HR Data Labs – Details, episodes & analysis

In this episode, we welcome back Sean Luitjens, VP of Product Strategy and Partnerships at Salary.com. Drawing from his recent conversations with over 20 WorldatWork affiliates, Sean shares his insights on the most pressing challenges and consistent messages from compensation practitioners on the front lines. He also unpacks the “mass confusion” caused by data overload and new compliance demands, the strategic allocation of limited budgets, and future of merit increases.  [0:00] Introduction Welcome, Sean! Today’s Topic: The Consistent Messages from WorldatWork [5:07] What are the most consistent messages you've heard from WorldatWork affiliates? Practitioners are facing “mass confusion” from the sheer volume of data, technology options, and compliance requirements.  Despite increased demands, compensation budgets and headcount have not grown.  [17:47] Where are compensation departments focusing their time and budgets? Technology now allows for more sophisticated segmentation and pay philosophy execution than was possible with Excel.  The role of the compensation professional has expanded to include communications, as transparency makes it critical to explain the “why” behind pay decisions.  [28:17] Are merit increases going away? The effectiveness of traditional merit increases vs. paying for the role and offering performance-based bonuses that are not added to base pay.  The practical challenges of any model, whether it’s merit-based or role-based, often come down to inconsistent management and lack of buy-in.  [34:36] Closing Thanks for listening! Quick Quote “We don’t always put ourselves in the seats of the [compensation] practitioner . . . There’s so much information coming at them from data, and the one thing that seems to not have changed in the comp budget.”

In this episode, we welcome Neil Thompson, founder of Teach the Geek, to discuss the critical need for developing speaker training programs for technical staff within an organization. Neil shares his personal story of struggling with public speaking as an engineer and how it inspired him to help other technical professionals improve their communication skills. He breaks down the common challenges technical experts face when presenting to non-technical audiences and offers practical strategies HR departments can implement to foster better communication across the organization.  [0:00] Introduction Welcome, Neil! Today’s Topic: Developing Speaker Training Programs for Technical Staff [6:59] Why is it so important for technical staff to be strong public speakers? How a lack of communication skills can lead to being overlooked for promotions and raises.  The benefit of having the person with the expertise communicate it directly, rather than risk information getting lost in translation.  [13:33] What are the biggest challenges for technical people presenting to non-technical audiences? The importance of remembering what it was like before becoming a technical expert and tailoring the presentation accordingly.  The challenge of making assumptions about what the audience already knows.  Strategies for understanding the audience before delivering a presentation.  [20:32] What role can HR play in developing presentation and communication skills for technical staff? Involving technical staff in the creation of the training or presentation to ensure it meets their needs.  Using feedback questionnaires to measure the effectiveness and improvement of the training over time.  [28:52] Closing Thanks for listening! Quick Quote “A lot of times, technical people, we think that us being excellent at our jobs is good enough, and unfortunately, that's not the case. If you're not good at advocating for yourself, you're not good at communicating your worth to an organization, you get overlooked.”

Send us a text Susan LaMotte, the founder and CEO of exaqueo, joins us this episode to discuss the intricacies of acquiring custom data for your organization, how to pull the most impactful insights from that data, and how to secure support (financial and otherwise) for data collection.  [0:00] Introduction Welcome, Susan! Today’s Topic: The Importance of Custom Data for HR and the Future of Benchmarking [5:55] What are HR teams missing when working with large amounts of data? Data vs. insight Critical data analysis that many HR teams overlook [17:01] How to gain useful insights from HR data? Quantitative vs. qualitative insights How organizations can address and accommodate their employees’ personal needs [30:51] How can you get the data you need? Seeking data and insights from outside the digital norms like social media HR teams’ ability to secure necessary funding for data collection [41:46] Closing Thanks for listening! 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

