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Summary:

Alyssa Dver is the CEO and Founder of American Confidence Institute, the Founder of ERG Leadership Alliance, a 2-time TEDx speaker, an 8-time author, and the host of the Real Confidence podcast. She is passionate about brain science, and with it she has helped executives, coaches, ERGs, and leaders understand the power of belonging and the confidence that it brings.

In this episode, Alyssa talks about ERGs: how they came to be; what their future might be; and some guidance on getting one (or many) started within your organization.

Chapters:

[0:00 - 4:24] Introduction

Welcome, Alyssa!
Today’s Topic: Why Organizations Need ERGs if They Want to Collect Relevant Data

[4:25 - 17:42] What’s the backstory of ERGs?

Why ERGs flew under the radar for so long
The real ROI of ERGs

[17:43 - 25:55] What is the future of ERGs?

Up-and-coming trends involving ERGs
The pros and cons of cross-organizational ERGs

[25:56 - 35:56] Where can you find the resources to build ERGs at your company?

Why top-level leadership buy-in is paramount
The data you can (and cannot) collect from ERGs and how to do it properly

[35:57 - 37:31] Closing

Thanks for listening!

Quotes:

“People who are in employee groups—good employee groups . . . have higher engagement; are more productive; are more satisfied.”

“If you don’t have thorough buy-in from the top level, don’t bother [building an ERG].”

Resources:ERG Leadership Alliance
American Confidence Institute
Alyssa's Books
Alyssa's podcast Real Confidence

Contact:
Alyssa's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Chris Fusco is the SVP of Research and Content Creation at Salary.com and a career compensation professional who has worked in both corporate and consulting environments.

In this episode, Chris talks about defining job satisfaction in organizations; how to figure out if your employees are satisfied with their jobs; and what you can do if you find that your employees are not satisfied with their jobs.

Chapters:

[0:00 - 6:51] Introduction

Welcome, Chris!
Today’s Topic: How to Accurately Measure Job Satisfaction in Your Organization

[6:52 - 13:18] Why should we even care about job satisfaction?

Defining job satisfaction and how it affects employee retention
How to keep job satisfaction going

[13:19 - 21:15] How does a company know if its employees are satisfied?

Major indicators of job satisfaction
How transparency—not just with pay—can foster job satisfaction

[21:16 - 31:29] What can companies do about low employee satisfaction scores?

Fostering flexibility in the workplace and what that means
The importance of gathering data before making a change

[31:30 - 32:56] Closing

Thanks for listening!

Quotes:

“Sometimes organizations try to substitute money for satisfaction and wellbeing... not realizing it just doesn’t work that way.”

“Transparency, growth potential, and workload are the sweet spots for organizations to focus on to improve job satisfaction in 2025.”

Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Brandy Muse is a Learning Experience Designer for Children’s Hospital of Colorado as well as a consultant and designer with Muse LXD. She spent much of her former life navigating mental health issues at home which sparked a deep passion for mental health treatment and awareness.

In this episode, Brandy talks about her experience with mental health issues; the cultural norms surrounding mental health in the workplace; and how organizations can improve those norms and support their employees.

Chapters:

[0:00 - 5:24] Introduction

Welcome, Brandy!
Today’s Topic: Shifting from Mental Health Awareness to Mental Health Action

[5:25 - 23:52] How mental health became a key passion of Brandy’s

Brandy’s experience with mental health issues
The flaws in how many organizations navigate mental health

[23:53 - 33:43] How is mental health viewed in the workplace today?

What must be accepted when asking employees to bring their authentic selves to work
How organizations can normalize mental health

[33:44 - 39:56] How can we change cultural norms around mental health at work?

Bringing mental health professionals into the workplace
The detriment of tying our self-worth to our work

[39:57 - 41:52] Closing

Thanks for listening!

Quotes:

“Our [mental health] awareness is really loud, but our struggles are staying quiet.”

“[A mental health] professional walking around the [workplace] just normalizes mental health. It shows everybody that the company values this beyond just the benefits band-aid.”

Resources tab

How to build a mental health ERG

Contact:
Brandy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Suzanne!
Today’s Topic: How to Communicate Better by Using Inclusive Language

[6:02 - 17:53] Suzanne’s response to people’s worries about poor communication

Why humans feel so compelled to comment on differences even if we know we shouldn’t
Communication dos and don’ts may look different for different people

[17:54 - 33:03] How does context influence how you should communicate?

Identifying and replacing existing biases
The key to replacing insensitive linguistic habits for good

[33:04 - 47:49] How do recent political events affect how we communicate?

The number one rule of inclusive grammar: reflect reality
How status affects how we communicate

[47:50 - 49:25] Closing

Thanks for listening!

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.”

Resources tab

The Inclusive Language Field Guide

Dr. Wertheim’s Newsletter

Contact:
Dr. Suzanne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Mark!
Today’s Topic: Improving Your Emotional Intelligence

[5:50 - 18:23] What is the problem?

How poor emotional intelligence stems from childhood woundings
The impact of being comfortably miserable in your “familiar zone”

[18:24 - 30:27] How to gain more control over your own emotional intelligence

Using the “Quantum Leap” technique
Using language to reframe and resolve issues

[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of life

How healing one aspect of your life will affect all other aspects
On managing emotional reactions at work and in life

[42:12 - 45:45] Final Thoughts & Closing

A brief comment on woundings in the workplace
Thanks for listening!

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?”
Contact:
Dr. Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Minette Norman had spent three decades working in the Silicon Valley software industry when she realized that companies needed a new model for leadership. The outdated leadership styles of the mid-20th century were not going to attract and retain the up-and-coming talent of a younger generation. Today, Minette is an international speaker on inclusive leadership and the award-winning author of The Boldly Inclusive Leader.

In this episode, Minette talks about what it means to be an inclusive leader, the challenges organizations face when embracing inclusive leadership, and why inclusive leadership benefits everyone in an organization.

Chapters

[0:00 - 3:53] Introduction

Welcome, Minette!
Today’s Topic: Inclusive Leadership Demystified

[3:54 - 13:34] Minette’s career pivot from working in the software industry to becoming an award-winning author

There is no one size fits all management style
How management has (and hasn’t) changed in the last 75 years

[13:35 - 20:44] Key points from Minette’s book, The Boldly Inclusive Leader

Why leaders should not tiptoe into DE&I
Why psychological safety is necessary for DE&I

[20:45 - 28:25] The challenges organizations face when embracing inclusive leadership

Attracting talent when younger workers expect inclusivity
Why diverse hires alone cannot “solve” inclusivity

[28:26 - 29:42] Closing

Thanks for listening!

Quotes:

“You’re never going to get it all right as a leader, and so that openness to learning . . . is what we need more of.”

“Organizations that have a higher level of diversity and an inclusive culture have better innovation, better financial performance, and more engaged employees.”

Resources:
The Boldly Inclusive Leader
The Psychological Safety Playbook

Contact:
Minette's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Jason Albert is the Global Chief Privacy Officer at ADP. He’s worked at the intersection of technology and law for over 25 years and has focused on privacy and AI.

In this episode, Jason unpacks the new EU AI Act, how it will affect companies around the globe, and what they can do to prepare for this new regulation.

Chapters

[0:00 - 3:32] Introduction

Welcome, Jason!
Today’s Topic: Unpacking the EU AI Act

[3:33 - 8:35] What are the implications of the new EU AI Act?

The Act takes a horizontal approach to AI regulation that could affect companies globally
The importance of thinking through usage of AI and developing ethical principles

[8:36 - 14:43] What are the key points of the EU AI Act?

Breaking down the 3 main points of the Act
Using employee data in AI models for HR

[14:44 - 26:56] What can companies around the world do to be compliant with this new regulation?

Could GDPR provide a roadmap for compliance with the Act?
How quickly will the EU (and the rest of the world) have to comply?

[26:57 - 27:46] Closing

Thanks for listening!

Quotes:

“It’s important to know that [the EU AI Act] applies to organizations outside the EU if they supply AI systems in the EU or if the outputs of their systems will be used in the EU.”

“The EU AI Act addresses three key risk areas. . . . and it has different timelines for implementing these provisions depending on the risk category.”

Contact:
Jason's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

As Season 7 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR.

Chapters:

[0:00 - 7:31] Introduction

Welcome, David and Dwight!
Today’s Topic: Season 7 Recap

[7:32 - 22:42] Looking back at Season 7’s major topics and themes

Common themes from the season’s episodes
How HR technology has changed over time

[22:43 - 29:14] Revisiting emotion and vulnerability in the workplace

Being a human at work and not an emotionless machine
The challenges DEI leaders face

[29:15 - 45:52] David and Dwight’s predictions for the future of HR

Have we hit customer survey critical mass, and will we start to see push back?
Will more companies adopt a “lowest common denominator” pay transparency philosophy?

[42:53 - 43:55] Closing

Thanks for listening!

Quotes:

“AI is really driving a lot of the conversion [in HR Tech] . . . and will continue to do so.”

“Pay transparency is going to become something that companies have to de facto do because they operate in states or next to states, [that require it].”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Tonille Miller is the founder of EXT - Experience and Transformation, a boutique consulting firm that helps organizations thrive in the ever-changing world of work. Tonille has over 15 years of experience working as a management consultant, an organizational psychologist, and an executive coach; and she has recently authored The Flourishing Effect: Unlocking Employee Thriving as Your Competitive Edge.

In this episode, Tonille defines good (and bad) company culture; explains how toxic company cultures arise; and advises on how to create and foster great company culture.

Chapters:

[0:00 - 2:43] Introduction

Welcome, Tonille!
Today’s Topic: How to Identify and Reverse Toxic Company Culture

[2:44 - 7:27] What are the many forms of company culture?

Why company culture is about more than just “Taco Tuesdays”
Who should be driving a company’s culture?

[7:28 - 18:21] How toxic culture manifests within an organization

Examples of situations that create a toxic company culture
How a company survives toxic culture coming from leadership

[18:22 - 26:49] What you can do to create a great company culture

Setting clear goals for the organization and then reverse engineering the best company culture to achieve those goals
The many ways to effectively measure company culture

[26:50 - 28:00] Closing

Thanks for listening!

Quotes:

“What data is showing is that most organizations that do focus on their culture see 4 times more revenue growth and stock prices over 800% higher [than] those that don’t.”

“There are surprisingly a lot of great ways to measure company culture…”

Resources:
Tonille's book
Tonille's website

Contact:
Tonille's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Nicholas Rhodes is the Founder and Creative Director of OutSnapped.com and an experience specialist in leveraging generative AI and machine learning to create memorable and engaging company events. In this episode, Nicholas defines generative AI and talks about how HR professionals can use it in the workplace to streamline processes, save valuable time, and possibly even eliminate biases.

Chapters:

[0:00 - 10:04] Introduction

Welcome, Nicholas!
Today’s Topic: How AI in the Workplace Can Improve Employee Experiences

[10:05 - 17:53] What is generative AI and what will it mean for the average HR professional?

Generative AI can be used as an entirely new (conversational) operating system
Using custom AI tools to assist with time-consuming tasks

[17:54 - 29:41] How can generative AI help HR?

AI is not currently influenced by human emotion
The pros and cons of the data used to build current generative AI tools

[29:42 - 39:35] How can HR professionals get started with generative AI?

Generative AI tools are currently more accessible than they may ever be
How organizations can use generative AI privately without putting proprietary data online

[39:36 - 41:26] Closing

Thanks for listening!

Quotes:

“[When using generative AI], no longer am I utilizing the operating system of the computer, I’m using literally a conversational operation system.”

“AI is really scary right now to a lot of folks . . . but it’s free right now, and these tools are not going to be free forever. ”

Contact:
Nicholas' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Amber Ontiveros is the Founder and President of Ontiveros and Associates, LLC, a professional change management firm. She’s been working in change management around equity and civil rights for about 25 years and has written federal civil rights laws used to determine discrimination. Amber is also the author of Heal the Four Woundings: A Guide to End Discord and Discrimination.

In this episode, Amber talks about the four woundings; why healing woundings has never been more relevant than it is today; and how people can overcome their woundings and overcome imposter syndrome.

Chapters:

[0:00 - 3:59] Introduction

Welcome, Amber!
Today’s Topic: The 4 Woundings That Drive Imposter Syndrome and Oppression at Work

[4:00 - 17:35] What are woundings?

Identifying the 4 woundings
Who can benefit from identifying and working on their woundings?

[17:36 - 29:50] How healing woundings can be applied to today’s environment

How today’s political turbulence can be viewed as beneficial
Why the first step is learning to stop caring about what other people think of you

[29:51 - 36:40] How can people overcome their woundings and imposter syndrome?

The importance of adopting a mindfulness habit
A tool to help you navigate difficult or upsetting events at work

[36:41 - 37:35] Closing

Thanks for listening!

Quotes:

“Neuroscience describes [the four woundings] as protective mechanisms to ensure you can keep self-esteem intact so you can overcome any situation and ultimately eat.”

“One of the very first things that I tell my clients is: you have to stop caring what other people think of you.”

Resources:
Ontiveros and Associates, LLC
Amber's Book

Contact:
Amber's LinkedIn
amber@aoassociates.biz

David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Lybra Clemons is an executive coach and human capital and culture strategist with 20 years of experience in HR, DEI, and talent management. She has previously held HR leadership positions at major financial and fintech companies including Twilio, PayPal, and Morgan Stanley.

In this episode, Lybra talks about the difference between data driven and data informed decision making; the major issues surrounding making decisions without data; and how AI might affect our data focused processes.

Chapters:

[0:00 - 7:02] Introduction

Welcome, Lybra!
Today’s Topic: Move Don’t Prove With Data Informed Decisions

[7:03 - 17:08] “Data driven” vs. “data informed”

The importance of using data to “move not prove”
How data-rich and data-poor processes affect decision making

[17:09 - 26:15] What major issues surround non-data-informed decision making?

Using data (or implied data) to fit a narrative
AI’s role in data informed decision making

[26:16 - 37:16] How to prepare for AI assistance in the workplace

The importance of healthy skepticism
Leaders have an obligation to think critically and qualitatively about data

[37:17 - 38:08] Closing

Thanks for listening!

Quotes:

“Data informed goes along the lines of ‘we want to use data to move the needs’... versus to prove something.”

“This idea that everyone wants to be back in the office five days a week... this is where I think it’s the opposite of data driven; where there’s a lot of data and people just ignored it.”

Contact:
Lybra's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Heather Bussing has been a California employment attorney for over 30 years, has worked in the HR tech space for nearly 20 years, and is a newly published author! In this episode, Heather talks about why pay equity is so closely related to DEI&B, why American legislators are finally breaking new ground with pay equity laws, and what employers can do to improve pay equity in their organizations.

Chapters:

[0:00 - 9:07] Introduction

Welcome, Heather!
Today’s Topic: Unpacking Pay Equity and What It Really Means for Employers

[9:08 - 18:22] Why is pay equity a large part of DEI&B?

Pay equity is much more visible now thanks to HR technology
Reliable data is still critical for pay equity analysis

[18:23 - 27:19] Why is pay equity now a topic of discussion for American legislation?

Unpacking the evolution of pay legislation
Why more states haven’t yet passed pay equity legislation

[27:20 - 33:52] What can employers do to improve pay equity?

Pay equity is a compliance issue which can be very expensive
(Not legal) advice on how to follow the various pay equity regulations from various states

[33:53 - 34:55] Closing

Thanks for listening!

Quotes

“Along with [pay] transparency, needs to come education.”

“It is so much cheaper to throw money at your [employees] instead of your lawyers.”

Resources:Get Pay Right book
Pay Equity

Contact:
Heather's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Sean, Jackie, and KC!
Today’s Topic: Tackling the New Complexities of Compensation Planning

[9:47 - 17:30] In what surprising ways does pay affect compensation planning?

Communication of compensation plans is increasingly becoming HR’s scope
Developing a data strategy before rolling out an AI strategy

[17:31 - 36:01] What pay decision issues are we anticipating for the rest of 2024?

Developing managers as opposed to “knighting” managers
How employees weigh compensation vs. benefits when looking for a jobs

[36:02 - 49:39] Predicting for changes in compensation planning in 2025

Why it might make sense to revise compensation plans more frequently
How pay increases might change in the future

[49:40 - 62:36] BONUS: What scares you about the future of pay?

Legislation regarding exempt vs. non-exempt employees

[62:37 - 63:28] Closing

Thanks for listening!

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.”

Contact:
Sean's LinkedIn
Jackie's LinkedIn
KC's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Jonathan!
Today’s Topic: How to Use AI to Improve Recruitment

[6:09 - 11:29] What’s wrong with the current recruitment process?

People can inadvertently fall into patterns
High-value recruiters can spend a lot of time on application review

[11:30 - 23:31] Will HR’s implementation of AI eliminate the need of HR practitioners?

Pairing AI with automations for a more active recruitment process
AI should not discount the fact that HR processes still affect real people’s livelihoods

[23:32 - 43:47] Do leaders and managers need to reframe how they think about AI nowadays?

Technological growth is accelerating at an unforeseen rate
How the ever-changing world affects how leaders should view and run their businesses

[43:48 - 45:26] Closing

Thanks for listening!

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. ”

Resources:

Real-time Job Postings Salary Data
Jonathan's Book
WhoHire

Contact:
Jonathan's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Kathy!
Today’s Topic: Why Data is Critical When Hiring High-Performance Sales Professionals

[5:09 - 11:33] The biggest mistakes hiring managers make when hiring for sales positions

Not being able to able to identify (or even describe) a high-performing salesperson
How hiring managers build bias into their processes

[11:34 - 19:21] Common mistakes recruiters make when hiring for sales positions

Not referring to the data surrounding discovery and assessment of prospective hires
On the lack of relevant training for those involved in the hiring process

[19:22 - 30:56] How can hiring managers and the talent acquisition team get along?

It’s critical for leaders to understand the ins and outs of the sales process
How breaking down a job into its core responsibilities paves the path for more productive interviews

[30:57 - 32:03] Closing

Thanks for listening!

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.”

Resources:

Real-time Job Postings Salary Data
RecruitSolut

Contact:
Kathy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Kimberly!
Today’s Topic: Recruiting Talent in Niche Labor Markets

[7:52 - 17:52] What’s the biggest challenge in recruiting and retaining talent in today’s job market?

After the pandemic, many workers moved to different parts of the country
Back-to-office vs. continuing remote work post-pandemic

[17:53 - 27:06] How do you approach recruiting employees after the pandemic?

Consider each employee’s unique situation and meet them in the middle
Building in-office expectations into company culture

[27:07 - 32:52] Should you consider recruiting nationally instead of locally?

