54 - 30:29] Final Thoughts & Closing
“The premise of the data lake is a good idea: throw all your data into one spot. But we keep coming back to data literacy. If people don’t know how to get information out of it correctly, you run into problems.” “I commonly say, ‘I want to create a world of data skeptics, not data cynics.’ The world is doing a good enough job of creating data cynicism. Data skepticism is just asking questions of things. That’s it. To me, the key to data literacy, data analytics, all of that, is curiosity.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Adriana DiNenno - It's OK Not to Be OK: Employee Wellbeing and Mental Health | 24 Feb 2022 | 00:33:06 | |
Summary: Adriana DiNenno is product manager for Infor People Solutions and has been with the company for 12.5 years. She loves working on a variety of applications like Talent Acquisition systems, Core HR, and Occupational Health to name a few. Her “side job” at Infor is co-chair of the Infor People Wellbeing employee resource group, whose goal is to create a safe work environment by focusing on all dimensions of employee wellbeing. She says, “With a brother who suffered from mental health issues, it meant a lot to me to be one of the co-founders of this group at Infor, so that I can help others in need.” In this episode, Adriana talks about employee wellbeing, why it’s OK to not be OK, and what you can do to enhance your employee experience.
[0:00 - 4:01] Introduction
[4:02 - 10:06] Why There Has Been an Increased Demand for Employee Wellbeing
[10:07 - 15:14] Employees Want to Be a Part of a Community
[15:15 - 30:09] Wellbeing Coming to Life via Software
[30:10 - 33:06] Final Thoughts & Closing
Quotes: “I think [when] employees are part of a community, they feel less inclined to leave because they have a reason to belong.” “I know all these companies are doing mental health days, and it’s not that I don’t support mental health days, but I support mental health days more often. I think it’s important to know when you’ve reached your limit and when you need some time to yourself.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Fred Wills - Lead Inclusively to Maximize Innovation and Equity | 17 Feb 2022 | 00:36:43 | |
Summary: Fred Wills is a thought leader on diversity, equity, and inclusion (DEI), organizational development, culture and climate, and its impact on organizational performance, transformation, and change. He’s built a successful career which includes working for Mayo Clinic and Nationwide Children’s Hospital, and he’s since channeled this experience into the foundation of Inclusiastic Consulting. He also brings international experience in organizational performance, community development, and capacity-building through his international development and aid efforts in Malawi, Africa. His current client base includes healthcare, tech, financial services, education, and government and non-profit sectors.
[0:00 - 5:56] Introduction
[5:57 - 22:10] Why Do So Many Organizations Struggle With DEI and What Characteristics Can They Adopt To Become More Equitable and Inclusive?
[22:11 - 33:53] How Can Leaders Step Up and Start Leading Inclusively?
[33:54 - 36:45] Final Thoughts & Closing
Quotes: “Numbers representation—those are outcome things. They’re super important, but they’re not the only thing… If we’re focusing on just the number, solely the number, then we’re missing the point of what we’re trying to do.” “You get more traction in this space as a leader, whether you're a leader by title or a leader by some other definition… by being authentic. So I would say, tell the story but also articulate where you're trying to get to and give folks space to do that.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Lenna Turner - DEI: A Personal Perspective Through a Retrospective Lens | 10 Feb 2022 | 00:36:16 | |
Summary: Lenna Turner is the Director of DEI and a consultant at Salary.com’s CompData Consulting Practice. Lenna’s current role focuses on client engagements involving compensation studies for base and total compensation, pay equity, and building DEI thought leadership and knowledge offerings for clients via white papers, surveys, roundtables, and panel discussions. She has been with Salary.com since 2019 and has 20 years of compensation management, consulting, and HR experience across various industries and companies. In this episode, Lenna shares a personal perspective on her personal journey with DEI in the workplace.
[0:00 - 6:13] Introduction
[6:14 - 15:25] When did you becoming interested in DEI, and what led you to your current role?
[15:26 - 27:24] How can DEI strategy (or a lack thereof) impact an employee’s career development?
[27:25 - 34:33] What are some examples of actions that impact common DEI issues?