Send us a text Summary: Jeff Higgins is the Founder and CEO of Human Capital Management Institute and an Adjunct Professor of Human Capital Analytics at USC. Rebecca Gorman is a Principal of Compensation Consulting at Salary.com. Rebecca kicked off her career conducting investment and economic research and found her way into the world of consulting via HR research. In this episode, Jeff and Rebecca talk about the potential changes to the SEC rules regarding HCM metric disclosures.  Chapters: [0:00 - 6:19] Introduction Welcome, Jeff and Rebecca! Today’s Topic: Discussing Potential Changes to the SEC’s HCM Metric Disclosure Rules [6:20 - 14:07] What are some of the rule change suggestions that have been made regarding HCM metric disclosures? Employees are often labeled as the “most valuable assets” of a company, and yet nothing relevant to that claim is disclosed Do companies have any wiggle room to not satisfy these new HCM regulations? [14:08 - 21:01] How would new HCM metric disclosure rules affect companies?  Some pushback is rooted in the concern that satisfying these new HCM regulations will take a significant amount of time The basic metrics that the SEC is likely to require may not warrant a big financial investment from companies seeking to comply [21:02 - 33:39] Assuming the SEC adopts these potential changes, how can companies prepare? Build your company narrative because having the numbers is only half the battle If you want to reduce risk, do not make up or get creative with your metrics [33:40 - 34:20] Closing Thanks for listening! Quotes: “By disclosing more [HCM metrics], you have a chance to grab the narrative to your story in a positive way.” “The SEC is very US-centric because it regulates US issuers, but when you have large, global companies that are US issuers, having to comply with this . . . it might look [different] compared to a competitor who is strictly US-based.”Resources:Draft of the SEC RecommendationHuman Capital Management Institute (HCMI)Salary.com's Consulting PracticeContact:Jeff's LinkedInRebecca's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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

Send us a text Summary:Anna Tavis, Ph.D is a Department Chair, Clinical Professor, and Academic Director of the Human Capital Management Department at NYU’s School of Professional Studies. She’s a former Executive Editor of People+Strategy Journal and is currently an Associate Editor of Workforce Solutions Review. She’s also a published author with her most recent work, Humans at Work: The Art and Practice of Creating the Hybrid Workplace, having been published in the spring of 2022.  In this episode, Dr. Tavis talks about digital coaching and how we can expect it to change with the recent explosion of AI.  Chapters: [0:00 - 5:48] Introduction Welcome, Anna Tavis, Ph.D! Today’s Topic: How AI Will Transform Digital Coaching [5:49 - 11:08] A short history of coaching The origins of coaching in ancient civilizations and the rise of modern coaching in the early 20th century Coaching was traditionally a luxury item limited to senior ranks [11:09 - 32:36] How coaching changes with the introduction of new technologies Democratization of coaching and overcoming issues with scalability The rise of AI and its role in modern-day digital coaching [32:37 - 39:17] How do we prepare for the next generation of digital coaching? Most of the systems we use at work already have (or will soon have) integrated AI If you don’t embrace the use of AI, you will be left behind [39:18 - 40:24] Closing Thanks for listening! Quotes:“Digital coaching can be spread much more broadly throughout an organization [compared to traditional coaching].”“The biggest unknown in the next phase [of digital coaching] is how humans are going to react, respond, and adapt.”Resources: Humans at Work: The Art and Practice of Creating the Hybrid WorkplaceContact:Anna's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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