Does your company have other offices where employees can work from?
There are more jobs than there are people looking for jobs

[32:53 - 35:24] Closing

Thanks for listening!

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.”

Contact:
Kimberly's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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

Welcome, Scott!
Today’s Topic: What Managers Get Wrong About the Hourly Workforce

[4:16 - 12:15] What is the difference between hourly workers and salaried workers?

Why many hourly workers are not receiving the management and leadership they need
Why so many workers have leaned more on gig work in recent years

[12:16 - 19:52] What managers get wrong about hourly workers vs salaried workers

Why it’s important to distinguish hourly workers from salaried workers
How to tap into what actually motivates employees

[19:53 - 28:34] What can managers do to better work with hourly workers?

Why so many managers misunderstand company culture
Why mission statements are critical for workers and how to properly write one

[28:35 - 30:11] Closing

Thanks for listening!

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.”

Resources:
Books by Scott Greenberg

Contact:
Scott's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

The Wealthy Franchisee: Game-Changing Steps to Becoming a Thriving Franchise Superstar

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Summary:
Sean Luitjens is the General Manager of Total Rewards Analytics at Visier. With over 25 years of HR experience, he brings a wealth of knowledge around talent acquisition and compensation and benefits to the table.

In this episode, Sean talks about the hesitation some HR teams have when it comes to sharing their data; the hurdles they might face when trying to do so; and how they can best communicate their data analytics to help other departments solve business problems.

Chapters:
[0:00 - 4:40] Introduction

Welcome, Sean!
Today’s Topic: Why and How to Share HR Data Effectively

[4:41 - 14:25] Why can’t we all just get along around data analytics?

Different roles within an organization may use people data quite differently
The importance of communicating the context around the data you’re sharing

[14:26 - 25:37] Where organizations can benefit from sharing intra-company data

Addressing the “why” of how managers’ employees get paid
Where the science of compensation intersects the art of being a manger

[25:38 - 29:49] The biggest hurdles you face when trying to share HR data within a company

Deciding what data to show and how to communicate it to those outside HR
Consider how other departments (e.g., finance and marketing) leverage company-wide data

[29:50 - 30:37] Closing

Thanks for listening!

Quotes:
“I think the philosophy from some compensation [practitioners] is, ‘everyone understands pay because they get paid.’ And managers sometimes get caught in the other trap which is, ‘I get paid so how complicated can it be?’ There has to be some type of translation between those two.”

“[Managers] want to be nice, but . . . everyone can’t be a 5 because then you can’t create the dispersion to keep the talent you want. ”

Contact:
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David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Robyn Rodriguez is the Founder and CPO of Her HR Help Desk, an HR consulting firm that focuses on supporting women-owned businesses, career women, female founders, and women in c-suite roles. In this episode, Robyn talks about the challenges that women leaders face and the strategies they can employ to overcome those challenges without burning out.

Chapters:

[0:00 - 3:12] Introduction

Welcome, Robyn!
Today’s Topic: Empowering Women Leaders in HR

[3:13 - 10:38] What unique contributions do women bring to HR?

The power of leading with soft skills
Closing the gap between leading and decision making for women

[10:39 - 34:09] The consistent challenges women leaders in HR face

On being set up for failure due to unrealistic expectations
Why you have to take the time to advocate for yourself

[34:10 - 41:03] Robyn’s advice for women leaders looking to overcome the challenges they face

Why you should invest time in developing soft skills
Leveraging the younger generations’ push for change in the workplace

[41:04 - 42:54] Closing

Thanks for listening!

Quotes:

“I want to see more CHROs stepping up to develop the next leaders and making sure they’re prepared for the job. I think that would help alleviate impostor syndrome.”

“I’ve seen a lot of females in HR roles be the scapegoat for failures beyond their capacity of what they can do within an organization.”

Resources:
Her HR Helpdesk

Contact:
Robyn's LinkedIn
David's LinkedIn
Dwight's LinkedIn
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Summary:

Becky Evan is an Associate Professor at Metro State University’s College of Business and Management. Prior to her career in academia, she was a training and operations executive at Fortune 500 companies. She also a published researcher of diversity, equity, and inclusion (DEI) in organizations.

In this episode, Becky talks about her research on white DEI professionals' perception of their contribution to advancing workplace DEI.

Chapters:

[0:00 - 6:46] Introduction

Welcome, Becky!
Today’s Topic: How White DEI Professionals Can Decenter Whiteness

[6:47 - 14:53] What led to Becky’s research on white DEI professionals?

On the demographics of DEI leaders and teams
Defining, leveraging, and decentering whiteness

[14:54 - 21:02] What is the value in researching whiteness?

How to research an emotional topic, like whiteness, ethically and objectively
How workplace identities and external perceptions affect DEI

[21:03 - 33:47] How can we measure DEI?

Pulling qualitative information from quantitative data
How Becky’s research might help HR leaders

[33:48 - 34:52] Closing

Thanks for listening!

Quotes:

“I felt like there was a desire and a need to understand the role of dominant culture . . . within an organization”

“Many times when we’re looking at [HR] data, dominant culture becomes the comparison point.”

Resources:Becky's Full Research Paper

Contact:
Becky's LinkedIn
David's LinkedIn
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Summary:
Sally Loftis is the Managing Director at Loftis Partners, an HR consulting firm focused on pay equity and organization development, especially within non-profits and small businesses.

In this episode, Sally talks about why and how more organizations should analyze their pay data.

Chapters:

[0:00 - 4:37] Introduction

• Welcome, Sally!

• Today’s Topic: Pay Equity Isn’t Scary: Here’s How and Why to Do It

[4:38 - 14:27] Why you can discover from analyzing pay data

• Comparing pay to other demographic markers

• Where do you begin?

[14:28 - 21:03]

• Pay equity extends beyond base pay into benefits, opportunities, and more

• Why it’s important for managers to have mature conversations about pay with their employees

[21:04 - 28:05]

• Start by simply having conversations

• How pay data analysis can lead to change management

[28:06 - 28:56] Closing

• Thanks for listening!

Quotes:

“It’s important to look at some of the demographic markers [around pay data] like department, gender, race and ethnicity, tenure, age—things like that. That’s when you start uncovering more of the inconsistencies in your data.”

“We need to communicate [pay data analysis] results with some actions.”

Contact:
Sally's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!

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Jacob Morgan is the author of best-selling books Leading With Vulnerability,
The Future Leader, and many more.
In this episode, Jacob talks about the key differences between simply being
vulnerable at work and leading with vulnerability, the power in leading with
vulnerability, and how doing so can improve your work relationships.

Chapters
[0:00 - 4:13] Introduction
• Welcome, Jacob!
• Today’s Topic: Leading With Vulnerability
[4:14 - 14:48] Vulnerability vs leading with vulnerability
• Why it’s important to pair vulnerability with solutions and action items at
work
• When and how to be vulnerable
[14:49 - 26:44] Why most people do not lead with vulnerability at work
• How to address the fear of being perceived as weak
• Promoting the wrong employees could “pollute the pond”
[26:45 - 32:38] Vulnerability at work vs vulnerability in our personal lives
• How relationships at work differ from relationships at home
• Why vulnerability and authenticity are not the same thing
[32:39 - 34:01] Closing
• Thanks for listening!

Quotes
“Leading with vulnerability is about talking about a gap [in competence,
knowledge, experience, etc.] that you have and then demonstrating what
you’re trying to do to close those gaps. ”
“The #1 response that came back [from 14,000 employees who were asked
why they were scared to lead with vulnerability at work] was, ‘I don’t want to
be perceived as weak or incompetent.”

Contact:
Jacob's LinkedIn
David's LinkedIn
Dwight's LinkedIn
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During ADP Meeting of the Minds 2024, David led a panel discussion about the current and future state of Compensation. He was joined by Demetrice Saulsberry, Sr. HRIS Manager at Trulite Glass & Aluminum Solutions, Garrett Valencia, Total Rewards & Payroll Manager at BSH Home Appliances Corporation, and Lyndsey Benson, VP of HR at Steve Madden.

In this episode, David and the panel of experts discuss some of the present day issues that Compensation practitioners face, upcoming events in 2024 that will
impact the world of HR, and how future technologies could help HR teams save valuable time and effort.

Chapters
[0:00 - 11:38] Introduction
• Welcome, Demetrice, Garrett, and Lyndsey!
• First, some context for the current state of HR
[11:39 - 26:33] Top 3 surprising HR events from 2023
• Surveys say that people do not think they’re being compensated fairly
• The relationship (or lack thereof) between compensation, cost of labor,
and cost of living
[26:34 - 41:52] Anticipations for HR changes in 2024
• How companies should approach job descriptions, pay ranges, and
career frameworks
• Total direct compensation and long-term incentives
[41:53 - 53:30] Looking forward to 2025
• How changes near the end of 2024 will impact organizations in 2025
• What about 2025 scares HR experts?
[53:31 - 54:12] Closing
• Thanks for listening!

Quotes
“If you haven’t published [geographic differentials for employee pay], then
it’s going to be a bigger problem for you because you’re making a one-off
decision if an employee decides to move.”
“When you’re deciding [an employee’s] pay, it’s the only time when you
have to reference the person [not the job].”

Contact:
Demetrice's LinkedIn
Garrett's LinkedIn
Lyndsey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
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Robynn Storey is the owner of Storeyline Resumes, the largest privately held resume-writing service in the US. Storeyline has been helping senior-level and executive professionals write better, story-driven resumes for over 24 years.

In this episode, Robynn talks about how to use the power of storytelling to your advantage as your write or update your resume and how to find success in job searches.

Chapters

[0:00 - 5:01] Introduction

• Welcome, Robynn!

• Today’s Topic: Writing Better Resumes with Storytelling

[5:02 - 13:26] How can you build a better resume?

• Why your resume should tell a meaningful story and how

• How to navigate keyword requirements for ATS

[13:27 - 29:15] How to conduct the best possible job search

• Leverage multiple tools and people connections; don’t just rely on job boards

• What it means when a company instantly rejects you

[29:16 - 36:50] How to focus on your story when writing your resume

• Every story should be rooted in success

• How long should your resume be and how much of your experience should it include?

[36:51 - 37:55] Closing

• Thanks for listening!

Quotes

“What you need to be describing [on your resume] is your impact [at your company] and how that is being measured.”

“Use a combination of [job search tools]—don’t get so caught up on just using the job boards.”

Contact:
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David's LinkedIn
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Mei Kim is the Executive Director of Global Workforce Analytics at the
Estée Lauder Companies, and Heidi Perloff is the SVP of Global HR
Strategic Initiatives and Delivery Solutions at the Estée Lauder Companies.
In this episode, Mei and Heidi talk about some practices that made
adopting new technologies easier, whether they believe AI-based
technologies pose a threat or present an opportunity to the workforce, and
why it’s important to embrace data mindfulness in HR processes.

Chapters
[0:00 - 4:25] Introduction
• Welcome, Mei and Heidi!
• Today’s Topic: How to Make New HR Technologies Approachable for
Everyone
[4:26 - 14:06] What’s the difference between “digital” and “technology”
• “Technology is a thing; digital is a way of doing things”
• It’s ok for new technology to be difficult to adopt
[14:07 - 27:03] AI: opportunity or threat?
• AI helped Mei’s team win back 10+ hours of their week by minimizing
tedious processes
• The major threat lies in HR not knowing how to use AI technologies or
being curious about it
[27:04 - 37:24] What is data mindfulness?
• Analyze not only the data, but also the data flow and input processes as
well
• Will AI lull us into losing our critical thinking skills?
[37:25 - 39:14] Closing
• Thanks for listening!

Quotes
“HR VPs who embrace being digital and embrace the use of technology . . .
tend to go farther ahead in their careers than others who don’t.”
“Yes, we can get automation from AI, but it’s really the augmentation of
what it enables us to do as human beings that is super exciting.”

Contact:
Mei's LinkedIn
Heidi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
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Martin Low is the Founder and CEO of On Plane Consulting, a consulting firm that helps small businesses and startups optimize and scale. Having held HR Director positions at multiple successful companies, Martin bring a wealth of experience to the table.

In this episode, Martin talks about the fact that despite the evergreen landscape of new and emerging technologies, businesses still need one essential resource: people.

Chapters

[0:00 - 9:17] Introduction

• Welcome, Martin!

• Today’s Topic: Why A Business’ People are More Important Than Its Technologies

[9:18 - 18:23] Why can’t businesses just rely more on technology and less on people?

• If you rely less on people, those you do rely on will matter much more

• Emerging technologies likely won’t replace people so much as improve their productivity

[18:24 - 27:15] As someone in HR, how do you facilitate technological change within your business?

• Good data and insights into a business’ current state are essential

• Why HR practitioners should be business minded (and vice-versa)

[27:14 - 38:00] How HR practitioners can drive progress within their business

• Data will help you identify problems and build a business case for the solution

• Building a solution for reducing the people cost of a business

[38:01 - 38:55] Closing

• Thanks for listening!

Quotes

“[HR] data will do a couple of things for you: . . . it’ll tell you if you really have a problem, and it’ll help you show others that it might be.”

“If you can [reduce the people cost of a business] by 1 or 2%, it’s night-and-day for the profitability because that can all drop straight down to the bottom line.”

Contact:
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David's LinkedIn
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With over 25 years of leadership in DE&I, Jason R. Thompson is the
creator of the CAPE Inclusion model and the author of Diversity and
Inclusion Matter. He led DE&I programming for a community of 150K
students and faculty at Western Governors University; he influenced DE&I
strategies for over 1,000 global startups at Techstars; and he helped the
US Olympic Committee set new standards for DE&I in sports.

In this episode, Jason talks about how HR data can help businesses take
practical steps toward improving their DE&I and growing strategically.

Chapters
[0:00 - 4:52] Introduction
• Welcome, Jason!
• Today’s Topic: Using HR Data to Progress from Theoretical DE&I to
Practical DE&I
[4:53 - 15:01] How has Jason done DE&I differently than those around
him?
• Outsource consultants and data scientists to help clean up HR data
• The problem with over-assigning unpaid special projects for the sake of
employee growth
[15:02 - 23:12] How to use HR data to create a DE&I scorecard
• Exploring the DE&I journey of US Olympic teams
• How DE&I and strategic growth are directly connected
[23:13 - 28:04] How does a DE&I scorecard help an organization move
forward?
• Creating reasonable DE&I expectations based on turnover rates
• Diversity in leadership
[28:05 - 29:35] Closing
• Thanks for listening!

Quotes
“Diversity is a noun—it’s the outcome of actually managing some [HR]
data.”
“From a strategic point of view . . . if you looked at the [DE&I] data, you
would say, ‘In which demographics do we have the best opportunity to
grow?’”

Contact:
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David's LinkedIn
Dwight's LinkedIn
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Garry Straker is a Senior Compensation Consultant at Salary.com. As a
total rewards professional with over 20 years of experience, he’s worked
with a diverse range of businesses, higher education institutions, and
non-profit entities.

In this episode, Garry talks about some surprising trends from 2023 and
whether he thinks they will carry into 2024.

Chapters
[0:00 - 3:07] Introduction
• Welcome, Garry!
• Today’s Topic: Will HR Trends from 2023 continue into 2024 and
beyond?
[3:08 - 10:15] Surprising trends of 2023
• Pay transparency legislation lost some of its momentum
• Labor unions had a high-profile year and made some big moves
[10:16 - 25:16] HR trends that will impact 2024
• AI and its role within HR
• Employers will benefit from better managing their internal labor markets
and developing employee skills
[25:17 - 40:22] Garry’s predictions for 2024, 2025, and beyond
• Even in the event of a change in administration, the economy is probably
going to chug along
• Salary budgets and their tie to the labor market
[40:23 - 49:05] Q&A and Closing
• Answering some questions from the webinar audience
• Thanks for listening!

Quotes
“The labor market is going to look very different in 2024, and it’s going to be
important for employers to better manage their internal labor markets.”
“If [employees] are underperforming, . . . [companies] need to have the
systems and processes in place to be able to identify that and address it
quickly.”

Contact:
Garry's LinkedIn
David's LinkedIn
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Amy Butchko is the Talent Acquisition Vice President at Maximus, where
she’s focused on helping organizations recruit IT talent at scale. Her
experience brings insights into both acquiring talent and communicating
talent acquisition data.
In this episode, Amy talks about the challenges surrounding talent
acquisition data and the steps you can take to solve them.

Chapters
[0:00 - 5:45] Introduction
• Welcome, Amy!
• Today’s Topic: 4 Steps to Better Enterprise Talent Acquisition
[5:46 - 12:16] What is the biggest challenge with talent acquisition today?
• Challenges with where are how quickly are you going to find your next
hire
• Solving the data problems within talent acquisition
[12:17 - 21:20] How do you develop talent acquisition acumen within HR
teams that yield desirable results?
• Identify the core requirements needed for candidates
• Considering skill level vs legacy requirements (e.g., degree requirements)
[21:21 - 29:07] How do you create a narrative around recruitment data?
• The narrative should be built around the circumstances and goals
surround recruitment
• Learn who you’re presenting to and how to best communicate the data to
them
[29:08 - 30:09] Closing
• Thanks for listening!
Quotes
“The thing that’s really important is finding people who can help bridge the
gap between all those seemingly irrelevant data points and turn them into
something that looks like an executive could understand it.”
“If you can home in on a couple of things that are really, strongly impacting
your business, measure them effectively, and tell a story consistently, [you
will be able to transfer data narratives]."

Contact:
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David's LinkedIn
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Perry Doody is the owner of Above the Rings Consulting and Performance. After
over 10 years as the founding partner and president of CompTrak, Perry sought
to continue his career in consulting with a newfound approach that combines
insights from the worlds of business and fitness.

In this episode, Perry talks about how people are an important asset to
companies and why it’s critical for HR teams to be more strategic.

Chapters
[0:00 - 6:12] Introduction
• Welcome, Perry!
• Today’s Topic: How HR Teams Can Pivot From Being Tactical to Being
Strategic
[6:13 - 12:57] What differentiates a good HR department from a great HR
department?
• The CEO must recognize that HR is a critical component to the overall
business
• People need to focus on doing less and doing it well, instead of doing a lot of
things in a mediocre way
[12:58 - 17:07] Is busy work holding HR back from being more strategic?
• Adapting legacy systems to new needs can often be more difficult than building
new systems from scratch
• HR teams should add people from diverse backgrounds
[17:08 - 29:27] What enables a company to pivot from being tactical to being
more strategic?
• What is the CEO’s relationship with HR and its goals?
• How bad administrative decisions can antagonize HR strategies
[29:28 - 30:53] Closing
• Thanks for listening!