[34:34 - 36:16] Final Thoughts & Closing
Quotes: “I’ve seen in my career a lot of really great people from marginalized communities, people of color, get recruited into the workplace. And then they get there, there’s no real plan to move them through the organization.” “You have to be intentional. First of all, you have to be intentional to have a strategy and be intentional about building goals that help you meet that strategy.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Kimberly Bowen - Recruiting Talent in Niche Labor Markets | 06 Jun 2024 | 00:35:24 | |
Summary: Kimberly Bowen is the Senior VP of Global Talent & Inclusion at Unum, a global financial protection benefits company. In this episode, Kimberly talks about recruiting talent in niche labor markets, how recruitment has changed since the pandemic, and why recruiting nationally (instead of locally) could benefit your company. Chapters: [0:00 - 7:51] Introduction
[7:52 - 17:52] What’s the biggest challenge in recruiting and retaining talent in today’s job market?
[17:53 - 27:06] How do you approach recruiting employees after the pandemic?
[27:07 - 32:52] Should you consider recruiting nationally instead of locally?
[32:53 - 35:24] Closing
Quotes: “[When recruiting for niche roles] companies have to look at what makes sense for their business from a cultural perspective and from a labor market perspective.” “There’s a cultural component for us working on [projects together and in-person] that is very important for our growth as an organization. It strengthens and deepens our commitment to our values and our purpose.” Real-time Job Postings Salary Data
To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Joseph Ifiegbu - Employee Life Cycle Through the Lens of DEI | 03 Feb 2022 | 00:34:29 | |
Summary: Joseph Ifiegbu is the co-founder and CEO of eqtble. He has an impressive history of leading HR technology and people analytics teams at Snap, WeWork, Toys “R” Us, and Arsenal FC. These days, his passion for diversity, equity, and inclusion drives him to help companies answer questions like “why are top performers leaving” and “why are qualified candidates declining offers”. In this episode, Joseph talks about how Diversity, Equity, and Inclusion (DEI) affects the employee experience. Chapters: [0:00 - 7:04] Introduction
[7:05 - 14:31] How to Define (DEI)
[14:32 - 22:03] Who Responsibility is it to Champion DEI Changes
[22:04 - 31:27] Ensuring a Good Employee Experience Surrounding DEI
[31:36 - 34:29] Final Thoughts & Closing
“The thing is: a lot of times when it comes to people issues, people always think HR. People issues are company issues, not just HR issues, and company issues come from the top.” “The issue of diversity isn't divorced from the issue of business. It's the same. It’s one. It goes hand in hand. Because the issue of diversity is the issue of innovation, is the issue of change, is the issue of progress. And those things all contribute to positive culture which contribute to positive business, which contributes to more growth.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Ray Goldberg - Reconceptualizing Benefits from the Perspective of DE&I | 27 Jan 2022 | 00:24:56 | |
Summary: Ray Goldberg founded Pier Forward to help employers address DEI challenges in the benefits arena, improving organizational performance and addressing disparities. He has decades of experience in HR, benefits, technology, operations, and transformation, with leadership roles at marquis employers, and experience consulting with corporate clients. He actively leads the BennIE Forum, which brings HR leaders together to explore how DEI and Benefits can strengthen organizations. He also serves on the Advisory Board on Community Relations for his home town of Teaneck, NJ. Ray earned a degree in Computer Science from Columbia University, and is certified in Change Management; DE&I in the Workplace; and Mental Health First Aid. In this episode, Ray talks about reconceptualizing benefits— from the perspective of Diversity, Equity, and Inclusion— to improve organizational performance and the lives of colleagues and their families. Chapters: [0:00-5:24] Introduction •Welcome, Ray! •Today’s Topic: Reconceptualizing Benefits from a DEI Perspective
•Looking at the results of two independent analyses •Why organizations should be trusted partners to their employees
This Way? •How organizations can use the information they have •Making sure employees understand how their benefit elections will affect them •Options for providing individualized support and the challenges they present
•Understanding and assessing existing strategies •Comparing your strategies to your competitors’ strategies
•Understanding that it’s OK to make mistakes •Thanks for listening!
Dana M. Peterson, Catherine L. Mann, “Closing the Racial Inequality Gaps: The Economic Cost of Black Inequality in the U.S.,” Citigroup Global Markets, Sept 2020.