Send us a text Summary: This is a special episode featuring a roundtable discussion that includes the following Senior Consultants from Salary.com: Greg Wolf the Managing Principal of Salary.com's Consulting Practice, Rebecca Gorman a Principal of Compensation Consulting, Courtney LeCompte a VP of Compensation Consulting, Garry Straker a VP of Compensation Consulting, Eric McMillan a VP of Compensation Consulting, and Mara Marino a Senior Compensation Consultant.  In this episode, Salary.com’s Senior Consultants join David and Dwight for a roundtable discussion where each shares their predictions for 2024.  Chapters: [0:00 - 8:36] Introduction Welcome, Salary.com Senior Consultants! Today’s Topic: Senior Consultants Predict the Future of HR and Compensation in 2024 [8:37 - 11:34] Greg’s Prediction: Salary increase budgets will shrink Distinguishing between changes in merit increase budgets and budgets for total increase [11:35 - 13:01] Mara’s Prediction: More companies will choose to invest in automation Existing automation and AI is hit-or-miss; time will tell where it will be a good alternative to human labor [13:02 - 16:01] Courtney’s Prediction: Organizations will seek out creative strategies to recruit and retain talent Employee surveys could help organizations better understand their employees and their wants [16:02 - 19:00] Garry’s Prediction: Organizations will start better communicating career progression to their employees Some legislation is pushing this and many organizations have already taken interest in this shift [19:01 - 24:58] Eric’s Prediction: Remote work will continue to be very popular among the labor force For roles where remote work isn’t an option, flexibility may be a comparable benefit [24:59 - 28:29] Rebecca’s Prediction: Organizations will develop better infrastructure around job architecture and compensation and benefits budgets Government regulations can help push companies to maintain this infrastructure [28:30 - 36:15] David’s Prediction: High schools and universities will start training students how to best leverage artificial intelligence Though AI is still in its infancy, it’s being developed at a rapid pace [36:16 - 43:17] Final Thoughts & Closing Final thoughts from everyone Thanks for listening! Quotes: “We’re going to see organizations continue to seek out creative strategies to stand out recruit and retain talent.”“I do wonder what impact the development of artificial intelligence will have on wage growth and if it will put downward pressure on wages.”Resources: Salary.com's Consulting PracticeContact:Greg's LinkedInRebecca's LinkedInCourtney's LinkedInGarry's LinkedInEric's LinkedInMara's LinkedInDavid's 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

Send us a text Summary: Adriana DiNenno is a Product Manager at Health eCareers. She’s spent her career working within recruiting and all things HR, and she has a passion for helping people find jobs. Christine Burke is a B2B Marketing Director at Health eCareers with 15 years of experience in brand management, email marketing, demand generation, and storytelling.  In this episode, Adriana and Christine talk about the role of data in recruitment and how it can help optimize recruiting processes.  Chapters: [0:00 - 5:09] Introduction Welcome, Adriana and Christine! Today’s Topic: The Power of Data Driven Recruiting [5:10 - 18:36] How data helps in the recruitment of physicians and nurses In the current drought of physicians, data help recruiters craft the most attractive job postings possible The benefits of collecting data points along the recruitment funnel [18:37 - 23:44] How to use data from surveys, A/B tests, and qualitative research to inform better business decisions Crafting job postings that will attract successful candidates Tracking clicks and engagement with job postings and along recruitment funnel to improve process and identify applicant pain points [23:45 - 31:34] What kind of behavioral analyses to use for recruiters and applicants Finding trends in job seekers’ clicks and views to pinpoint what is most attractive Responding to trends in the job market, like the shift from full-time to contract work [31:35 - 34:17] Final Thoughts & Closing Why you should partner with someone who can help you analyze your website and recruitment process Thanks for listening! Quotes: “What makes a job posting more desirable to view vs. another one? Is it the way it’s written? Is it catchier than others? There’s a lot that you can get out [analyzing job seekers’ behaviors].”“When organizations have a hard time finding talent, they have to pivot and get creative.”Contact:Adriana's LinkedInChristine's LinkedIn David's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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