Quotes
“People are [a company’s] capital—they are an asset, and I don’t think every
company looks at it that way. The strategic ones do.”

“Becoming more strategic involves change, and a lot of us are resistant to
change, . . . but the way you get over this is by looking to competitors, other
industries, and even your personal life.”

Contact:
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David's LinkedIn
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Jason Averbook is a Senior Partner at Mercer and a global leader in HR
transformation. He has more than 25 years of experience in the HR and
technology industries, and he has guided industry-leading companies
through strategic HR transformations.
In this episode, Jason presents his takeaways from 2023 and talks about
how current HR trends will shape the future of the industry.

Chapters
[0:00 - 5:10] Introduction
• Welcome, Jason!
• Today’s Topic: Perspectives on HR and Emerging Technologies
[5:11 - 20:51] Jason’s takeaways from 2023
• 2023’s geopolitical events had significant mental health implications for
American workers
• Many organizations who have ignored their data are just now starting to
uncover its flaws
[20:52 - 29:20] Is 2024 the year of mass AI integration for HR?
• Generative AI will help us see where our data problems are, but we may
still need to solve the problems themselves
• Data fitness should be prioritized before a generative AI rollout
[29:21 - 35:20] How will emerging technologies affect HR one year from
now, in 2025?
• HR will be doing much less “hands work” and much more “heads work
and hearts work”
• Will HR roles be replaced by new technologies?
[35:21 - 36:24] Closing
• Thanks for listening!

Quotes
“AI has exposed the fact that organizations that don’t have good data can’t
use [tools like large language models].”
“The unlearning effort of 2024 to prepare for 2025 is more than the
technology effort—it’s more than the data effort.”

Contact:
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David's LinkedIn
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Summary:

As Season 6 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR.

Chapters:

[0:00 - 5:51] Introduction

Welcome, David and Dwight!
Today’s Topic: Season 6 Recap

[5:52 - 15:26] Looking back at Season 6

Revisiting episodes, topics, and common themes
Key takeaways from Season 6

[15:27 - 24:30] Looking forward to Season 7

Training, job searching, and other topics to look forward next season
Continuing coverage of HR conferences

[24:31 - 36:30] David and Dwight’s predictions for the future of HR

ESG and DEI will see a lot of pushback as they continues to grow
AI’s time in the headlines will slow down its rollout in HR

[36:31 - 40:03] Final Thoughts & Closing

Thanks for listening—we’ll be back soon with Season 7!

Quotes:

“My prediction is that we’re going to see a ton of upheaval in the ESG space as well as the DEI space [in the next six months].”

“Because of some of the court cases and backlash, . . . I think we’re going to start to see more clamping on what AI can do in the world of HR.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Don Weinstein, most recently the former Chief Product and Technology Officer at ADP, has spent 35 years of his career working at Fortune 500 companies. With over half of those years being spent in HR roles, he’s acquired valuable knowledge about human capital management and HR data analytics.

In this episode, Don talks about how some organizations have leveraged HR data to produce valuable business insights and what steps other organizations can take to get to that point.

Chapters:

[0:00 - 4:27] Introduction

Welcome, Don!
Today’s Topic: Using HR Data Analytics to Drive Business Insights

[4:28 - 14:53] How to turn HR data into business insights

Data analytics is often under-utilized in human capital management
Why payroll data is uniquely important

[14:54 - 22:32] Critical lessons from the early days of HR analytics

The value of sharing data and insights with everyone in an organization (not just HR)
How HR can “get a seat at the table” with data analytics

[22:33 - 30:31] How mature are HR data analytics and how will they further develop in the future?

Why adoption of HR data analytics is still low despite increase awareness and interest
The head of HR needs to be the steward for HR data analytics

[30:32 - 31:54] Closing

Thanks for listening!

Quotes:

“When [HR] has the facts, and the analytics, and the data, [they] can make a real impact in an organization.”

“Many organizations are still suffering from limited adoption [of HR data analytics] and one of the things that’s still hindering them is poor data quality.”

Contact:
Don's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Karen Catlin is a 25-year veteran of the tech industry turned leadership coach, acclaimed author, and speaker on inclusive workplaces. She coaches women to be stronger leaders and men who want to be better allies for underrepresented groups.

In this episode, Karen talks about the Better Allies approach and creating more inclusive workplaces with everyday acts of allyship.

Chapters:

[0:00 - 3:54] Introduction

Welcome, Karen!
Today’s Topic: Creating More Inclusive Workplaces with Everyday Acts of Allyship

[3:55 - 13:07] What gets in the way of people actually becoming more inclusive?

Being a better ally means getting comfortable with making mistakes
Why it’s important to learn how to properly apologize

[13:08 - 24:13] Tangible actions that can help you become a better workplace ally

The 7 roles allies can play
Example of being a sponsor, an amplifier, and an up-stander

[24:14 - 31:11] How allies can help course-correct larger systemic issues

Being a knight vs being an ally and why they’re not the same thing
Even if you’re not a leader, you can drive systemic changes at your company

[31:12 - 32:08] Closing

Thanks for listening!

Quotes:

“People don’t want to be better allies, or speak up, or do something because they are afraid of getting it wrong.”

“You can take action for one person, but then ask yourself if there’s something you can do to have a larger, systemic impact that really would be ideal for your organization.”

Resources:Karen's Books

Contact:
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David's LinkedIn
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Summary:

The HR Technology Conference 2023 was held in Las Vegas, Nevada in October 2023 and our very own David Turetsky and Katie Stukowski presented on the pay trends that will dominate 2024.

In recent years, the landscape of pay practices has undergone significant transformations. From employee demands for greater pay transparency and equity, to the growing importance of accurate job descriptions and skills assessments, to the unpredictable twists of a volatile economy, HR teams are adapting at lightning speed. This session will review anticipated pay trends for 2024 and how employers can use data and technology to stay ahead of these developments.

In this episode, David and Katie talk about salary trends, pay equity trends, technology trends, and more.

Chapters:

[0:00 - 3:30] Introduction

This episode was recorded live at the HR Technology Conference in October 2023!
Today’s Topic: Pay Trends Dominating 2024

[3:31 - 18:32] Business and compensation trends

How pay influences the psychology of how employees work
Differentiating performance with low increase percentages

[18:33 - 38:54] Pay equity and the skills taxonomy

Pay equity is not a “nice to have” anymore—it’s the rule
Why job descriptions and career frameworks influence employee retention

[38:55 - 54:03] Competitive pay and market pricing

The impact pay transparency can have on hiring and retention
What to do about AI when it starts “working” for your company

[54:04 - 56:47] Closing

Thanks for listening!

Quotes:

“Compensation is the link between the employee and the employer to build the trust that they are valued within that organization, and you can’t get compensation right without accurate job descriptions.”

“Pay equity is the right thing to do. That’s equal pay for comparable work that is internally equitable, externally competitive, and transparently communicated.”

Resources:
Surveys

Contact:
David's LinkedIn
Katie's LinkedIn
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Summary:

Oshri Cohen is the founder of RedCorner, a CTO as a Service agency that provides organizations with highly skilled and experienced ex-CTOs who specialize in whatever industry, business model or engineering culture is needed. In this episode, Oshri talks about the current issues with technical recruiting and what we can do to fix them.

Chapters:

[0:00 - 4:13] Introduction

Welcome, Oshri!
Today’s Topic: Technical Recruiting is Broken—Here’s How to Fix It

[4:14 - 17:44] What is technical recruiting?

Technology changes at a such a rapid pace that it can be difficult for HR to stay informed
Flaws in poorly-executed technical recruiting

[17:45 - 28:33] What can be done to improve the technical recruiting experience?

Fixing technical recruiting issues from the top down
Why it’s critical for HR and technical managers to work together for technical recruiting

[28:34 - 35:27] How will generative AI affect the world of technical recruiting

How technical knowledge requirements have changed as technology has evolved
Practices that make technical recruiting more accessible

[35:28 - 36:19] Closing

Thanks for listening!

Quotes:

“[Companies should have proper technical leadership where the CTO is a business-minded individual and understands how to talk outside of their technical sphere.”

“If you ask [ChatGPT] to write a specify function that does one small thing, it can do that beautifully, but it writes code like a junior developer.”

Resources:
RedCorner

Contact:
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David's LinkedIn
Dwight's LinkedIn
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Summary:
Sean Luitjens is a General Manager of Total Rewards Analytics at Visier. He has over 25 years of experience working on talent acquisition software and compensation benefits software for various companies. In this episode, Sean talks about how people analytics can help businesses make informed decisions about compensation allocation and pay equity.

Chapters:
[0:00 - 4:30] Introduction
•Welcome, Sean!
•Today’s Topic: Leveraging People Analytics for Compensation Allocation

[4:31 - 11:36] Why is it difficult to allocate compensation despite all the technology available?
•HR practitioners are asked to differentiate pay while also making it equitable
•An increasing amount of data must be pulled together to make a business case for the CFO

[11:37 - 22:14] How do companies address pay equity in relation to talent retention?
•Why most companies are implementing long-term pay equity remediation plans
•Sometimes doing the right thing means that organizations need to endure some turnover

[22:15 - 26:18] What could companies do to start fixing their pay inequities?
•Build a foundation of tools to identify pay equity issues and develop a pay philosophy to address those issues
•Companies should not be afraid to be wrong

[26:19 - 26:57] Closing
•Thanks for listening!

Quotes:
“At a high level, the [HR] practitioner is being asked to pay differently but the same.”

“Don’t be afraid to be wrong . . . The good and the bad with pay equity is that you can’t fix it on one given day, so you have the ability to aim, fire, aim, fire as you go.”

Contact:
Sean's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Schon Parris is the Future of Work Practice Leader at ADP where he helps clients better use their data to make well-informed business decisions. In this episode, Schon talks about what typically prevents HR teams from effectively using the data available to them and how they can overcome those obstacles and start making data-driven decisions today.

Chapters:

[0:00 - 5:46] Introduction

Welcome, Schon!
Today’s Topic: How to Start Making Data-Driven HR Decisions

[5:47 - 12:10] What gets in the way of HR using data successfully?

There needs to be an advocate that is willing to initiate new data analytics processes
Numbers alone do not deliver the context required to tell the full story behind the data

[12:11 - 18:01] Client success stories and commonalities among them

Formulate hypotheses and then discuss them with those involved to gather additional information
Data will not solve problems so much as direct attention toward them

[18:02 - 28:01] What are clients building into their models to accommodate AI?

AI can provide insights that would have previously been very difficult to gather and help direct HR’s focus to unnoticed problems
There’s no need to fear that AI will replace human workers

[28:02 - 30:19] Final Thoughts & Closing

Keep it simple and start
Thanks for listening!

Quotes:

“Somebody has to take it upon themselves to make [data analytics] important. . . . Unless you have at least one person that’s going to dive in and do the work, it’s not going to go anywhere.”

“There’s no need for someone within HR to fear the evolution of AI stealing [their job].”

Contact:
Schon's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Mark Stelzner is the Founder and Managing Principal at IA, HR “anti-consultants” who specialize in distilling key points from large amount of HR data. In this episode, Mark talks about the various tools HR practitioners can use to help organizations make sense of their data and streamline their processes.

Chapters:

[0:00 - 2:37] Introduction

Welcome, Mark!
Today’s Topic: How to Make Sense of Disaggregated HR Data

[2:38 - 10:20] What new observations surprised us at HR Tech 2023?

Unprecedented organizational instability has brought on more decision paralysis than usual
How seeking out human connection can counter the pressure to embrace rapid change

[10:21 - 20:20] Where have we seen AI impact other (non-HR) departments of organizations?

AI is a prime tool for industries that have trusted but disaggregated sources of data
Bias and preference in AI’s development are still large concerns for many organizations

[20:21 - 32:19] How can practitioners approach organizations that might be reluctant to change?

Why fear gets in the way of logically moving toward cleaner data and streamlined processes
The first step toward change may be raising situational awareness

[32:20 - 32:59] Closing

Thanks for listening!

Quotes:

“If you wan to ideate about [implementing disruptive technologies], you have to derive prioritized use cases.”

“If it’s never been written down how [current processes work] or if we’re inferring how [current processes work], we don’t know what we’re moving from and to.”

Resources:IA HR

Contact:
Mark's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Brian Escobar is the Director of Human Resources Operations at Endeavor Schools, and Walter William Duncan III is the Payroll Manager at Endeavor Schools. Brian and Walter co-host the podcast It’s About Payroll, a weekly podcast designed to help spread knowledge about pay.

In this episode, Brian and Walter talk about why organizations can find empowerment in treating their employees like customers when it comes to payroll.

Chapters:

[0:00 - 7:59] Introduction

Welcome, Brian and Walter!
Today’s Topic: How to Demystify Paychecks for Employees

[8:00 - 15:43] Why is it important to educate employees about their pay?

Many employees these days don’t look at (or understand) their paycheck
Is there a cheatsheet to understanding your paycheck?

[15:44 - 22:55] What are the most common challenges in educating people about their pay?

There are few educational resources that focus on demystifying pay
Paychecks are not just paychecks anymore

[22:56 - 28:21] How can we better educate people on taxes?

Guiding employees to specific tools and resources that can educate them
Taking a more proactive role toward educating their employees

[28:21 - 29:43] Closing

Thanks for listening!

Quotes:

“[As an employer], you want your employees to be financially savvy.”

“[The key to understanding income taxes] is consuming multiple resources until you understand it, and that’s the thing: the resources are scarce.”

Resources:It's About Payroll!Walt's personal SoundCloud from his one fun thing

Contact:
Brian's LinkedIn
Walter's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Robert Mattson is a Principal at INTRIGUE Communications and Coaching, a marketing and messaging consultancy based on the idea that stories connect people to each other, their interests, and brands. In this episode, Robert talks about how you can communicate by telling stories that will resonate with your audience.

Chapters:

[0:00 - 9:18] Introduction

Welcome, Robert!
Today’s Topic: The Four Ingredients of Masterful Communication

[9:19 - 17:51] What is the key to effective communication?

Start with the audience’s motivations and (if present) the elephant in the room
The optimal time and place to have a meeting
Why you should over-communicate the context of a conversation

[17:52 - 25:59] How does expectation-setting set the framework for conversations?

How setting expectations can help you avoid bad reactions to good news
Have a plan for any conflict that might arise from the conversation

[26:00 - 32:04] How do you tell someone that they should improve their emotional communication skills?

Look at the existing challenges in your communication and assume it’s not a “them” problem
Be curious and non-judgmental

[32:05 - 33:09] Closing

Thanks for listening!

Quotes:

“One thing people tend to be bad at is setting painfully clear expectations.”

“Look at the challenges you have in your communication . . . and always take responsibility that there’s something you can do to improve the situation.”

Resources:INTRIGUE

Contact:
Robert's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Alexandra Levit is a workplace futurist, a bestselling author and the Founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world.

In this episode, Alexandra talks about talent intelligence and how it has helped organizations with recruitment and retention.

Chapters:

[0:00 - 5:23] Introduction

Welcome, Alexandra!
Today’s Topic: How Good Talent Intelligence Benefits Recruitment and Retention

[5:24 - 15:58] What does the future currently look like for the world at work?

If in doubt about where to start, start with job redesign and creating a meaningful employee experience
Employees will not be replaced by AI, they will be replaced by people who can work with AI

[15:59 - 31:24] How does talent intelligence help with recruitment and retention?

Auditing existing data for bias for better talent intelligence is critical to its success
How the public sector is leveraging talent intelligence well

[31:25 - 41:17] What can you do today to take advantage of talent intelligence?

Explore internal mobility and reskilling opportunities within your organization
Why the future of work may not be the “back to office” movement we’re currently seeing

[41:18 - 42:11] Closing

Thanks for listening!

Quotes:

“What we’re seeing now is that . . . organizations don’t have a good handle on the skills of the existing workforce.”

“When [the states of New York and Indiana] put their talent intelligence systems together, . . . they were able to pipeline a whole bunch more people into those open jobs that employers had and keep them from leaving the state.”
Resources:
Alexandra's website
Inspiration at Work
Deep Talent: How to Transform Your Organization and Empower Your Employees Through AI book
Humanity Works: Merging Technologies and People for the Workforce of the Future book
They Don't Teach Corporate in College book

Contact:
Alexandra's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

They Don't Teach Corporate in College, 3rd Edition: A Twenty-Something's Guide to the Business World

Humanity Works: Merging Technologies and People for the Workforce of the Future (Kogan Page Inspire)

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Summary:

Sapient Insights Group is a women-owned, research and advisory firm that is the proud organizer behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner) and Teri Zipper (CEO & Managing Partner).

In this episode, Susan and Teri talk about the changing of the guard that HR may soon experience with its newer and younger practitioners joining the workforce.

Chapters:

[0:00 - 9:22] Introduction

Welcome, Sapient Insights Group!
Today’s Topic: Why the Next Generation of HR Practitioners may be ready to revamp HR

[9:23 - 19:05] How the world at work for HR is about to change

New HR practitioners are asking “why” often
How AI regulations will affect the workforce

[19:06 - 27:55] How will the next generations of HR practitioners challenge existing systems?

Who will be responsible for both the good and the bad of AI in HR?
The push for empathetic HR

[27:56 - 34:53] Where to employees and companies stand on ESG?

How employees feel about ESG
Will newer employees fight for more of a focus ESG?

[34:54 - 37:11] Closing

Thanks for listening!

Quotes:

“The next generation of HR professionals, who didn’t grow up in a compliance environment, [will make] a push toward empathetic HR.”

“[In a survey we conducted that] had participants from all walks of life—all backgrounds, all races, all education levels, and all employment levels— . . . everybody was concerned about how an organization treats the environment.”

Resources:
Sapient Insights

Contact:
Susan's LinkedIn
Teri's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Marc Miller is the President and Founder of Marc S. Miller Associates, Adjunct Professor of Management of Technology at New York University, and the Author of The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?

In this episode, Marc talks about some of the biggest promises and pitfalls presented by AI as well as how it has already been integrated into both HR and our daily lives.

Chapters:

[0:00 - 6:58] Introduction

Welcome, Marc!
Today’s Topic: How AI Will Impact Human Resources

[6:59 - 15:44] Where has AI been and how did it affect HR in the past?

AI has been around for decades, but it’s recently come into public consciousness
Recruiting has both the most to gain and the most vulnerabilities from using algorithms

[15:45 - 25:20] Is AI becoming better for HR to adopt?

It all comes down to HR staff knowing how to tell a story
Will AI lead to human workers being obsolete?

[25:21 - 37:20] Does HR have to worry about AI?