“You've got to start by making sure that you actually understand your existing strategies... In terms of the analysis, I'd recommend picking some benefits— just pick a few probably in the financial space or maybe non-financial or non-health— and assessing utilization and impact by race and ethnicity, by gender, by age, and by compensation. That's data that almost every organization has.” “This is a spot where benefits people, if you will, and DEI people look at things pretty differently. Ben To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Gary Bragar - HR Tech 2021 Series - HR Technology: Past, Present, and Future | 20 Jan 2022 | 00:18:37 | |
Summary: Gary Bragar is the HR Outsourcing Research Director at NelsonHall, a leading BPO research and analysis firm, where he has global responsibility for HRO. In this key role, Gary helps both buyers and vendors assess the opportunities capabilities of HR outsourcing, including: recruitment, learning, payroll, benefits, mid-market HRO, and multi-process HRO. Gary is a member of the No. America Board of Advisors for the HRO Today Services and Technology Association, as well as a member of the HR.com Talent Acquisition Advisory Board. In this episode, Gary talks HR technologies of the past and present. He also discusses how to navigate the busy HR technology landscape of today. Chapters: [0:00 - 4:12] Introduction
[4:13 - 12:05] What HR Technology Trends Have You Seen in the Past?
[12:06 - 17:17] Navigating Today’s Myriad HR Tech Options
[17:18 - 18:37] Final Thoughts & Closing
Quotes: “Another trend I'm seeing now that's a big focus—on one hand, it’s nothing new, it’s just increased importance—is employee engagement. Once you get those hires on board, you want to keep them happy. You want to communicate with them.” “Even when I was at AT&T and we use different tools, there were so many you used. You’d try one thing and that would work and you'd use it for a couple years—and maybe it was a performance management software and everybody was gung ho. And then all of a sudden it just died. That's why I think leadership commitment—it has to be top down driven.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Stacey Harris - HR Tech 2021 Series - HR Technology: Past, Present, and Future | 13 Jan 2022 | 00:39:46 | |
As the Chief Research Officer, Managing Partner of Sapient Insights Group, Stacey Harris oversees industry research work including the Annual HR Systems Survey and White Paper. She has been a leading member of the HR practices and technology research community since 2007 and has produced groundbreaking research on high-impact HR organizations, enterprise HR technology, and key practices across the talent management spectrum. Stacey has had executive-level roles with Sierra-Cedar, Bersin & Associates, and Brandon Hall Group, and she has worked as an industry advisor and HR leader for Fortune 100 organizations around the world. She is frequently included in Human Resource Executive® and the HR Technology Conference’s Top 100 HR Tech Influencers list and sits on the International Human Resource Information Management (IHRIM) Board of Directors, overseeing strategy and education in her role as Vice-Chair. Stacey is also the author of Introduction to HR Technologies: Understand How To Use Technology to Improve Performance and Processes. In this episode, Stacey talks about her thoughts on HR Technology of the past, present, and future. [0:00 - 4:00] Introduction • Welcome, Stacey! • Today’s Topic: HR Technology of the Past, Present, and Future • The dawn of self-service technology • What HR looked like pre-Internet [9:53 - 19:30] What’s Significant about HR Technology Today? • What companies who thrived through COVID had in common • What companies with higher talent retentions are doing differently
• Automating processes that get left behind • Why workforce planning could be the key to a thriving business
• Was HR Tech a success? • Thanks for listening!