Send us a text Summary: Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.  In this episode, Katherine talks about BlueConic’s decision to close their Boston office and shift to becoming a remote first organization.  Chapters: [0:00 - 4:45] Introduction Welcome, Katherine! Today’s Topic: The Personal Nature of Remote Work and Successfully Becoming a Remote First Organization [4:46 - 12:08] Why BlueConic decided to permanently close its Boston office Despite survey results, workers had acclimated to remote work Remote work can result in fewer spontaneous interactions at work Remote work also frees up time for meaningful activities with family and friends [12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work? Organizing a variety of opportunities for employees to gather Listening to managers and employees to make sure everyone is productive and happy [23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions Offering tools for employees to take care of themselves Setting up groups, books clubs, “coffee and donut” meetings, etc. to build relationships [34:35 - 35:29] Final Thoughts & Closing Thanks for listening! Quotes: “Even though people had indicated through surveys that, ‘Yes, I want to be back [in the office]’, after 18 months of working solo at home, people acclimated—they reworked the structure of their lives.”“Organizations are communities . . . and even with remote work, there are opportunities [to spend spend time with co-workers].”Contact:Katherine's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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

Send us a text Summary: Katica Roy is the Founder and CEO of Pipeline Equity, a software platform that helps companies increase their financial performance by identifying and closing their gender equity gaps. Her experience as a programmer, UI/UX designer, data scientist, and more has shaped her into the author, speaker, and thought leader she is today.  In this episode, Katica talks about how closing the gender equity gap would dramatically benefit all people currently in the workforce, all future workers, and the economy at large.  Chapters: [0:00 - 4:03] Introduction Welcome, Katica! Today’s Topic: The Economic Opportunities of Closing the Gender Equity Gap [4:04 - 13:45] What does a Gender Economist actually do? Looking at the economy and business data through the lens of gender How pay inequity affects not only the current labor force, but also future generations of workers [13:46 - 28:24] What economic opportunities can come from closing the gender equity gap? The entire workforce pays for the gender equity gap, not just those suffering from it Rethinking benefits that were originally based on hypotheses and assumptions [28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap? We see lots of awareness, not a lot of execution of gender equity initiatives Pay inequity is a symptom, not the problem of a system where gender inequity is the default [36:44 - 38:00] Final Thoughts & Closing Thanks for listening! Quotes: “There’s often this assumption that [the gender pay gap] just impacts women, and that’s actually not true. . . . the American taxpayer actually subsidizes the pay gap.”“In the United States, we could add $3.1T to the economy if we closed the gender equity gap—i.e., the pay gap, labor force participation, and occupational segregation.”Resources:Katica's BlogContact:Katica's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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

Send us a text Summary: Dr. Dawn Nicholson is a lecturer in Business and Organizational Psychology at the University of Kent in the UK. Jeffrey Siminoff leads a workplace dignity program at Robert F. Kennedy Human Rights and has prior experience working as an employment lawyer at companies like Apple and Twitter.  In this episode, Dr. Nicholson and Jeffrey talk about Equity, Diversity, and Inclusion (EDI) and why, despite its dramatic evolution over the last few decades, some companies are still struggling to see its inherent benefits.  Chapters: [0:00 - 4:53] Introduction Welcome, Dr. Nicholson and Jeffrey! Today’s Topic: EDI’s evolution and persisting hurdles over the decades [4:54 - 14:47] What is EDI? Is there a real difference in how businesses view EDI vs DEI? Some cynics are leveraging poor reasoning to act against EDI in the workplace [14:48 - 29:41] What did EDI mean years ago, when we first started talking about it? EDI had a narrow scope in its early days, which as widened with time There still seems to be a “need” to explain EDI in some companies [29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations? The rise of support groups and the hesitation that often surrounded them Leaders need to be prepared to talk about anti-EDI claims that enter the conversation [40:33 - 41:18] Closing Thanks for listening! Quotes: “What we are seeing is that people who have been cynical or not in favor of DEI leverage the poorest reasoning to [act against it].”“An analogy [for DEI] that I’ve heard is: diversity is being invited to the party; inclusion is being asked to dance; and belonging is knowing all the songs.”Resources: RFK Human Rights Resources Medium Magazine's interview with JeffreyContact:Dr. Dawn's LinkedInJeffrey's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media 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