Regulation will have a major impact on how HR adopts AI
How do universities choose to integrate AI into their curriculum?

[37:21 - 38:08] Closing

Thanks for listening!

Quotes:

“[The successful implementation of AI in HR] is all about the ability for HR to have staff that knows how to tell a story.”

“At this point, [regulation around AI] has been a lot of fear, uncertainty, and doubt. . . . Let’s do what we can to, if not embrace, at least understand AI.”

Resources:
Marc S. Miller Associates
The Death of HR book

Contact:
Marc's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Al Adamsen is the Founder and CEO of People Analytics & Future of Work, an organization that specializes in providing events and resources about people data, analytics, AI, and more. In this episode, Al talks about how organizations can properly plan to efficiently integrate AI into their workforce without unnecessarily adding stress to their employees. He also talks about how a company can know if it’s actually ready to adopt AI.

Chapters:

[0:00 - 4:35] Introduction

Welcome, Al!
Today’s Topic: How to Thoughtfully Integrate AI Into the Workplace Experience

[4:36 - 14:07] With AI developing so quickly, how can HR get ahead of it?

Developing continuous work strategies for the age or perpetual disruption
Yes, AI will make work more efficient but it will also introduce more jobs

[14:08 - 20:54] On being thoughtful about AI and the human experience at work

Few companies are truly employing AI efficiently and seeing measurable improvements
How to navigate employees’ concerns about privacy

[20:55 - 22:44] What concerns are we currently seeing related to the integration of AI

Are businesses actually ready to adopt AI?

[22:45 - 23:21] Closing

Thanks for listening!

Quotes:

“[Organizations have to adopt a] continuous work strategy in the age of perpetual disruption.”

“There’s an underlying assumption that AI is going to make people more efficient and effective, . . . and what I’m concerned about is that leaders are going to say, ‘. . . I’m going to need less people.’ ”

Resources:PAFOW
Al's Podcast

Contact:
Al's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Yasmine Mustafa is the Co-founder and CEO of ROAR, the designers of a wearable panic button solution that uses proprietary technology to increase workplace safety across organizations and prevent workplace violence.

In this episode, Yasmine talks about workplace violence, why it seems to be worse today than ever, and how it affects HR.

Chapters:

[0:00 - 7:56] Introduction

Welcome, Yasmine!
Today’s Topic: Workplace Violence and Its Effect on HR

[7:57 - 15:09] What is workplace violence and why is it so prevalent right now?

Increased day-to-day stressors and pressure lead to more issues in the workplace
Fewer social interactions and the prevalence of technology have made us more apathetic

[15:10 - 23:28] What impact does workplace violence have on HR

Workers who experience workplace violence (either firsthand or secondhand) are more likely to leave their job
Investing in the mental health of all employees is vastly beneficial

[23:29 - 28:25] How do you train people to react to real scenarios instead of standing by?

De-escalation training goes a long way in building employee confidence and decreasing uncertainty in violent situations
Training can help people recognize when others are in distress or in emergency situations

[28:29 - 31:04] Final Thoughts & Closing

Public funding
Thanks for listening!

Quotes:

“[Workplace violence] is the worst it’s ever been, and a lot of it is due to not having supported systems for underlying social issues.”

“As soon as there’s a workplace violence incident, the entire morale of an organization plummets.”

Resources:ROAR
HR.com Article on Workplace Safety
Pollack Peacebuilding
Crisis Prevention Institute

Contact:
Yasmine's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Kathi Enderes is the Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company. She brings insight from some of their recent research concerning the labor shortage and what can possibly be done to help close the gap.

In this episode, Kathi talks about the current state of HR and what she expects to change in the next two years especially in regard to AI and how it can enable skills-based workforce planning.

Chapters:

[0:00 - 3:55] Introduction

Welcome, Kathi!
Today’s Topic: How AI Enables Skills-Based Workforce Planning

[3:56 - 16:00] Looking back at 2023

AI turned the world of HR (and the world of business) upside down
Industries are converging and many companies are effectively becoming tech companies
How career frameworks and re-skilling can steer companies away from massive layoffs

[16:01 - 32:14] How can AI help with skills-based workforce planning?

AI is and will be far better at analyzing vast databases of information, which can help identify opportunities more quickly
HR’s increased complexity over the last few years drives the need for AI to take over low-value tasks

[32:15 - 42:56] Will AI increase the speed of work and employee burnout?

How we burden ourselves with work and how we can avoid burnout
There will still be areas of work that we simply can’t automate

[42:57 - 43:52] Closing

Thanks for listening!

Quotes:

“One big theme that we see for [the coming years] is: how can HR operate in a more integrated way? ”

“I think a lot of companies are waking up to the fact that they need to do much more agile and dynamic workforce planning.”

Resources:Research from The Josh Bersin Company

Contact:
Kathi's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Richard Rosenow is a people analytics speaker and the VP of People Analytics Strategy at One Model, a people analytics platform. In this episode, Richard talks about some observations and lessons learned from 2023 and how they might shape the near and distant future of people analytics.

Chapters:

[0:00 - 3:51] Introduction

Welcome, Richard!
Today’s Topic: Predicting the Future of HR with Lessons Learned from 2023

[3:52 - 12:45] Looking back at 2023

How people analytics team structures changed
What role does automation play in people analytics processes?

[12:46 - 22:02] Near future predictions for people analytics

HR technology has reached a critical mass and the industry will be refocusing on people
Generative AI could break some of our expectations around new technology adoption

[22:03 - 29:55] Distant future predictions for people analytics

People analytics will make a shift back toward qualitative data analytics
Using people analytics to build a company story

[29:56 - 31:37] Closing

Thanks for listening!

Quotes:

“You’ve got to actually give HR the investment. [It needs to be data-driven], like every other function in the business.”

“A lot of times [HR] has to overcome the fact that there are multiple data sources, and they’re not always wrong, but they have to add up to a story.”

Resources:
One Model

Contact:
Richard's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Peter Louch is the Founder and CEO of Vemo, a cloud-based workforce planning and analytics technology company. In this episode, Peter talks about how HR practitioners can use AI to solve 80% of their workforce planning efforts so they can focus on more critical tasks.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Peter!
Today’s Topic: Combining AI With the 80/20 Rule for More Efficient Workforce Planning

[6:04 - 16:07] Can 80% of the workforce planning effort be automated with AI?

A continuous workforce planning process allows you to always look at new data
Despite operating in times of uncertainty, companies can make plans that point them in the right direction

[16:08 - 27:04] How will the automation of workforce planning efforts impact the role of HR practitioners?

Why “failing forward” is a great strategy
Data will still need to be audited and maintained

[27:05 - 33:23] What’s on the horizon for workforce planning and people analytics?

Standards and definitions for job descriptions are the current Wild West
Why pay transparency generates the need for career frameworks

[33:24 - 34:06] Final Thoughts & Closing

How workforce planning extends beyond HR
Thanks for listening!

Quotes:

“The idea of the 80/20 rule is that only a certain part of your organization is shifting at any given time.”

“There’s no standard for what a job description is . . . everyone’s interested in skills, but one company will say they have 40 while another says they have 200,000.”

Resources:
Vemo

Contact:
Peter's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible.

In this episode, Tim shares his thoughts on how AI and emerging technologies will revolutionize recruitment over the next two years.

Chapters:

[0:00 - 3:04] Introduction

Welcome, Tim!
Today’s Topic: How AI Will Revolutionize Recruitment

[3:05 - 13:02] What did 2023 bring to the recruiting and recruiting technology space?

We saw a change in how technology is funded
AI legislation is being drafted before we truly understand how AI will affect our workforce

[13:03 - 21:43] How AI can help recruiters build relationships with their candidates

AI will highlight candidates’ skills to help find the best-of-the-best for a job
Developing a highly detailed and inclusive talent marketplace using AI

[21:44 - 26:52] Will AI revolutionize recruitment as soon as 2025, or will it take longer?

AI has already deeply changed the way we communicate via predictive text
How do we train AI when people opt out of data sharing?

[26:53 - 27:48] Closing

Thanks for listening!

Quotes:

“[In 2023], we saw a change in how technology is being funded in the VC world.”

“I don’t think, ‘what is AI going to take away’—what is AI going to enable me to do because of the unique human traits that I have?”

Contact:
Tim's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 Recommendation
Human Capital Management Institute (HCMI)
Salary.com's Consulting Practice

Contact:
Jeff's LinkedIn
Rebecca's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 Workplace

Contact:
Anna's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 Practice

Contact:
Greg's LinkedIn
Rebecca's LinkedIn
Courtney's LinkedIn
Garry's LinkedIn
Eric's LinkedIn
Mara's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 LinkedIn
Christine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 Blog

Contact:
Katica's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 Jeffrey

Contact:
Dr. Dawn's LinkedIn
Jeffrey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Anne Fulton is the Founder and CEO of Fuel50, an AI-driven talent marketplace platform. As an organizational psychologist, a builder of psychometric tests, and a published author of two books, Anne Fulton is passionate about helping people find and fine tune their careers.

In this episode, Anne talks about creating organizational resilience and what takes a company from a state of survival to thriving.

Chapters:

[0:00 - 4:10] Introduction

Welcome, Anne!
Today’s Topic: Creating Organizational Resilience and How to Go From Surviving to Thriving

[4:11 - 13:56] What’s the journey from survive to thrive in this economic era?

Defining and focusing on organizational fitness
The pros and cons of an agile processes within an organization

[13:57 - 20:02] What should HR practitioners be investing in today?

Employee empowerment and listening to the employee voice
Developing leaders that can truly listen to their employees

[20:03 - 32:43] How should HR be thinking about AI?

People are afraid of AI when they don’t know how to use it
Controls and protocols must be created to ensure AI will not pose a risk for organizations

[32:44 - 33:49] Closing

Thanks for listening!

Quotes:

“We have an opportunity as leaders to ask powerful questions that allow people to coach themselves toward answers and a focus on solutions.”

“Every organizations needs to think about how it’s going to create safety for the organization and safety for the individuals [when using new AI technologies].”

Resources:

Anne's Books

Contact:
Anne's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Shayne Halls is the CEO of Manifested Dreams, a company that provides corporate DEI and career consulting services with a focus on AI integration and AI-enhanced strategies. He has over 15 years of experience as a DEI specialist, and he has been a champion of AI integration into HR processes. He is also the author of multiple e-books, including Inclusivity 2.0: How AI is Accelerating the DEI Movement.

In this episode, Shayne talks about AI’s impact on DEI and how to use AI for better DEI and HR practices.

Chapters:

[0:00 - 8:36] Introduction

Welcome, Shayne!
Today’s Topic: How to Harness the Power of AI for Better DEI Processes

[8:37 - 15:56] Why HR professionals should embrace AI

AI is one of the best tools to eliminate bias and prejudice in the workplace
AI is in its infancy and can be molded into a wonderful tool

[15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR?

Regulation of the input data will be critical to AI’s impact on DEI in HR
Not enacting good DEI practices before introducing AI can set AI up for failure from the start

[29:44 - 40:33] Advice for those who might be worries about AI’s impact on HR and the workforce

You will only be left behind if you don’t keep up
You need to learn how to use AI before you can learn how to leverage AI

[40:34 - 43:03] Final Thoughts & Closing

Thanks for listening!

Quotes:

“AI in its current state is one of the best tools to eliminate bias and prejudice in the talent acquisition HR process.”

“When we’re talking about integrating AI into DEI, . . . we’re talking about making sure that the algorithms that are put in to search for candidates are truly open and not being pigeonholed in anyway.”

Resources:

Inclusivity 2.0: How AI is Accelerating the DEI Movement

Contact:
Shayne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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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 remote work and how some companies have crafted it for their employees’ benefit.

Chapters:

[0:00 - 5:06] Introduction

Welcome, Katherine!
Today’s Topic: How Remote Work Works in Today’s Environment

[5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model

The pandemic pushed employees toward a new culture of remote work
Communication technology has been more widely and readily adopted in the workplace

[10:35 - 23:04] How do you manage company culture with a remote-first workforce?

Gathering information and input from employees and setting guidelines and expectations
Defining productivity, setting productivity goals, and measuring productivity

[23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees

Establish natural rhythms and cadences for meetings and activities
Consider the business needs before changing to or from remote work
Employees’ full personalities makeup the company culture

[35:10 - 37:35] Final Thoughts & Closing

Do not be afraid to work with leadership to take small steps toward change
Thanks for listening!

Quotes:

“We were measuring [remote employees] in terms of their engagement and satisfaction, . . . which are critical to [our productivity as a company].”

“I always start with ‘what does the business need’. . . . Take the time to understand what [remote work] means and why it should become the requirement.”

Contact:
Katherine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Laurie Robinson is the People and Culture Strategist for Burton Snowboards, who recently dove into planning and developing a company-wide pay transparency strategy. Laurie has already seen how this move has pushed the company toward a more diverse employee base and how it has set Burton up as a pioneer in the world of snowboarding.

In this episode, Laurie talks about her how Burton Snowboards’ commitment to pay transparency has helped build a diverse company and set the tone for the sport of snowboarding at large.

Chapters:

[0:00 - 4:34] Introduction

Welcome, Laurie!
Today’s Topic: Burton Snowboards’ Journey into Pay Transparency

[4:35 - 12:56] Where is Burton Snowboards on Pay Transparency?

Fielding questions and having conversations with employees about pay decisions
How Burton has been leading the evolution of snowboarding as a sport

[12:57 - 25:08] How Burton keeps their pay transparency practice current?

Making sure stakeholders understand the “why” and can communicate it effectively
Taking note of big learning takeaways to inform future decisions

[25:09 - 31:14] How do you keep stakeholders informed?

Building a solid pay structure that can be easily understood and easy adapted to market changes
Trusting your employees to respond positively and ask mature questions

[31:15 - 34:32] Final Thoughts & Closing

3 tips for people who are or will be implementing pay transparency practices
Thanks for listening!

Quotes:

“The business partners had to be able to understand why we were doing this . . . so that they can get ahead of the questions.”

“The job is what we base our wages on, not the employee.”

Resources:
Salary.com Consulting

Contact:
Laurie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you’re presented with an HR problem that needs to be solved much sooner than later—there’s not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it’s important to know what to expect and which questions to ask when looking to hire a consultant.

In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company.

Chapters:

[0:00 - 5:15] Introduction

Welcome, Steve Brink and David Turetsky!
Today’s Topic: Why Hire an HR Consultant and What to Expect

[5:16 - 16:58] Hiring a consultant to quickly address HR problems

Identifying and working with a trusted advisor
How a consultant can help you see and avoid unintended consequences

[16:59 - 33:55] Knowing if you’re ready to start working with a consultant

The importance of gathering all of the relevant data, getting buy-in, and doing all of the homework
Catalyzing internal motive and movement so actions can be taken with the consultant’s data
Hire for best fit—because hiring for price may not get the results you’re looking for

[33:56 - 52:55] How to embrace change, even if it may be difficult

The value of explaining “why” and letting the consultant help with communicating and educating
Why you should engage early on parties who may be resistant

[52:56 - 56:08] Final Thoughts & Closing

Tips for working with consultants
Thanks for listening!

Quotes:

“When you hire a consultant, the job isn’t over for you. . . . You need to be prepared to actively work with them to get the job done.”

“Sometimes you can use [consultants] to help educate a board, executives, managers or employees.”

Contact:
Steve's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Jackie Ferguson is a certified diversity executive and the Co-founder and VP of Content and Programming at The Diversity Movement. She is also the author of The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Inc. magazine named Jackie to their 2023 Inc. Female Founders 200 list which comprises the 200 women leaders across America who are “shaping the world into a better place.”

In this episode, Jackie talks about some of the challenges companies might face when adopting new DEI practices and how they can succeed by starting with an effort to better communicate.

Chapters:

[0:00 - 11:13] Introduction

Welcome, Jackie!
Today’s Topic: Creating an Opening in the DEI Conversation for Late Adopters

[11:14 - 16:32] The Diversity Movement’s special sauce

How the Diversity Movement approaches DEI consulting differently
Helping companies communicate to their employees in ways that they understand

[16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices

Staying committed to the work is critical—DEI is a long-term commitment
Why pay equity is such an important part of DEI

[27:08 - 36:55] What are some examples of how we can work toward DEI best practices?

DEI can be overwhelming, so start with yourself and how you communicate
Awareness and asking questions is a great first step toward DEI

[36:56 - 40:02] Final Thoughts & Closing

Remember the importance of mental health both in our society and in DEI practices
Thanks for listening!

Quotes:

“Gen Z . . . they’re doing so much research on companies that they are supporting from a customer perspective and the companies that they’re considering working for.”

“One of the reasons we have a skew [in pay equity] is that some people are given opportunities based on what organizations think their ability to do the work is. People that look like me are given jobs based on a proven track record.”

Resources:
The Diversity Movement
Diversity: Beyond the Checkbox podcast

Contact:
Jackie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it.

In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences.

Chapters:

[0:00 - 3:53] Introduction

Welcome, Garry Straker and David Turetsky!
Today’s Topic: Avoiding Unintended Consequences of Pay Transparency

[3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it?

Pay transparency means more than just salary ranges
Many state have already, or will soon be, signing pay transparency legislation into effect
Horizontal pay transparency vs Vertical pay transparency

[21:26 - 36:34] Why is pay transparency important and where are some of its impacts?

It prevents new employees from entering an agreement where they’re unknowingly being paid unfairly
While pay transparency requires more and better communication, you will build strong trust with both current and prospective employees
Vertical pay transparency gives employees a line of sight into career growth within organizations

[36:35 - 52:51] Avoiding the unintended consequences of pay transparency

Pay transparency should help better define roles within an organization
Why updating job descriptions and market pricing are critical to creating a good salary structure

[52:52 - 55:48] Closing

Thanks for listening!

Quotes:

“Letting people know what you make might feel uncomfortable, but isn’t it less uncomfortable than wondering if you’re being discriminated against or being paid unfairly?”

“The #1 ‘pro’ of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.”

Resources:
Address Pay Equity

Contact:
Garry's LinkedIn
David's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

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Summary:

Jennifer Brown is a champion of DEI, a best-selling author, and the Founder and CEO of Jennifer Brown Consulting. Jennifer draws from her 20 years of experience of doing DEI work with countless organizations and leaders to bring deep insight into the challenges organizations and leaders face today. Through keynote presentations, executive coaching, and senior leadership sessions, she educates and equips leaders to step into their role in the ongoing pursuit for a more inclusive workplace. In this episode, Jennifer discusses benefits and challenges of inclusive leadership.