“The technology of the future—the piece that I think we're all sort of trying to figure out—is taking the really sticky business challenges that we have right now, which are always more of a process than they are a technology, and starting to figure out how to automate those because we have automated, for the most part, everything that is easy to automate in our world.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Sapient Insights Group - HR Tech 2021 Series - Diversity, Equity, Inclusion and Belonging: Past, Present, and Future | 06 Jan 2022 | 00:43:46 | |
Summary: Pam Jeffords is a Senior Partner at Sapient Insights Group who leads the Diversity, Equity, and Inclusion Practice. She has over 25 years of experience in the industry and is a member of the Global Leadership Council for Colorado State University College of Business, an advisory board member for University of Denver Colorado Women’s College, and a Limited Partner in The JumpFund whose mission is to invest in women-led startups. Pam has also served as Chair of Women United for the Mile-High United Way where she received the prestigious Frances Wisebart Jacobs award for philanthropy. We’re also joined by Susan Richards and Danielle White! Susan Richards is the Founder and CEO of Sapient Insights Group. For more than 25 years, Susan has been consulting in areas of change management, organizational effectiveness, M&A, HR strategy, technology, and operations. Her focus is on helping clients improve business performance by aligning their human capital programs and practices with business strategy. Danielle White is Collaborative Solutions’ EVP of Global Business Strategy. She brings over 20 years of HR transformation experience from commercial and public sector industries. She uses her subject matter expertise to lead corporate thought leadership, go-to-market strategy, and engagement strategy. In this episode, Pam, Susan, and Danielle talk about how diversity, equity, inclusion, and belonging has changed over the years and how it might change in the years to come. Chapters: [0:00 - 3:12] Introduction
[3:13 - 13:27] How People Approached DE&I in the Past
[13:28 - 32:16] What does DE&I Look Like Today?
[32:17 - 41:52] The Future of DE&I
[41:53 - 43:45] Final Thoughts & Closing
"I did an exercise with a group of people who were very angry with their leadership and asking, ‘Where's the diversity?’ I asked, ‘How many of you in this room were hired by way of employee referrals?’ Almost all of them raised their hand. I said, ‘That's why we don't have diversity.’ Because we’re reling heavily on employee referrals and we're referring people that look like us. So, if we want to do this differently, go outside of your network. Seek out people, refer them in, and that's the only way we're going to have diversity.” “When you talk about equity and opportunity, it's giving everybody equal access. And what we find is that feedback is probably the number one thing where we see the biggest gaps in who's getting it—[and the same can be said about] career guidance.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jack Coapman - Hiring Process Change - Beyond ATS - Past, Present, & Future | 16 Dec 2021 | 00:37:45 | |
Summary: Jack Coapman is a senior executive at GR8 People, Inc. with strong leadership skills and experience formulating, developing, and implementing revenue generating strategies and policies. He assures continued growth and success through strategically charting business development and new business ventures. Jack has experience aligning client objectives and requirements with a technology platform that drives measurable results. In this episode, Jack talks about the past, present, and future of the hiring process, beyond ATS.
[0:00 - 5:06] Introduction
[5:07 - 14:53] Products that Recruiting Teams Used to Rely On
[14:54 - 26:36] How People Work Differently than They Used To
[26:37 - 35:17] How Recruiters Will Deal with Present Pains in the Recruiting Process
[35:18 - 37:45] Final Thoughts & Closing
Quotes: “You can't take old problems and simply lay new technology on top of them and assume that, in the blink of an eye or a wave of a wand, [they’ll be fixed].” “[The] big theme today is candidate experience because if you're not doing a good job in their eyes, they're going to move on.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Bennett Sung - The Role of AI in the Recruiting Process | 09 Dec 2021 | 00:36:21 | |
Summary: Included in Socialmicole.com’s Most Inclusive HR Influencer List, Bennett Sung has contributed to the success of industry-leading recruiting technology brands, including VirtualEdge, Jobscience, MightyRecruiter, Koru, AllyO, and now Humanly.io. In this episode, Bennett talks about AI’s current role in the recruiting process and the role it might play in the near future.
[0:00 - 5:23] Introduction
[5:24 - 18:28] What’s Happening, Working, and Not Working in Recruiting Presently?
[18:29 - 25:49] Conversational AI in the World of Recruiting
[25:50 - 32:30] How Is AI Being Used in the Interview Stage?