Chapters:

[0:00 - 7:00] Introduction

Welcome, Jennifer!
Today’s Topic: How to Be an Inclusive Leader

[7:01 - 18:16] What have inclusivity initiatives gotten right?

Inclusivity serves as the foundation for diversity and equity and it’s on full display to the public via social media
Affinity groups/ERGs give employees a voice where they may not have historically had one

[18:17 - 29:55] Why is inclusivity difficult to measure?

Identify what is being measured and, importantly, who is doing the measuring
What optimal inclusion looks like for leaders

[29:56 - 36:44] How can HR practitioners help leaders with inclusivity?

Encouraging leaders to share stories of overcoming adversity from family members
It’s important to not forget the truths shared and lessons learned in the last couple of years

[36:45 - 39:35] Final Thoughts & Closing

If you’re not uncomfortable, you’re not leading
Thanks for listening!

Quotes:

“If I had a magic wand, we’d have a way of measuring according to those on the receiving end of inclusive behaviors. . . and I think that would yield so much more information.”

“I worry about backsliding and forgetting some of the most poignant and powerful lessons and truths that we’ve heard from people who are really in pain the last couple of years. We have to carry that forward and continue to heard that, as hard as it is.”

Resources:
Jennifer Brown Consulting
How to Be an Inclusive Leader
Inclusion: Diversity, The New Workplace & The Will To Change
Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World
Inclusive Leadership Assessment
The Will to Change Podcast

Contact:
Jennifer's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Inclusion: Diversity, The New Workplace & The Will To Change

Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World

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Summary:

As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table.

Chapters:

[0:00 - 5:53] Introduction

Welcome, …David and Dwight!
Today’s Topic: Season 5 Recap

[5:54 - 14:53] Looking back at Season 5

Revisiting episodes, topics, and common themes
Key takeaways from Seasons 5

[14:54 - 25:25] Looking forward to Season 6

More conversations about DEI
Interviews from SHRM, WorldatWork, and HR Tech

[25:26 - 36:49] David and Dwight make predictions for the future of HR

AI will continue to be integrated into our everyday lives, including HR process and technology
New pay transparency legislation will be introduced for, or adopted in, 2024

[36:50 - 38:15] Final Thoughts & Closing

Look forward to the show continuing to broaden its scope beyond HR data analytics!
Thank you for 5 seasons; see you in Season 6!

Quotes:

“The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.”

“All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Martine Kalaw is the CEO and Founder of Martine Kalaw Enterprises, a boutique firm that supports Human Resources professionals and helps them make DEI accessible in their workplaces. Martine has over 10 years of experience working with Fortune 500 companies and is the author of Illegal Among Us: A Stateless Woman’s Quest for Citizenship and The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace.

In this episode, Martine talks about why DEI is inevitable and how you can leverage data to plan scalable DEI programs in your organization.

Chapters:

[0:00 - 6:51] Introduction

Welcome, Martine!
Today’s Topic: DEI is Inevitable—How Can You Get Ahead of the Curve?

[6:52 - 19:45] What type of data is needed to actually drive DEI in the workplace?

Ditch quotas and adopt targets
The goal should before for organizations to widen their network

[19:46 - 26:00] How does DEI drive businesses?

Tapping into new markets by pushing for a more diverse employee base
DEI strategies organizations can implement to grow revenue

[26:01 - 35:18] How can organizations prepare their data and their leadership to start seeing DEI as a business strategy?

Start by looking for data inconsistencies and considering looking into a proper people analytics platform
Review past DEI programs to figure out what is scalable and what isn’t

[35:19 - 37:39] Closing

Thanks for listening!

Quotes:

“You can tell a story about who you are as a company to a consumer and say, ‘we are you,’ . . . but if you can’t say that because you’re not diverse, then you’re missing the point!”

“Defining what diversity means [is critical]. What does it mean to the organization, because ‘diversity’ could mean on or multiple things, and having one of a person isn’t enough.”

Resources:Martine Kalaw EnterprisesThe ABC's of Diversity
Illegal Among Us

Contact:Martine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

Illegal Among Us: A Stateless Woman's Quest for Citizenship

The ABC's of Diversity: A MANAGER'S GUIDE TO DIVERSITY, EQUITY, AND INCLUSION IN THE NEW WORKPLACE

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Summary:

Back in the late 2000s, Dr. Jonathan Ashong-Lamptey was working as a Chartered Accountant (i.e., a CPA) in the UK. Attending Barack Obama’s inauguration in 2009 inspired Dr. Jonathan, and when Obama then appeared on the cover Accountancy magazine, he knew he had to open it up and get to reading. An article inside titled “It Does Matter if You’re Black or White” caught his eye, and set him on a path to quit his job and pursue a PhD from the London School of Economics with the goal of making workplaces more inclusive globally.

In this episode, Dr. Jonathan talks about using evidence-based processes to make workplaces more inclusive.

Chapters:

[0:00 - 11:54] Introduction

Welcome, Dr. Jonathan!
Today’s Topic: Evidence-based Inclusion

[11:55 - 17:42] What does evidence-based decision making mean for DEI?

Defining “diversity”, “equity”, and “inclusion”
The four key sources to collect data from when making decisions

[17:43 - 28:46] Common misunderstanding and misinterpretations of DEI

What is the business case for diversity in your organization?
Focusing on DEI for retention and promotion, not just recruitment

[28:47 - 41:06] How to put evidence-based diversity into practice

Why referencing meta studies can be far more informative than an individual study
Using the PICOC approach to implementing DEI strategies

[41:07 - 42:47] Closing

Thanks for listening!

Quotes:

“Evidence-based practitioners say that when you want to make decisions, it’s useful to look at and collect data from four key sources: relevant research, the organization, the stakeholders, professional expertise.”

“When companies try and start thinking about inclusion more broadly, . . . they’re thinking about entry-level jobs more than they’re thinking about then entire stack of jobs from leadership to entry-level.”

“Every organization has a hero story . . . that tells you who makes it—who [the organization] wants you to be. And that very much influences the culture.”

Resources:The Element of Inclusion
30 Book Breakdown
Element of Inclusion podcast
Use an affiliate link for the Premium Book Club!

Contact:Dr. Jonathan's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Partha Neog is the founder and CEO of Vantage Circle, an employee engagement and employee benefits platform. Partha began his career as an engineer working in telecom, but after the turn of the century he decided that it was time to start something of his own. In 2010, Partha founded Vantage Circle and has since grown it to a company of over 200 employees that operates in over 100 countries.

In this episode, Partha talks about the critical role employee engagement plays for a growing company.

Chapters:

[0:00 - 5:03] Introduction

Welcome, Partha!
Today’s Topic: Employee Engagement for a Growing Company

[5:04 - 9:50] What are the biggest challenges for a company growing from 2 to 200 employees?

Changes happen slowly and can creep up on you, raising the question: when is it time to make changes?
Flexibility is no longer feasible once a company reaches a larger size

[9:51 - 16:00] Partha’s lessons learned while growing Vantage Circle

It’s critical to have regular, formal communication channels
Why some companies struggle with attrition and how good communication can be a solution

[16:01 - 25:43] Examples of how employee engagement can help a growing company succeed

How employee engagement can foster more passionate employees
How to establish a culture of passion among employees

[25:44 - 27:45] Closing

Thanks for listening!

Quotes:

“When you are a small team, a lot of information is [communicated] through osmosis... but as you keep on growing, it’s very important to have a formal communication channel.”

“Wellness is a very important part of the value proposition of an organization.”

Contact:Partha's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

In this episode, we have back-to-back interviews with Steve Kolnick and Ken Clemens from ADP Pro Summit 2023! First up, we talk to Steve, the VP of Global Partnerships with G-P. Then we talk to Ken, a consultant with Salary.com who works with current and prospective customers to solve their specific business problems.

In this episode, Steve talks about the rise of the modern-day hybrid workforce and how some companies are accommodating (and even fostering) their remote workers. Then, Ken dives into why and how job descriptions are so closely intertwined with career frameworks, pay transparency, and more.

Chapters:

[0:00 - 1:33] Introduction

[1:34 - 5:43] Welcome, Steve!

Topic: How Companies Are Accommodating Remote Workers and a Hybrid Workforce

[5:44 - 17:38] What makes remote work work (or not work)?

How remote work can rob employees of human interaction and absorbing the culture of their company
Working remotely also allows for more family time and flexible work hours when possible
Accommodations companies can make to support hybrid work

[17:39 - 19:41] Welcome, Ken!

Topic: How Job Descriptions Affect All Things HR

[19:42 - 32:04] Effectively managing job descriptions and avoiding common issues

Good use of skills in job descriptions paves the way for career frameworks
Tips for preventing job descriptions for getting outdated
How and why job descriptions go hand-in-hand with pay transparency

[32:05 - 32:33] Closing

Thanks for listening!

Quotes:

“[Working remotely] is just such a different way of working, when you have this ability to be there and present with your family. . . . We have so many people on our team that they wouldn’t work any other way.”

“I think people don't understand how much of a retention killer not having career pathing really is.”

Contact:Steve's LinkedIn
Ken's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Sophie Wyne is the Co-founder and CEO of Ariglad, a ticket and issue management software that uses AI to auto-triage employees’ HR-related messages. Though she has experience working in various industries, it was her time working in cybersecurity that ultimately inspired her to launch Ariglad in 2020.

In this episode, Sophie tackles the big question of the moment: with increasing restrictions and limitations placed on HR teams, how can they continue to perform and possibly even improve? In other words, how can HR do more with less?

Chapters:

[0:00 - 3:08] Introduction

Welcome, Sophie!
Today’s Topic: Streamlining HR Processes for Happier Employees

[3:09 - 9:34] How HR departments operate properly with fewer resources?

Now is the time to build human connections and trust with employees
How HR teams can offer employee support in times of uncertainty

[9:35 - 25:20] Hacks for more streamlined HR processes

Shifting from reactive spending to strategic budgeting
Leveraging existing communication tools to shorten (and possibly eliminate) the back-and-forth with employees

[25:21 - 33:34] How companies can optimize their HR processes

Consolidate data and make sure they’re not scattered across multiple locations
Give employees the ability to access a knowledge base for HR info and FAQs

[33:35 - 34:16] Closing

Thanks for listening!

Quotes:

“[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.”

“Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.”

Contact:Sophie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we’ll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we’ll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform.

In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience.

Chapters:

[0:00 - 1:29] Introduction

[1:30 - 3:03] Welcome, Neena!

Topic: Employers of Choice and How to Become One

[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?

Companies’ plans for becoming employers of choice for desired candidates
How upholding promises made to employees boosts public image
Can DEI efforts help companies become employers of choice?

[18:22 - 30:12] Welcome, Joe!

Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility

[30:13 - 34:53] Building conversational AI for an improved employee experience

Why companies’ focus is shifting from the companies themselves to their employees
The challenges around data consistency for use with conversational AI
Why employees will continue to expect and push for flexible and remote work from their employers

[34:54 - 35:22] Closing

Thanks for listening!

Quotes:

“Very few organizations actually say, ‘Here’s a pathway for you. We see potential in you. Let’s see how we can help you grow.’ . . . [and] when you talk about equity, everybody needs a different ladder to climb.”

“The biggest challenge with brining together data to answer HR questions is that there’s no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”

Contact:Neena's LinkedIn
Joe's LinkedIn at the time of this recording he was working for Lucy AI
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Zack Johnson is the VP of Embedded Solutions and the GM of Strategic Solutions and Partnerships at Visier, a leading company in people analytics. While attending HR Tech '22, David was able to catch up with Zack and ask him about some takeaways from both the conference and the previous year in HR analytics. In this episode, Zack talks about how people’s increasing obsession with work is introducing new players to the HR space and how this trend might shape the future of the industry.

Chapters:

[0:00 - 2:22] Introduction

Welcome, Zack!
Today’s Topic: Takeaways and Trends in HR Analytics from 2022

[2:23 - 11:35] 2022 brought newfound attention to the HR analytics space

Everyone is obsessed with work now, and it’s attracting non-traditional vendors
Newfound attention could also bring new customers and investors

[11:36 - 14:53] Gather insights into a company’s network of people

The importance of a good “network” of employees for a company
How people analytics can improve the employee experience

[14:54 - 19:44] HR’s role in educating a company on results derived from HR data and analytics

Extracting actionable analytics from descriptive statistics
HR’s opportunities to produce beneficial outcomes from data

[19:45 - 23:19] Final Thoughts & Closing

Zack’s predictions for this year and HR consolidation
Thanks for listening!

Quotes:

“What’s really interesting, and kind of surprising, is that the rest of the world has become obsessed with work. . . . I don’t think the HR community has realized quite how much that means other vendors that aren’t traditionally HR vendors are going to take a very, very big interest in the space.”

“Fast forward five, six years from now and I think some [newer HR companies] are going to be much bigger and they’re going to attack some of those niche areas [that others haven’t gone after].”

Contact:Zack's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

ADP’s Meeting of the Minds was held in Atlanta, GA in March 2023 and our very own David Turetsky led a session about pay transparency. With an increasing number of states adopting pay transparency legislation, it’s important for companies to not only recognize that pay transparency is now being treated more seriously than ever but also prepare for its adoption.

In this episode, David talks about the rise of pay transparency legislation, the challenges it presents to organizations, and how to prepare for it.

Chapters:

[0:00 - 2:18] Introduction

This episode was recorded live at ADP’s Meeting of the Minds in March 2023!
Today’s Topic: Pay Transparency

[2:19 - 21:25] What exactly is pay transparency and what are its benefits?

Why it’s important to educate executives about processes and laws regarding pay
Building pay transparency into a company culture helps foster a fair, equitable environment

[21:26 - 46:54] Challenges with pay transparency adoption and how it affects various roles within a company

Why updated, accurate job descriptions are paramount
Pay transparency laws are rapidly being adopted across the US

[46:55 - 56:29] Q&A

What does it mean to benchmark a role?
How to write good job descriptions and who should be responsible for updating them?

[56:30 - 57:00] Closing

Thanks for listening!

Quotes:

“Pay is always [an emotional topic] when you sit down with your employee . . . make sure they’re emotionally ready to have a conversation.”

“There are a lot of challenges [with pay transparency] and one of them is that compliance cost is extremely high.”

Contact:
David's LinkedIn
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Podcast Manger: Karissa Harris

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Summary:

On February 16, 2023, Representatives John S. Cutler and Brandy Fluker Oakley brought Bill H.1849 to the Massachusetts House with goal of enforcing salary range transparency for companies and organizations across the state. Like other states’ pay transparency legislation, Bill H.1849 serves as a stepping stone toward more honest and fair hiring practices that most often save both the companies and candidates involved time and money while encouraging greater pay equity.

In this episode, Representatives Cutler and Fluker Oakley discuss the proven benefits of salary range transparency.

Chapters:

[0:00 - 4:08] Introduction

Welcome, Representatives Josh Cutler and Brandy Fluker Oakley!
Today’s Topic: Massachusetts’ Bill H.1849 Regarding Salary Range Transparency

[4:09 - 15:42] What is H.1849

How pay transparency and equal pay can fight wage gaps
How culture around pay transparency has changed
How Massachusetts’ pay transparency legislation differs from other states’

[15:43 - 26:08] How can companies prepare for pay transparency?

Analyze your salary ranges and competing salary ranges on the market
Simplicity is critical in adopting pay transparency
The consequences for not following pay transparency laws

[26:09 - 28:05] Final Thoughts & Closing

Reach out to your state representative(s) to discuss pay transparency legislation
Thanks for listening!

Quotes:

“As a woman and a black woman at that, I recognize and know firsthand inequities with pay, and it has to stop somewhere.” -Rep. Brandy Fluker Oakley

“The hiring process can be costly—investing in personal time in candidates who don't share the same salary expectation is really a waste of company resources and the candidates' time. By putting, you know, the pay out from the beginning and the outset, you're removing that” -Rep. Josh Cutler

Resources:SHRM article

Contact:Rep. Cutler's LinkedIn
Rep. Fluker Oakley's LinkedIn
David's LinkedIn

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Summary:

Mark Hanson is the VP of Strategy with Lightcast (formerly Emsi Burning Glass), a company whose ultimate goal is to connect individuals with the right skills and right jobs in the right places. Throughout his career, Mark has worked as Associate Director of Talent Acquisition at UnitedHealth Group and as Adjunct Professor at Bethel University.

In this episode, Mark talks about how companies can leverage their employees’s skills in a tight labor market, and why 2023 might be the year of the CHRO.

Chapters:

[0:00 - 3:26] Introduction

Welcome, Mark!
Today’s Topic: Is Re-skilling Employees the Solution to a Competitive Labor Market?

[3:27 - 11:28] How the economic landscape will shape HR in 2023

How does HR deal with the confusing economic landscape we’re faced with today
Consider re-skilling employees instead of laying them off

[11:29 - 14:48] Things that didn’t surprise us in 2022

A fully developed, end-to-end, holy grail solution still doesn’t exist… yet?
Traditionally non-HR companies are breaking into HR technology

[14:49 - 22:59] Where is the HR technology heading in 2023

It’s all about partnerships, integrations, and unified systems
As organizations feel tighter margins, CHROs will play a larger role in molding the future of our workforce

[23:00 - 24:03] Closing

Thanks for listening!

Quotes:

“The labor market is great for candidates right now—they have more power than ever.”

“CHROs finally have a huge say in where [their companies] are going, and they’re going to have even more of a say in 2023.”

Contact:Mark's LinkedIn
David's LinkedIn

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Robert Mattson is the Founder and Principal of INTRIGUE (formerly ITM Speakers), a company that uses science and art to help organizations craft compelling stories and learn how to be more intriguing and memorable. By combining his professional experience as a high-tech marketing executive at companies like ADP, Ceridian, and SmashFly Technologies with his numerous creative skills, Robert brings a unique perspective to HR technology and people analytics.

In this episode, Robert talks about AI’s transition from theoretical to quantifiable and how it could help measure and foster employee engagement.

Chapters:

[0:00 - 3:41] Introduction

Welcome, Robert!
Today’s Topic: Why and How Quantifiable AI Could Promote Employee Engagement

[3:42 - 11:13] Looking back at 2022’s HR technology outcomes

AI hype is out; AI implementation is in
What does wellness mean nowadays and how do we support it?

[11:14 - 16:33] Exciting HR developments to look forward to this year

The pandemic reminded us that people are people and new processes need to be human focused
Work-life balance and its relation to employee engagement

[16:34 - 24:20] What changes to HR technology might we see in 2023?

AI will make the leap toward being quantifiable
Why the resume may become less important in the future

[24:21 - 25:03] Closing

Thanks for listening!