[32:31 - 36:21] Final Thoughts & Closing
“Hiring has never changed. The process itself never changes, right? They talk about disruption … but the actual transformation of the recruiting process really has remained consistent since the 1950s, when the CV was born or the resume was born.” “[An interview] is a change management tool. This is not your traditional data collection compliance application anymore. So that is the initial purpose of AI, and it's going to continue to build itself out so that it becomes much more effective in decision support.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Tim Sackett - HR Tech 2021 Series - Recruiting Metrics and Performance: Past, Present, and Future | 02 Dec 2021 | 00:29:44 | |
HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology. Join us as we go on this enlightening journey gathering cutting-edge insights from our guests! Tim Sackett is one of the few HR professionals who has been on both sides of the desk. With over 15 years of experience in talent acquisition, Tim has worked as a corporate staffing director for companies like Applebee’s International, ShopKo Stores, Inc. and Sparrow Health System. He has also had two stints with HRU. The first time, for eight year immediately following college; the second, returning à la Prodigal Son to run HRU—and his story is closer to the Biblical reference than you might think! Tim is an active HR blogger, a conference presenter, and an advocate for a Diet Mountain Dew soda fountain in the office. He truly believes that the most important role of HR in any organization is to increase talent. In this episode, Tim talks about how recruiting metrics and recruiting performance have changed over the years and where they might go in the years to come.
[0:00 - 6:03] Introduction
[6:04 - 16:49] Recruiting Metrics that Yield Usable Data
[16:50 - 28:35] What Impacts Recruiting Performance?
[28:36 - 29:44] Final Thoughts & Closing
Contact: Quotes: “All of our funnels, individually and as a team, are all transparent. And if there's a recruiter that had a bad week, or if there's a recruiter that decided to sluff off or whatever, well it shows. And it's not meant to be like a stressor, it's meant to [communicate], “Hey, understand if someone's being successful, take a look at why.” There's no magic, you know, or secret sauce.” “The “great resignation,” I think, is a misnomer. It's really just a great reshuffle, and people aren't leaving to leave. We’ll see stories in media like, “Oh, Mary left and she's going to take a break for a year, blah, blah, blah. You know, cause work's changed.” And I'm like, okay, but the reality is people are resigning from your company because you're not paying them enough. And somebody else is going to pay them more.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| David Turetsky and Dwight Brown - Season 2 Recap - One Season Closes and Another Opens | 18 Nov 2021 | 00:27:29 | |
Summary: As Season 2 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes and its guests, and they talk about about what to expect for the fast-approaching Season 3!
[0:00 - 4:30] Introduction
[4:31 - 19:15] How Each Guest Brought Something New to the Podcast
[19:16 - 25:33] Looking ahead to Season 3
[25:34 - 27:29] Final Thoughts & Closing
“We talked about a lot of different things with a lot of different people—it wasn't the same thing over and over again.” “[In Season 3], we're going to explore certain areas of HR and HR analytics that we haven't really talked a lot about in the past.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Zack Johnson - HR Tech 2021 Series - People Analytics: Past, Present, and Future | 11 Nov 2021 | 00:25:40 | |
HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology. Join us as we go on this enlightening journey gathering cutting-edge insights from our guests!
Chapters: [0:00 - 2:10] Introduction
[2:11 - 9:26] Reflecting on Past People Analytics Trends
[9:27 - 16:16] Insight on the Current State of People Analytics
[16:17 - 24:36] The Future of People Analytics
[24:37 - 25:40] Final Thoughts & Closing
Quotes: “Whether you're recruiting someone to work with you, raising capital, or getting someone to pay for the thing, you got to get people to believe and see it.” “Just with Facebook and Google alone, you have like $3 trillion of value on understanding the consumer, but think about how much money is spent on the employees, right? And every problem is solved by people working together.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Scott Greenberg - What Managers Get Wrong About the Hourly Workforce | 30 May 2024 | 00:30:11 | |
Summary: Scott Greenberg is a business keynote speaker, a business coach, and the author of Stop the Shift Show and The Wealthy Franchisee. In this episode, Scott talks about the difference between salaried workers’ and hourly workers’ roles, needs, and expectations; what managers can do to genuinely motivate their employees; and why so many managers get company culture wrong. Chapters: [0:00 - 4:15] Introduction
[4:16 - 12:15] What is the difference between hourly workers and salaried workers?
[12:16 - 19:52] What managers get wrong about hourly workers vs salaried workers
[19:53 - 28:34] What can managers do to better work with hourly workers?