Quotes:

“What does wellness mean now and how do we support wellness—it’s not just about the technology.”

“Whatever solution, whatever process, service, system you put in, it has to be done in a human way. . . . Be good to people; be honest with people; be forthright with people and then set up your processes to reflect that.”

Contact:Robert's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Steve Brink is the President and Chief Revenue Officer of uFlexRewards, a digital global total rewards platform that combines multiple data silos into one real-time platform. At uFlexRewards, Steve is responsible for the growth of the client base which includes new clients, partnerships, and potential resellers. As you’ll also hear, Steve was David’s second ever boss!

In this episode, Steve talks about how companies need to think outside the box to win talent in a rapidly changing and bizarre economic landscape.

Chapters:

[0:00 - 6:10] Introduction

Welcome, Steve!
Today’s Topic: Can Creative Compensation Solutions Counteract the Talent Shortage?

[6:11 - 14:43] Looking back at 2022

Thinking outside the box can help organizations win the “war on talent”
Total rewards strategies need to be part of the overall business strategy

[14:44 - 22:55] Lessons learned from 2022

Why organizations need to focus on support the mental health of their employees
Talent now has more leverage than ever before

[22:56 - 29:01] Predictions for 2023

Attaching pay increases to achieve skills and competencies
Transparently communicating career progression to employees

[29:02 - 29:41] Closing

Thanks for listening!

Quotes:

“There’s pay transparency, and then there’s taking it to the next level and giving [candidates] the opportunity to compare their current benefits with their potential benefits if they were to accept a job offer.”

“Wouldn’t it be cool to have a different paradigm about pay where instead of [giving salary increases] just because theclock changed, we do so based on what what they actually do to impact the company?”

Contact:Steve's LinkedIn
David's LinkedIn

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Summary:

Robert Sheen and Anuj Mongia are on a mission to revolutionize DEI with the help of data analytics. As the CEO and Founder, and VP of Strategic Alliances and Product respectively, Robert and Anuj help lead the team at Trusaic, a regulatory compliance software company that helps businesses keep up with rapidly changing regulatory requirements.

In this episode, Robert and Anuj talk about how new legislation will drive organizations to revamp their DEI efforts with the help of data analytics software.

Chapters:

[0:00 - 5:56] Introduction

Welcome, Robert and Anuj!
Today’s Topic: Improving DEI with Innovative Data Analytics

[5:57 - 16:20] Looking back at 2022 through a DEI lens

The EU and certain US states have begun enforcing pay equity
Diversity in an organization starts at the top

[16:21 - 27:16] Trusaic’s HR predictions for 2023

New legislation will push organizations to adopt new or refined processes
Software can bridge the gap between data sets that alone, may be missing information

[27:17 - 27:54] Closing

Thanks for listening!

Quotes:

“[Hiring remote and overseas employees] opens up a bigger pool of people that could help make your organization more diverse.”

“We’re seeing that HR teams are hiring data specialists to analyze HR data in order to learn about and solve business problems.”

Contact:Robert's LinkedIn
Anuj's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Bennett Sung is the head of marketing for Humanly (humanly.io), a conversational AI for recruiting engine that helps surface the most qualified, diverse pool of applicants at scale. He is a creative technologist with 16+ years of experience leading corporate and product marketing functions at startups and public companies. He has also been included in the Most Inclusive HR Influencer List since 2019.

In this episode, Bennett talks about how new application tracking technology could entirely change how we think about (and use) applicant data.

Chapters:

[0:00 - 4:52] Introduction

Welcome, Bennett!
Today’s Topic: Emerging Technologies in Application Tracking Systems

[4:53 - 16:11] The development of a new category of application tracking technology

Technology has begun parsing through interviews so we can learn from and document those interactions
Using interview data to inform and improve future interviews

[16:12 - 22:55] Improving the over-automated application tracking process

How to re-introduce humans to automated application tracking systems
Documenting applicants’ skills and next level data to build a better matching engine

[22:56 - 27:10] Bennett’s predictions for 2023

Building an employee skills ontology to promote internal mobility and prevent skill loss through layoffs
Why we need to focus on retooling the hiring manager experience

[27:11 - 29:25] Final Thoughts & Closing

Will 2024 be when we see real data integration?
Thanks for listening!

Quotes:

“Once we start to look at the aggregation of data across interviews in organizations, and we slice it by diversity filters—this is where the eyes open up.”

“We need [an employee skills ontology]. It is the crux that holds recruiting back—completely!”

Contact:Bennett's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Maya Huber is the Co-founder and CEO of TaTiO, a company that helps recruiters improve their applicant-to-hire ratio for high-volume positions by accessing people from previously untapped sources and assessing their actual job skills. Over the past 15 years, Maya has gained practical and theoretical research experience managing HR companies focusing on the work inclusion of vulnerable population groups.

In this episode, Maya talks about why competencies, not skills, can provide better insight and better hires in recruitment.

Chapters:

[0:00 - 4:51] Introduction

Welcome, Maya!
Today’s Topic: Understanding Competencies and Their Role in Recruitment

[4:52 - 15:15] What do we mean by “competencies”?

Competencies are contextualized skills
The future of work won’t bring new solutions, it’ll bring on a paradigm shift

[15:16 - 21:29] How do we shift from over-automated recruitment to people-driven recruitment?

Companies will have to learn how to assess candidates without resumes
Competencies change over time and all options need to be open for candidates to be re-assessed when appropriate

[21:30 - 31:07] Maya’s predictions for 2023

Data-rich technologies will help companies roll out competency-based HR practices
Promotion should essentially be internal recruiting

[31:08 - 32:13] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Competencies are not skills—because there’s movement about skill-based hiring. . . . But [the skill] depends on the context. It’s the context [in which the skill is used] that matters. That’s competency.”

“Resumes and [the current] application process were invented a long, long time ago. I want my kids to grow up to say, ‘Resume: are people still using those?’ ”

Contact:Maya's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Ian Cook is the VP of Research and Strategy at Visier Inc. Using his expertise in people analytics, he helps executives link the human side of their business to its sales and operations. Over the last two years, his insights have been features in the Harvard Business Review, the Economist, Business Insider, and CNBC, just to name a few. In this episode, Ian talks about how the labor market and people analytics changed in 2022 and what he predicts will happen in 2023.

Chapters:

[0:00 - 4:24] Introduction

Welcome, Ian!
Today’s Topic: How 2022 Impacted People Analytics and What to Expect in 2023

[4:25 - 15:35] What did we learn from 2022?

We are having to relearn and reinvent how we get work done
The labor market is shrinking for various reasons

[15:36 - 31:55] What surprises came out of 2022?

Businesses have quickly pivoted to looking at their data for business insights
How we can leverage AI to help us detect patterns and ask simple questions

[31:56 - 37:22] Ian’s predictions for 2023

Hybrid work will move from being a policy to becoming a practice
Younger generations will continue to challenge and reshape the work of work as we currently know it

[37:23 - 38:03] Final Thoughts & Closing

Thanks for listening!

Quotes:

“We’re advocates for the right data to the right person at the right time.”

“Hybrid isn’t a policy, it’s a practice. It’s a series of practices, an operating system. Hybrid is here to stay; I think organizations will run some form of hybrid in some aspects of their business [in 2023].”

Contact:Ian's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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As the Co-Founder and CEO of Leapgen, Jason Averbook helps executives rethink, redesign, and better deliver employee services. He has more than 25 years of experience in the HR and technology industries, and he has guided industry-leading companies through strategic HR transformations. Jason has also authored two books: HR from Now to Next and The Ultimate Guide to a Digital Workforce Experience.

In this episode, Jason Averbook compares 2022 to 2023 and unpacks how HR process has changed.

Chapters:

[0:00 - 4:04] Introduction

Welcome, Jason!
Today’s Topic: How HR Processes Will Change in 2023 Compared to 2022

[4:05 - 8:32] Were there any surprises related to HR processor technology in 2022?

The impact of the last two years have changed the course of HR process and technology
HR can use data from checking in with employees to further support employees

[8:33 - 23:26] Have shifts in technology enabled HR to react faster to significant events?

HR solutions must bring value to employees, not be a nuisance
Transforming HR process is more impactful for employees than simply transitioning to digital

[23:27 - 33:12] Jason’s HR technology predictions for 2023

Heading into a recessionary year, HR technology and processes will be under more scrutiny
Companies will need to rethink their HR processes before looking for new HR technology

[33:13 - 33:59] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Employees need to understand the value [that HR solutions] bring to them.”

“Changes to HR processes must be presented as business cases, not HR cases. . . . And your measure of success isn’t going live, it’s a more diverse workforce that meets the customers’ needs and improves those relationships.”

Contact:Jason's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

HR from Now to Next: Reimagining the Workplace of Tomorrow

The Ultimate Guide to a Digital Workforce Experience: Leap for a Purpose

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Summary:

Chris Havrilla is the global leader of Talent Product Strategy for Oracle Cloud Human Capital Management. Before joining Oracle, she led human capital technology research, strategy, and advisory as a VP and Lead Tech Industry Analyst at Deloitte. Her recent accolades include being named one of HR Executive’s Top 100 HR Tech Influencers, peopleHum’s Top 30 Women in HR Tech, 8X8’s Top 16 Hybrid Work Influencers, Onalytica's Who’s Who in Future of Work as well as their Top 25 Global Consultancies Influencer Report.

In this episode, Chris talks about how HR technology support employees through 2022 and what we can expect for 2023.

Chapters:

[0:00 - 7:35] Introduction

Welcome, Chris!
Today’s Topic: How HR Tech Supported Employees in 2022

[7:36 - 17:03] How did HR Tech support employees in 2022?

Productivity skyrocketed (for a brief moment) after the peak of the pandemic
Communication can help manage the jockeying for control that is resurfacing post-pandemic
Refocusing from “HR tech” from “employee-centric tech”

[17:04 - 23:53] Should we be reframing what we consider an employee?

How viewing work as a marketplace can humanize workers
Exploring the benefits of an opportunity marketplace for workers

[23:54 - 29:24] What is coming in 2023?

How skills will become the currency for new work models
Why democratizing data will be so critical

[29:25 - 30:32] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Productivity went up [in 2022] when employees had more control over data. But now managers are trying to get control back. Why? . . . That means we haven't learned how to manage performance and trust people enough.”

“That's why democratization of data is so important. At the end of the day, it all comes down to: how are we helping people make informed decisions? [It comes down to] giving them the insights and value so that they can make good decisions and take action.”

Contact:Chris' LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Al Adamsen is all about “People Data for Good”. He’s the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises.

In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond.

Chapters:

[0:00 - 5:43] Introduction

Welcome, Al!
Today’s Topic: Lessons Learned From 2022 and How They Will Influence 2023

[5:44 - 16:05] What did you learn about people analytics in 2022?

Organizations need to realize the value proposition of talent intelligence within people analytics
How people analytics would change if employees had the option to opt-out of their data being used by their employer

[16:06 - 25:18] Using people data as a learning tool

Harnessing data to learn how people data can best work for your organization
How publishing data can help us all learn and grow

[25:19 - 34:50] Where will people analytics go in 2023?

Time is not an infinite resource and it will play a critical role in future workforce planning
Newer generations of workers bring different expectations to the workplace

[34:51 - 35:35] Final Thoughts & Closing

Thanks for listening!

Quotes:

“What I fear about American society right now is that we’re not able to [learn at speed, at scale, and in a sustainable way]. . . . It’s not about (as a leader) collecting the data, developing a strategy, and being agile.”

“We’re talking about skills and human beings still like they’re an infinite resource, but we’re all constrained by time. . . . We have to [better] understand capability.”

Resources:
PAFOW
PAFOW Live

Contact:Al's LinkedIn
David's LinkedIn

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Podcast Manger: Karissa Harris

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Summary:

Karin Buchbinder manages the team of compensation consultants at Salary.com. She is also, as it turns out, an Excel wizard. Having developed and implemented solutions globally, she’s familiar with myriad compensation management tools, including Excel. The latest version of Excel may have powerful business tools for managing compensation data, but that doesn’t mean it should be used without its own rules and procedures.

In this episode, Karin talks about the pros and cons of using Excel for compensation data management.

Chapters:

[0:00 - 4:59] Introduction

Welcome, Karin!
Today’s Topic: Working with Compensation Data in Excel

[5:00 - 11:45] The greatest challenges Karin has come across in the world of compensation

Many companies still rely on Excel for compensation data
Excel’s accessibility and ease of use can lead to compromised data integrity

[11:46 - 15:16] How to successfully use Excel for compensation management

Avoid overly complicating the spreadsheet; make it intuitive
Decisions and assumptions must be well-documented

[15:17 - 18:45] Will Excel ever be replaced as the go-to compensation management tool?

It will be difficult to replace a free, widely-accessible tool
Recent versions of Excel have introduced powerful tools like Power BI

[18:46 - 19:33] Final Thoughts & Closing

Thanks for listening!

Quotes:

“One of the largest challenges [I’ve come across working in compensation] is that a lot of companies and organizations have their processes done in Excel. . . . [The problem with this] is data integrity because that spreadsheet will get handed down from one person to another . . . with no parameters around the integrity of the data.”

“I think people don’t make that connection [that their compensation spreadsheet is a system of record]. You need to have the assumptions written out and documented.”

Contact:Karin's LinkedIn
David's LinkedIn

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Summary:

Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible.

In this episode, Tim looks back at 2022 and looks forward to 2023 through the lens of recruitment and talent acquisition.

Chapters:

[0:00 - 2:37] Introduction

Welcome, Tim!
Today’s Topic: Looking Back at 2022 Through a Recruitment and ATS Lens

[2:38 - 19:30] What did you expect going into 2022?

Bracing for hiring difficulties and embracing automation as a result
Could companies leverage their recruitment database to save time and money?
Redefining talent acquisition success in 2023

[19:31 - 28:42] What was surprising about 2022?

Marketing still proves rather confusing for many buyers
Why its so important to become a super user of your existing technology before pursuing change

[28:43 - 38:14] Predictions and prognosis for 2023

Why invisible HR technology is actually a good thing
How recruitment can help companies improve their DE&I

[38:15 - 39:25] Final Thoughts & Closing

Talent acquisition will likely remain difficult in the foreseeable future
Thanks for listening!

Quotes:

“I believe that in talent acquisition especially, we are data rich, but information poor. We still aren't very good with insights. And so when we take a look at 2023 and beyond, to me, we're going to start to redefine success of HR and talent acquisition in a completely new way.”

“The biggest mistake I find . . . is that companies are trying to take their current process and just overlay new technology and call that digital transformation. What they should say is, ‘What happens if we scrap our entire process and start with a blank, white piece of paper? How could we do this differently, better, etc?’ That's really transformational.”

Contact:Tim's LinkedIn
David's LinkedIn

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Summary:

Joe Phoenix is the Co-founder and CEO of Givinga, a Philantech (i.e., philanthropic technology) firm that designs customized giving solutions. Seven years ago, Joe saw that the culture around corporate giving was changing and that employees were holding their employers to a higher standard. He left his longtime employment as Head of Global Institutional Management at Putnam Investments to co-found Givinga and encourage companies to treat philanthropy as brand enhancing investment.

In this episode, Joe talks about corporate charitable giving and how it factors into employee benefits and workplace culture.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Joe!
Today’s Topic: Charitable Giving as an Employee Benefit

[6:04 - 14:00] What is the state of corporate giving?

Philanthropy is no longer simply the act of checking a box
Differentiating between political giving and charitable giving

[14:01 - 22:50] How does corporate giving translate to employee giving?

Why employees want to view their employers as an extension of themselves
Redefining what it means “to give”

[22:51 - 31:20] Philanthropic technology

Giving money vs giving time
How technology can with knowing how and whom to give to

[31:21 - 37:00] Final Thoughts & Closing

How adding technology to philanthropy can have massive impacts
Thanks for listening!

Quotes:

“We've seen a pretty significant shift over the last five years of companies realizing that philanthropic giving is not really a check the box exercise anymore. . . . I think that the employees that companies are hiring, the customers that they're interacting with, are demanding more than a check the box.”

“What companies are realizing is that they have this massive amount of potential impact in their employee base. And on the other side, the employees are realizing that the way that they can become more philanthropic is by efficiently working with their employer to drive these dollars in a more meaningful way out to causes that support them.”

Contact:Joe's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Sapient Insights Group is a women-owned, research and advisory firm that is passionate about adding value to clients, partners, and the HR and Finance communities they work within. They are also the proud organizers behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. What’s more, the survey just passed it’s 25th anniversary!

Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner), Teri Zipper (CEO & Managing Partner), and Sheryl Herle (Principal Advisor).

In this episode, Susan, Teri, and Sheryl talk about perspectives from Sapient Insights' annual survey on HR technology.

Chapters:

[0:00 - 5:05] Introduction

Welcome, Sapient Insights Group!
Today’s Topic: Perspectives from Sapient Insights Group’s Annual HR Technology Survey

[5:06 - 24:39] What was a surprising perspective that you gained from this year’s survey?

People’s post-COVID problems reflect their pre-COVID problems
People data is often still lacking—why and how we can fix it
Clients aren’t using the toolsets Vendors are building into their platforms
Leveraging AI tools to identify data anomalies

[24:40 - 40:58] Trends from this year’s HR tech survey

Former startups are now massive companies
DE&I was the #2 reason survey takers said they were gather HR data this past year
Analytics solutions for offboarding
Companies are still struggling with talent mobility

[40:59 - 41:58] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Vendors are building out all these toolsets, and clients still aren't using them, and they're moving more to core BI tools that are layered on top of data warehouses.”

“One of the questions that we ask [in our survey] is, ‘What are you using your HR analytics tools for?’ . . . What was beautiful to see this year was that while HR metrics in general are still leading, DE&I was #2 this year.”

Resources:
Research from Sapient Insights

Contact:Sheryl's LinkedIn
Susan's LinkedInTeri's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Tara Furiani is an executive, a business team builder, an influencer, a board member, a writer, a speaker, and a people leader. What’s more, she’s also the creator, executive producer, and host of Not the HR Lady and Workcations!

She is an accomplished Chief People Officer and has worked across many industries & countries with companies of all sizes, both as the top “people” leader for the organization, reporting to the CEO, and as a consultant, reporting to the Board.

In this episode, Tara Furiani talks about budgeting for salaries in an uncertain world.

Chapters:

[0:00 - 8:06] Introduction

Welcome, Tara!
Today’s Topic: Budgeting for Salaries in an Uncertain World

[8:07 - 17:45] Why did 2022 introduce uncertainty around salaries?

We’re truly facing a “new normal” that’s vastly different from 2019
The United States (and the world) are facing yet more crises

[17:46 - 40:40] What will be different about 2023?

Uncertainty will not magically stop with the new year
Employees are smarter about pay and expect more from employers
Companies will need to “walk the talk” when it comes to diverstiy

[40:41 - 41:31] Final Thoughts & Closing

Take a moment to reflect on your company’s core values
Thanks for listening!

Quotes:

“We're not going back [to pre-pandemic times], we're going forward. Organizations really need to take that in. There are going to be higher expenses for salaries, which are going to result in higher expenses for taxes and other things. We have to do it though . . . if we want to remain competitive as organizations.”

“I'm gonna talk directly to employers right now. You all have core values, mission, a vision, pillars of excellence, whatever. Look at them, study them, read them, reflect on if those are what you actually are in reality. . . . [because] if you're not doing that stuff, people notice.”

Resources:
Not the HR Lady

Contact:Tara's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

As Season 4 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 revisit their predictions from last seasons and bring some new predictions for the future of HR to the table.

Chapters:

[0:00 - 5:55] Introduction

Welcome… David and Dwight!
Today’s Topic: Season 4 Recap

[5:56 - 17:42] Looking back at Season 4

Revisiting episodes, topics, and common themes
Key lessons from Seasons 4

[17:43 - 22:06] Looking forward to Season 5

Discussion topics to expect and look forward to
A wealth of content from HR Tech 2022!

[22:07 - 38:16] David and Dwight make predictions for the future of HR

Quiet quitting (and quiet firing) will generate more conversations
Pay transparency will (have to) become more prevalent

[38:17 - 40:00] Final Thoughts & Closing

Thank you for 100 episodes!
Talk to you next season!

Quotes:

“Something that’s been on my mind a lot lately . . . is the idea of quiet quitting. And I also think [quiet firing] is going to work its way into the conversation because there’s no doubt that that happens as well.”

“I want us to be much more mature about our conversations around [pay transparency]. With California and 1162, transparency takes on a gigantic new dimension because companies are going to be forced to provide that transparency to employees as well as on job requisitions online.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Amy Mosher is the Chief People Officer at isolved where she’s responsible for the overall people strategy. She has over 20 years of global human resources experience, and she has contributed to the success of several progressive multi-national companies in various industries including biotechnology, hardware, and software. She is a subject matter expert in organizational development, compensation, talent acquisition, operations, and compliance.

In this episode, Amy talks about why 2023 might be the year that HR finally gets people analytics right.

Chapters:

[0:00 - 4:07] Introduction

Welcome, Amy!
Today’s Topic: Why 2023 Will Be the Year HR Gets People Analytics Right

[4:08 - 8:21] Why 2023, and what is wrong with people analytics now?

We’re finally seeing organizational readiness
HR is now a core function of organizations

[8:22 - 23:36] How to find the right vendor when investing in people analytics

The benefits of a platform that provides new insights
Proving data access to leaders
Saving time and effort by levering new technologies

[23:37 - 28:53] Amy’s approach to people analytics in her work at isolved

Improving the employee experience with an evidence-based HR approach
The importance of having clean data

[28:54 - 30:42] Final Thoughts & Closing

You don’t have to be a data scientist to utilize data effectively
Thanks for listening!

Quotes:

“In the past, HR was more about soft skills. . . . Well, now it's a core function of organizations. Just like you are tracking revenue, and bookings, and profitability, you should be tracking, turnover, retention metrics, onboarding efficiencies. Those are just as important as other metrics now.”

“[An evidence-based HR approach] improves the employee experience, which is really the most impactful way that your an attract and retain talent.”

Contact:Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm’s proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession.

In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well.

Chapters:

[0:00 - 3:26] Introduction

Welcome, Gerry!
Today’s Topic: The Value of Successful Succession Management

[3:27 - 9:05] What are the issues with conventional succession management

Most companies are unprepared for an executive succession
Succession management happens too slowly

[9:06 - 20:54] Pragmatic improvements to make succession planning more effective

Building a succession management plan
Looking at succession deeper in the organization (beyond the C-suite)

[20:55 - 27:10] Succession planning for all levels of an organization

Creating self-sufficiency with plans that can be moved down an organization
How to maintain succession plans

[27:11 - 30:04] Final Thoughts & Closing

Succession management as a business process (as opposed to an HR process)
Thanks for listening!

Quotes:

“86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.”

“All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].”

Contact:Gerry's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Dr. Adam McKinnon is the People Data and Analytics Lead at Reece Group in Australia. Over the course of his career, he’s focused on driving individual, team, and organizational performance through the development and implementation of tailored analytics frameworks and methodologies.

Martha Curioni is the Associate Director of HR at IQVIA in Italy. She leverages her technical skills and expertise to help businesses solve their problems using data analysis.

In this episode, Adam and Martha talk about the data analysis model presented in the article they co-wrote entitled Automated Assessment of Employee Data Quality using Machine Learning.

Chapters:

[0:00 - 6:07] Introduction

Welcome, Adam and Martha!
Today’s Topic: Automated Assessment of Employe Data Quality using Machine Learning

[6:08 - 15:04] What motivated you to start your project?

“Necessity and curiosity”
Driving the conversation about data quality

[15:05 - 27:42] What did you learn from the process?

Using the best tool for the job
Knowing how to best present your findings to those who haven’t lived through the project

[27:43 - 34:31] How do we realistically start using this new data quality model?

Real world examples of this model being used
Starting with simple checks before using the model

[34:32 - 38:08] Final Thoughts & Closing

Curiosity is key
Thanks for listening!

Quotes:

“Machine learning is this great opportunity to synthesize this massive complexity and distill it to a form that becomes usable, but [machine learning] also elevates the level of work that our HR colleagues can perform.”

“The model really is meant to catch . . . the combination of variables that make [your data] inaccurate. And so that's where the model comes in—[it’s] able to raise that level of sophistication.”

Resources:
Article: Automated Assessment of Employee Data Quality using Machine Learning
Contact:Adam's LinkedIn
Martha's LinkedIn
David's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

After a successful career that saw him in multiple CHRO roles for a variety of major companies, Dermot O’Brien now serves as a board member of multiple advisory boards. He’s passionate about diversity, equity, inclusion, and belonging (DEI) and has extensive experience with using data analytics to help organizations successfully implement DEI plans and, in turn, improve overall performance. In this episode, Dermot talks about why and how to build DEI into a company framework.

Chapters:

[0:00 -7:01] Introduction

•Welcome, Dermot!

•Today’s Topic: Building DEI Into a Company Framework

[7:02 -12:35] Why is having a diverse team and talent pool so important?

•Better performance and better results

•Avoiding a company culture that singles out

[12:36 -28:08] What strategies can be employed to meaningfully move the needle?

•Analyzing the diversity of leadership roles

•Improving the sourcing of quality, diverse talent

[28:09 -38:06] How can organizations engage this important topic and avoid past pitfalls?

•Make sure change resonates and is meaningful to everyone in the organization

•Leverage employee resource groups (BRGs)

[38:07 -39:59] Closing

•Thanks for listening!

Quotes:

“[Within an] HR talent acquisition team, whether it's sourcing internal people or sourcing external people, I have found that there's a lot of bias. A lot of the problems are actually in the talent acquisition area. . . . And so nobody wants to admit it at first, but then when you really get in there, you realize, ‘Nah, [talent acquisition] is not as strong as it needs to be.’”

“One of the greatest, fastest strategies for DEI that I've ever put in place is take diverse people and put them in seats of power.Just do it, and then guess what happens? You put an African American female in, like the top executive level, guess what happens? More African Americans are showing up on her team.”

Contact:Dermot's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Amy Leschke-Kahle is the Vice President of Performance Acceleration with the Marcus Buckingham Company, an ADP company. Initially a chemical engineer, she’s worked as a talent practitioner, a product builder, and most recently a world of work mythbuster who is passionate about helping organizations rethink and reinvent how to make work not suck. In this episode, Amy talks about the myth of measurement.

Chapters:

[0:00 -3:55] Introduction

•Welcome, Amy!

•Today’s Topic: The Myth of Measurement

[3:56-14:01] How can measurement be a myth?

•Context is king; trends are critical

•Finding the right amount of measurement

[14:02 -24:17] Don’t we need data to make decisions?

•Identifying the critical points of employee performance

•Using objective measures when possible

[24:18 -36:38] How do we get more employee contribution?

•Creating a culture of frequent attention

•Translating the methodology to employees who work from home

[36:39 -38:47] Final Thoughts & Closing

•Now is the time to rethink work

•Thanks for listening!

Quotes:

“‘What's measured gets measured,’ not ‘what's measured gets done.’ The ‘what's measured’ part, the performance measurement part of that is a whole different process with different intended outcomes. . . . [but] really frequent connections—moments of attention between, particularly, team leaders and team members, that's the performance movement, performance acceleration, however you wanna phrase that.”

“[in ADP Research Institute’s 2022 People at Work Study], people who were working offsite responded more favorably to many of the items on the survey than people who were working onsite. . . . If you think about people who are not working in the same place, when [you] call them, it's usually not, 'Oh, what are you doing today? How's it going? What's the weather like, wherever you are.' It's usually really intentional.”

Resources:
ADP's People at Work 2022 study

Contact:Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Cindy Foxworth is the CHRO at ADT Solar. She has built her career by working in many HR departments across multiple markets and industries, and she is passionate about using HR analytics to help employees improve their skills and build the careers they want. In this episode, Cindy talks about how executives use HR analytics to make business decisions.

Chapters:

[0:00 -4:26] Introduction

•Welcome, Cindy!

•Today’s Topic: How Executives Use HR Analytics to Make Business Decisions

[4:27 -10:10] Have HR analytics always been part of executive decision making?

•HR and people analytics have only started influencing business decisions this past decade

•Analytics need to tell a story that can make a positive impact

[10:11 -16:57] How have HR analytics affected strategic and functional decisions?

•Establishing an understanding of the insights HR can provide business leaders

•How HR analytics can be used to help employees grow

[16:58 -26:04] Which analytics managers embrace vs those that they don’t value

•Go-to analytics that address new hire onboarding for fast-growing businesses

•Why hire quality is more important than hire cost

[26:05 -28:31] Final Thoughts & Closing

•Challenge yourself to find new data

•Thanks for listening!

Quotes:

“If you're not showing the graphs that tell the story—if you're just spewing numbers or facts, you're making no change. [HR analytics] has to tell a story that leads to actionable items that impact the company in a positive way.”

“What I challenge myself with daily . . . is making sure [I] don't have blinders on and that [I’m] not repeating the same cycle over and over. [I’m] continually looking for other data, other information.”

Contact:Cindy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Ben Weber is the President and Co-founder of Humanyze. Ben is particularly passionate about the power of behavioral data and analytics and its ability to improve organizations and how people work in general. He has been featured in Wired, CNN, and The New York Times, among other outlets, and his work was selected for Harvard Business Review's List of Breakthrough Ideas and Technology Review's Top 10 Emerging Technologies. In this episode, Ben talks about collaboration data, AI, and expertise.

Chapters:

[0:00 -5:32] Introduction

•Welcome, Ben!

•Today’s Topic: Collaboration Data, AI, and Expertise

[5:33 -15:37] What is collaboration data and why does it matter?

•Understanding how people communication and work together

•Striving for complete data sets vs “good enough” data sets

[15:38 -29:38] Adaptive statistics (i.e., AI) and its role in data analysis

•How developments in technology have allowed us too find correlations within massive data sets

•Are we holding onto unrealistic expectations for AI?

[29:39 -39:55] How does expertise impact people analytics inside of an organization?

•Unlearning that it’s best practice to copy success

•Using hypothesis backed by data to improve an organization

[39:56 -42:47] Final Thoughts & Closing

•Professional ethics’ role in people analytics

•Thanks for listening!

Quotes:

“When companies look at things like collaboration technologies that are purpose built for very specific applications, [they] better understand the implications of that for how people work, because even if it makes a particular team’s task more efficient—if it detracts from the coordination and collaboration that has to happen across teams, it may be negative.”

“I like to call [AI] ‘adaptive statistics’ because that's what it is—these things are correlation engines, and what makes them more productive is lots of data. So why suddenly have things been able to get a lot more predictive or [why] can we [generate images] with these algorithms much better than we could in the past? It's not because the algorithms themselves are different, [it’s because] now we can literally mine every single piece of text on the internet.”

Contact:Ben's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Brittany Leonard is the Chief Corporate Counsel at Civix, a public sector technology company that provides services and software for government, transportation, and grants. Her experience, which includes advising and collaborating with Fortune 500 companies as an attorney, has given her a unique insight into HR’s interactions with an organization’s employees. In this episode, Brittany talks about a general counsels’ view on HR data and processes.

Chapters:

[0:00 -5:02] Introduction

•Welcome, Brittany!

•Today’s Topic: A General Counsel’s view on HR data and processes

[5:03 -10:04] A General Counsel’s relationship with HR and how it supports the business

•Different employees might have different issues with HR

•Why HR might find itself fielding initial questions meant for other departments

[10:05 - 15:20] What struggles do General Counsels typically have with HR?

•Lack of communication or response

•Acquiring accurate and timely data from HR systems

[15:21 - 23:12] What are examples of things that HR does well and where it can improve?

•Employees love involvement and communication

•Transparency in communication and not withholding information

[23:13 - 24:14] Closing

•Thanks for listening!

Quotes:

“I've always tended to tell friends of mind, ‘The first thing you do when you get into [a General Counsel] position—you need to have HR as your ally. . . . Know that they’re there; know that you can talk to them; build that relationship [because] you always want to be preventative, not reactive, to a situation.’”

“The more open you are with your employees, the more you’re going to have them wanting to be on your team, waiting to help, because they don’t feel like they’re left out of the loop.”

Contact:Brittany's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

As Chief People Officer at Gallus Detox Centers, Louie Lugo loves helping people improve their lives by improving their workplace. Louie has 20 years of experience in the field, and he is driven by personal and professional growth. In this episode, Louie talks about driving business success through an inclusive workplace.

Chapters:

[0:00 -3:03] Introduction

•Welcome, Louie!

•Today’s Topic: Driving Business Success Though an Inclusive Workplace

[3:04 -14:14] The Role of the Chief People Officer

•Fostering workplace culture

•Understanding expectations among various generations in the workplace

•How to create a sense of belonging among employees

[14:15 -36:09] Accountability And Empathy In the Workplace

•A paradigm shift in the role of HR professionals

•Fostering success for everyone across all generations in an organization

•How businesses benefit from inclusivity

[36:07 -37:44] Closing

•Thanks for listening!

Quotes:

“I think a number of organizations look at values to often be outward facing (so customer, client, patient-facing) and that's fine. But it's incredibly important that those values are also inward facing. How we treat each other in the workplace is incredibly important. And I would argue that it's underrated even in this day and age.”

“Doing the right thing has not been especially popular or consistent in the workplace. . . . At this point we've been saying “work-life balance” for twenty plus years. I think we're moving into a [time] where it's more “work-life integration” and how we support the whole person.”

Resources:
The Gallus Detox national admissions line is 888-306-3122.

Contact:
Louie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

Shubh Sidhu is the VP of Growth at ZayZoon, an employee financial wellness company whose core service offering is “wages on-demand” (i.e., what the industry now calls early wage access). ZayZoon was an opportunity that Shubh was passionate about both because it had a potential for significant growth and (more importantly) because it was an opportunity to give people a solution to some of their biggest challenges. Shubh’s focuses on building scalable, optimized growth engines and develop the careers of people he gets to work with. In this episode, Shubh talks about how earned wage access affects employees.

Chapters:

[0:00 -5:06] Introduction

•Welcome, Shubh!

•Today’s Topic: How Earned Wage Access Affects Employees

[5:07 -14:29] What is Earned Wage Access (EWA)?

•Giving more financial control to people who live paycheck-to-paycheck

•Rules and regulations around access to pay

[14:30 -21:28] What are companies’ expectations when implementing EWA?

•Avoiding cashflow issues

•How companies can smoothly integrate EWA

[21:29 -33:32] How can employees benefit from EWA?

•Access to pay during times of need

•Improving financial literacy

[33:33] Closing

•Thanks for listening!

Quotes:

“Effectively, the concept of early wage access (or earned wage access) is trying to bridge that gap. How do we get employees access to their pay as they work without having to necessarily wait for that two week cycle, while at the same time not compromising the employer cash flow?”

“Financial stress is (outside of a couple of other things) right at the top of everybody's list in terms of what impacts them and causes them the most stress. . . . Close to 90% [of employees] will say, “My stress level is lower knowing I have access to on demand pay.”

Contact:Shubh's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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Summary:

As a strategic HR and technologies consultant, Neena Kovuru helps organizations gather insights from their data and design solutions that harness the power of technological innovations. Neena is passionate about analytics, data visualization, and emerging technology. In this episode, Neena talks about the role of data in the recruiting world.

Chapters:

[0:00 -3:18] Introduction

•Welcome, Neena!

•Today’s Topic: The Role of Data in the Recruiting World

[3:19 -10:37] How recruiters can use data to drive their decisions

•Should reciters be trained to have a more data-driven mindset?

•Using data from past successes to inform future recruiting plans

[10:38 -20:24] Where technology has both failed and helped recruiters

•The importance of properly configuring recruiting software

•Using data visualization to empower leadership

[20:25 -29:06] The future of technology for recruiting

•How AI can enhance the quality of hires

•Thinking about the candidate experience and where it can be improved

[29:06 -30:26] Closing

•Thanks for listening!

Quotes:

“You do need to develop a certain type of mindset for recruiters because they have to be more analytical, and they also have to be more proactive.”

“If you can [visualize the data that you have in your HR system], . . . you can actually empower your leaders because they can now base decisions on data.”

Contact:Nenna's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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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.”

Contact:

Jessica's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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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.”

Contact:

Lenna's LinkedIn
David's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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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?’”

Contact:

Carlee's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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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.”

Contact:

Nadia's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

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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.”

Contacts:
David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

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Summary:

Kevin Campbell, employee experience science 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.”
Resources:
Upstream by Dan Heath

Contact:Kevin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Production by Affogato Media
Podcast Manger: Karissa Harris

Upstream: The Quest to Solve Problems Before They Happen

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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.”

Contacts:
David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

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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.”

Contact:David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Jeremy Feinstein LinkedIn

Production by Affogato Media

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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:
[0:00 -2:56] Introduction

•Welcome, Marc and Kevin!

•Today’s Topic: The Past, Present, and Future of Surveys

[2:57 -9:03] Looking back at surveying of the past

•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

[9:04 -30:19] Good data: why it’s needed and how to validate it

•What defines “good data”?