[28:35 - 30:11] Closing
Quotes: “[Hourly workers have] really, really hard jobs and they need great management—they need great leadership. Most [hourly workers] are not getting it.” “One universal soft need [of employees] is wanting to feel part of something, and that’s where culture comes into play. In my experience, most business owners, most managers, [and] most leaders don’t know what culture is.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Chris Havrilla - HR Tech 2021 Series - HR Technology: Past, Present, and Future | 04 Nov 2021 | 00:17:55 | |
HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology. Join us as we go on this enlightening journey gathering cutting-edge insights from our guests! Chris Havrilla leads the HR technology and solution provider strategy and research practice for Deloitte—helping to demystify the ever-changing HR Tech landscape for their corporate and solution provider members. She has worked diligently through her career with business and HR leaders—both as an internal HR & HR technology/strategy practitioner or as a consultant/adviser—on radically improving talent strategy, technology, and leadership—as well as the vendors who serve them. With a unique blend of technical, HR practitioner, business and vendor experience, she laughingly describes herself as a bit of a talent, HR Tech and Future of Work "whisperer”. In 2019, Chris was selected by Human Resource Executive® and the HR Technology Conference to be included in the inaugural Top 100 HR Tech Influencers list, which recognizes individuals from the HR, technology, and business communities who are impacting the future direction of HR technology. In this episode, Chris talks about the past, present, and future of HR technology.
[0:00 - 3:02] Introduction
[3:03 - 12:43] Reflecting on Past and Present Trends in HR Technology
[12:44 - 16:43] The Future of HR Technologies
[16:44 - 17:55] Final Thoughts & Closing
Quotes: “We have this opportunity to actually have the tech work for us and really stop working for the tech or [stop] making the tech the work.” “We did a really interesting study on the technology in [the digital workplace are], and one of the things that we were finding is … how do we leverage all of this data for true knowledge management, not just content management.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Jason Averbook - HR Tech 2021 Series - Observations from HR Tech 2021 | 28 Oct 2021 | 00:17:00 | |
HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology. Join us as we go on this enlightening journey gathering cutting-edge insights from our guests! Jason Averbook is an analyst, a thought leader, and a consultant in the field of human resources. He helps executives rethink the design and delivery of employee services to better meet the expectations of their workforce and the needs of their business. He has more than 25 years of experience in the HR and technology industries and has authored two books: HR from Now to Next (June 2014) and The Ultimate Guide to a Digital Workforce Experience (June 2018). In this episode, Jason talks about his time at and thoughts on HR Analytics & Technology as reflected through HR Tech 2021. Chapters: [0:00 - 0:49] Introduction
[0:50 - 10:33] Interesting Notes from the Conference
[10:34 - 13:09] Can Strategic Partnerships Solve Our problems?
[13:10 - 15:36] The Future of HR Tech in 2022 and Beyond
[15:37 - 17:00] Final Thoughts & Closing
Quotes: “If managers and leaders don't like doing performance management, you can have the best tools in the world and it's not going to matter.” “The great resignation is what's happening; the awakening is that we have to think differently about people. We have to figure out: how do we stop just counting people, and [how do we start] making people count.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||
| Mark Hanson - HR Tech 2021 Series - How the Equation Changes for Organizations When They Have Good Job and Skill Taxonomies | 21 Oct 2021 | 00:39:32 | |
Summary: Mark Hanson is a Product Owner for Emsi Burning Glass Talent Analytics team, and he leads the development of skills products, guides initiatives and partnerships related to Emsi Burning Glass Open Skills, and both conducts and presents skills research. He was previously the Director of Talent Analytics at UnitedHealth Group, where he led the People Analytics teams focused on reporting for talent intelligence, talent acquisition, human capital, HR systems, diversity and inclusion (DEIB), learning and development, real estate strategy, and site selection. In this episode, Mark discusses job and skill taxonomies, and how the equation changes for organizations when good job and skill taxonomies are integrated into their systems and processes. Chapters: [0:00 - 3:49] Introduction
[3:50 - 9:48] Past Skills and Job Taxonomies
[9:49 - 28:41] Present Skills and Job Taxonomies
[28:42 - 35:49] Future Skills and Job Taxonomies
[35:50 - 39:32] Final Thoughts & Closing
“The future is integration. How do we get all of the systems, because not one large system can do this end-to-end employee experience with all of the insights and data the you need.” “The point is: how do we properly identify the skills need to do a role?” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media | |||