•There’s validity in having multiple data sources

•How pay transparency affects all parties involved in recruitment

[30:20 -39:19] The future of surveying

•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!

Quotes:

“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?”

Contact:David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Marc McBrearty LinkedIn

Production by Affogato Media

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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, we talk with Belinda and Kevin talk about the future of compensation data.

Chapters: [0:00 - 2:16] Introduction

• 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

[9:03 - 21:05] How should we be blending traditional data sources and new data sources?

• When certain data sources/sets benefit specific types of companies and employees

• How pay transparency has evolved over the years

[21:06 - 25:18] What’s the future of compensation data?

• Will we see a pivot toward skills-based pay?

• Personalized pay and rewards for employees based on their needs

[25:19 - 25:59] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“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.”

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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.

Chapters:

[0:00 - 1:41] Introduction

This episode was recorded live at WorldatWork ’22!
Talent Intelligence: The Evolution of People Analytics

[1:42 - 15:54] How do we make decisions?

Audience poll: “Describe how you make decisions in one word”
Showing your work before making decisions

[15:55 - 39:54] What is People Analytics?

People analytics are insights
Helping managers understand the data
The rise of AI and ML and how we interact with it

[39:55 - 60:36] What is Talent Intelligence?

Talent intelligence is knowledge
Helping managers make better decisions
Working with clean data benefits people analytics

[60:37 - 63:29] Q&A and Closing

Q&A
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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.

[0:00 -1:31] Introduction

•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!

Quotes:
“I think organizations are going to have to develop processes and systems to be able to compile a more complete data. It's not going to happen overnight . . . If they're going to continue to do pay equity analyses credibly, they're going to have to make a commitment to obtaining that data all the time.”

“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.”

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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.

Chapters: [0:00 -1:41] Introduction

•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.”

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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.

Chapters:

[0:00 - 5:05] Introduction

Welcome… David and Dwight!
Today’s Topic: Season 3 Recap

[5:06 - 17:09] Looking back at Season 3

Revisiting episodes, topics, and common themes
Key lessons from Seasons 3

[17:10 - 21:31] Looking forward to Season 4

What themes can you expect?
Will we be seeing you at HR Tech?

[21:32 - 27:49] Carnac David and Carnac Dwight make predictions for the world of HR data analytics and technology

Will we see a lasting focus on integrating and utilizing HR technology?
How are inflationary pressures on the government going to affect HR?

[27:50 - 31:11] Final Thoughts & Closing

Want to be a guest on the show? Reach out to us!
See you next season!

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.

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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.

Today we discuss finding skilled and qualified data analytics resources. Just posting a job, reviewing resumes and interviewing is not enough. How can we ensure the data analytics resources you hire have the skills you need?

Chapters:

[0:00 - 4:13] Introduction

Welcome, Tim!
Today’s Topic: Fixing the broken aspects of hiring analytics

[4:14 - 11:15] Resumes and CV’s

Why hasn’t the resume changed in over 500 years?
Removing all the noise in a CV and collecting better data on candidates

[11:16 - 17:52] Interviews

The benefits of giving interview structure
How to develop good questions for interviews

[17:53 - 26:34] Sourcing

Look at role requirements; each requirement filters the candidate pool down further
Sometimes sourcing does not need to be external

[26:35 - 29:52] Final Thoughts & Closing

It’s all about selecting the best data at each step
Thanks for listening!

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.”

Contact:
LinkedIn

Production by Affogato Media

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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

Welcome, Adriana!
Today’s Topic: Advantages of collaboration in HR technology

[4:52 - 18:10] Helping others in the workforce

Understanding what’s going on behind the scenes of a recruiting platform
The importance of being a mentor for someone who needs help
How resume building has changed dramatically over the last few years

[18:11 - 23:04] Behavioral assessments for collaborations

Why you need to do a behavioral assessment—even if you don’t think you do!
How behavioral assessments yields insights for better coaching

[23:05 - 32:08] How teams and teamwork apply to HR and HR technology

Why knowing the strengths of your teammates can help you be a better worker
How modern technology has enabled collaboration

[32:09 - 33:46] Final Thoughts & Closing

Thanks for listening!

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…”

“I love my direct team, but the BRGs that I'm part of (the business resource groups) . . . specifically have made me so much more collaborative. I called a colleague yesterday and I said, “Hey, I need a favor. This is a strength of yours; can you give your opinion on this for me?” And I would have never known her if it weren't for collaboration.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Greg!
Today’s Topic: socially responsible automation

[5:33 - 8:18] What is socially responsible automation?

Understanding the impact new technologies have on the people in an organization
Planning to re-skill and up-skill employees for emerging technologies

[8:19 - 21:09] How do emerging technologies disproportionately impact certain workers and job roles?

Job roles that emerging technologies impact the most
Favoring job augmentation over job displacement

[21:10 - 27:00] How can HR help business leaders make more socially responsible decision when tasked with introducing new technologies?

Why socially responsible automation decision should be made by a board
Arming HR with meaningful data

[27:01 - 31:08] Final Thoughts & Closing

Socially responsible automation is a current problem that needs to be addressed now
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Garry!
Today’s Topic: Pay Equity

[4:12 - 8:29] What is pay equity?

How the term pay equity has evolved over the decades
Pay equity regulations vs. corporate good practice

[8:30 - 18:50] How has the focus on pay equity changed compensation practices?

The increasing level of transparency around pay equity
How transparency benefits more than just the employer and employees

[18:51 - 26:33] What trends are you seeing in the workplace that are related to pay equity?

Technology’s role in the continuing evolution of pay equity
There’s a genuine desire to adopt pay equity practices

[26:44 - 28:59] Final Thoughts & Closing

The end goal should be to create the best employee experience
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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.

Chapters:

[0:00 - 6:43] Introduction

Welcome, Kevin!
Today’s Topic: How measuring employee experience drives customer outcomes.

[6:44 - 13:23] What is an Employee Experience Scientist?

How early interactions with management affect employee feelings of belonging
Finding employee experience gaps and ways of closing them

[13:24 - 27:10] What are the first steps to connecting EX data to business and customer outcomes?

Distinguishing causal and correlative data
You don’t need to be a scientist to find a story in data

[27:11 - 36:14] What’s been learned form connecting EX data to customers?

First, look at your data
The benefits of labeling all scale points (and not just the extremes)

[36:15 - 39:09] Final Thoughts & Closing

Humans value experiences; experiential data is where the magic happens
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Susan!
Today’s Topic: Environmental, Social, and Governance (ESG)

[5:35 - 11:32] What are ESGs and what are companies doing to build ESG into their company framework?

Investors are paying much closer attention to ESG nowadays
The importance of investing in renewable energy for both businesses and investors alike

[11:33 - 26:37] What are the biggest challenges facing HR leaders on this journey to shift culture and embed ESG?

What is a materiality assessment and how can it engage employees?
Businesses benefit from embracing and fostering employee-driven movements
Employees are deciding whether to interview at a company based on ESG practices

[26:38 - 32:25] What metrics and measurements are organizations using to track and report on these efforts?

Looking at other metrics (e.g. DEI statistics and pay equity reporting) to gauge ESG
What is psychological safety and why high performing companies value it?

[32:26 - 34:29] Final Thoughts & Closing

Engaging employees transforms company culture
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Kathi!
Today’s Topic: DEI Analytics

[8:10 - 23:22] What are DEI analytics and why are they important?

First, let’s define diversity, equity, and inclusion
The benefits of blending DEI into a company’s culture
People are “voting with their feet”; how can you make sure they’re walking toward your company?

[23:23 - 30:21] What are companies doing today in DEI analytics?

Approaching DEI as a business practice, not an HR program
Analyzing people data by diversity groups for meaningful insight

[30:22 - 34:33] Final Thoughts & Closing

3 points to take home
Thanks for listening!

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.’ ”

Contact:LinkedIn Production by Affogato Media

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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

Welcome, Steve!
Today’s Topic: Personalization of Rewards

[7:06 - 15:12] Why is personalization of reward important?

People perceive value in having different ways of receiving reward
Understanding the difference between guaranteed comp and variable comp

[15:13 - 21:46] How can you personalize rewards?

Could benefits enrollment shift toward total reward enrollment?
Employees react very positively to the power of choice
How can gig workers benefit for personalized rewards?

[21:47 - 31:56] What are some practical steps for moving toward personalized rewards?

Leveraging software to facilitate the shift
Moving toward a more transparent method of communicating with employees

[31:57 - 34:39] Final Thoughts & Closing

How can we continue to enhance what we deliver to our employees?
Thanks for listening!

Contact:LinkedIn

Quotes:

“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?”

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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

Welcome, Tarush!
Today’s Topic: Using HR Infrastructure to Drive Value

[5:30 - 10:20] What Prevents Companies From Developing In-house HR Capabilities?

Smaller HR data teams have a harder time leveraging the mature technology use by larger teams
When HR data needs to become business data

[10:21 - 19:54] Why Doesn’t a One-Size-Fits-All Solution Work For Everyone?

When one-size-fits-all misses the mark
Why one-size-fits-all might make sense for teams new to HR data

[19:55 - 25:19] Will Mergers and Acquisitions Lead To One-Size-Fits-All Being the Only Solution?

How some vendors offer flexibility in a hybrid-style solution
How vendors could improve HR infrastructure to fix complicated procedures

[25:20 - 27:24] Final Thoughts & Closing

What role will exciting new features play for vendors in the future?
Thanks for listening!

Quotes:

“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%.”

Contact:LinkedInProduction by Affogato Media

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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.

Chapters:

[0:00 - 4:17] Introduction

Welcome, Holger Mueller!
Today’s Topic: Why has AI not arrived in HR?

[4:18 - 15:45] Where Holger has seen successful uses for AI

How AI has been used in recruiting?
Using AI to find and train critical skills in a team

[15:46 - 28:33] What HR can learn from business when it comes to integrating AI?

How Finance and HR tackle the same problems differently
Letting a machine “think” vs paying a person to do the same task

[28:34 - 30:09] Final Thoughts & Closing

Work with vendors to see what’s possible
Thanks for listening!

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.”

Contact:
LinkedIn

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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

Welcome, Larry Dunivan!
Today’s Topic: Solving HR Technology For the Mid-market

[3:51 - 12:35] How Mid-sized Companies’ Issues Differ From Enterprise And Small Business Issues

Facing pressures from enterprises as well as small businesses
Growing pains of mid-sized businesses

[12:36 - 17:50] The Challenges HR Technology Faces In Mid-sized Companies

The importance of developing great relationships with HR technology vendors
What mid-sized companies should look for when outsourcing their HR technology

[17:51 - 26:06] Lessons And Examples for Mid-sized Companies On Their HR Technology Journey

Why get a handle on recruiting and onboarding is critical
How analytics could help mid-sized companies focus on important issues

[26:07 - 27:36] Final Thoughts & Closing

Mid-market requirements and responsibilities are unique yet important
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Jan!
Today’s Topic: People, Their Work, and Their Data

[4:38 - 9:21] How has HR technology changed over the years?

Newer generations are growing up around technology
How evolution in communication technology has affected recruiting

[9:22 - 15:32] How does HR technology change to meet new recruiting needs?

How does HR technology get out of its rut and into the 2020’s?
Job roles and promotional tracks are more fluid than they once were

[15:33 - 26:27] How has Jan’s thinking changed from when she first jumped into HR technology as a young professional?

Having conversations with the younger generations
How do we measure employee engagement?
Reviewing and revising EX (Employee Experience)

[26:28 - 28:53] Final Thoughts & Closing

Businesses need to drive these changes
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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

Welcome, Jordan Morrow!
Today’s Topic: Data Literacy and the Human Side of Data and Analytics

[4:59 - 13:42] What Are the Biggest Roadblocks to Successful Data and Analytics?

Why a company’s culture needs to be ready absorb, use, and effectively consume data?
People often don’t realize that they’re more data literate than they understand

[13:43 - 20:29] How Can Organizations and Individuals Successfully Learn Data Literacy?

Learn to start asking questions
What resources are available to start learning about data literacy?

[20:30 - 27:53] What Does It Mean to Be “Data Driven” and How Can Organizations Become Data Driven?

Data skepticism vs data cynicism
Understanding the nuances of data when presenting it

[27:54 - 30:29] Final Thoughts & Closing

You don’t need to be a data scientist to be more confident in your data literacy
Thanks for listening!

Quotes:

“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.”

Contact:LinkedIn Resources:Jordan's Ted Talk on Data LiteracyJordan's BookProduction by Affogato Media

Be Data Literate: The Data Literacy Skills Everyone Needs To Succeed

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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.

Chapters:

[0:00 - 4:01] Introduction

Welcome, Adriana DiNenno!
Today’s Topic: It's OK Not to Be OK: Employee Wellbeing and Mental Health

[4:02 - 10:06] Why There Has Been an Increased Demand for Employee Wellbeing

The rise and de-stigmatization of business resource groups (BRGs)
Technology facilitates communications and community in the modern world

[10:07 - 15:14] Employees Want to Be a Part of a Community

Having a reason to belong makes employees less inclined to leave
Allowing employees to be themselves and de-stress can lead to them being more productive

[15:15 - 30:09] Wellbeing Coming to Life via Software

Leveraging software to enhance the employee experience
Time off and how it affects mental health
How software can help us navigate the complexities of occupational health and employee safety

[30:10 - 33:06] Final Thoughts & Closing

Join your organization’s BRG, if possible
Thank you, Adriana!

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.”

Contact:LinkedIn Production by Affogato Media

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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.

In this episode, Fred talks about leadership and its relationship with DEI.

Chapters:

[0:00 - 5:56] Introduction

Welcome, Fred!
Today’s Topic: Leadership through a DEI lens

[5:57 - 22:10] Why Do So Many Organizations Struggle With DEI and What Characteristics Can They Adopt To Become More Equitable and Inclusive?

The four foundational attributes that help organizations implement the maturity model
How to measure these attributes to measure progress
Why HR might not (or might) be the best people to tackle an organization’s DEI issues

[22:11 - 33:53] How Can Leaders Step Up and Start Leading Inclusively?

Understanding that leaders set the tone and the accountabilities
How transparency leads to new processes
The need to have an structure equitable and inclusive system

[33:54 - 36:45] Final Thoughts & Closing

Look at how resources are being allocated
Thanks for listening!

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.”

Contact:LinkedInProduction by Affogato Media

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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.

Chapters:

[0:00 - 6:13] Introduction

Welcome, Lenna!
Today’s Topic: Lenna’s personal perspective on how DEI can impact employee success

[6:14 - 15:25] When did you becoming interested in DEI, and what led you to your current role?

How Lenna’s early career didn’t match her expectations
Why celebrating the differences is more important that reporting the numbers

[15:26 - 27:24] How can DEI strategy (or a lack thereof) impact an employee’s career development?

Assessing both attraction and recruitment
Why being intentional about DEI is key to making a real difference in organizations

[27:25 - 34:33] What are some examples of actions that impact common DEI issues?

Why leadership needs to be wholly on board with DEI efforts
Celebrate existing diversity

[34:34 - 36:16] Final Thoughts & Closing

Intentionality is key
Thanks for listening!

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.”

Contact:LinkedIn

Production by Affogato Media

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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

Welcome, Joseph!
Today’s Topic: The employee lifecycle through the lens of DEI

[7:05 - 14:31] How to Define (DEI)

It all comes down to access
How Joseph’s college soccer team won nationals (and how it relates better recruiting)

[14:32 - 22:03] Who Responsibility is it to Champion DEI Changes

Why company leadership must drive the changes
Letting company culture grow from the employees

[22:04 - 31:27] Ensuring a Good Employee Experience Surrounding DEI

Where do you start? The hiring process
Diversity issues are business issues

[31:36 - 34:29] Final Thoughts & Closing

Organizations must continue to pay attention to what their employees are saying
Thanks for listening!

Quotes:

“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.”

Contact:
https://www.linkedin.com/in/joseph-ifiegbu/

Production by Affogato Media

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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

[5:33 -10:38] What Does It Mean to Reconceptualizing Benefits?

•Looking at the results of two independent analyses

•Why organizations should be trusted partners to their employees

[10:50 -16:33] Do Organizations Have the Information They Need to Look at Benefits in

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

[16:42 -20:13] Where Should Organizations Begin?

•Understanding and assessing existing strategies

•Comparing your strategies to your competitors’ strategies

[20:22 -24:56] Final Thoughts & Closing

•Understanding that it’s OK to make mistakes

•Thanks for listening!

References

Nick Noel et. al., “The economic impact of closing the racial wealth gap,” McKinsey and Company, August 2019.

https://www.mckinsey.com/~/media/McKinsey/Industries/Public%20and%20Social%20Sector/Our%20Insights/The%20economic%20impact%20of%20closing%20the%20racial%20wealth%20gap/The-economic-impact-of-closing-the-racial-wealth-gap-final.pdf

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.

https://ir.citi.com/%2FPRxPvgNWu319AU1ajGf%2BsKbjJjBJSaTOSdw2DF4xynPwFB8a2jV1FaA3Idy7vY59bOtN2lxVQM%3D

Quotes:

“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. Benefits folks to their eminent credit are always worried about treating everybody exactly the same. It's the nature of the beast— it’s partly driven by regulation, but it's really also the nature of the beast. DEI folks are really struggling to make sure that different populations are getting what they need from their organization. That's a difficult bridge to start to talk about how to cross, but it needs to be crossed and folks have to come together.”

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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

Welcome, Gary!
Today’s Topic: HR Technology of the Past, Present, and Future

[4:13 - 12:05] What HR Technology Trends Have You Seen in the Past?

Comparing past recruiting technology to present-day, automated systems
The focus on employee engagement

[12:06 - 17:17] Navigating Today’s Myriad HR Tech Options

Communication tools being used as employee engagement tools?
What to do about an overwhelming amount of HR technology options?

[17:18 - 18:37] Final Thoughts & Closing

Final thoughts on the HR Tech conference
Thanks for listening!

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.”

Contact:

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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.

Chapters:

[0:00 - 4:00] Introduction

• Welcome, Stacey!

• Today’s Topic: HR Technology of the Past, Present, and Future

[4:07 - 9:42] Looking at Past Trends in HR Technology

• 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

[19:38 - 30:16] What HR Technology does the Future Hold?

• Automating processes that get left behind

• Why workforce planning could be the key to a thriving business

[30:16 - 39:47] Final Thoughts & Closing

• Was HR Tech a success?

• Thanks for listening!

Quotes:
“Organizations who've got the best user experience and vendor satisfaction score—we track that every year—and those organizations who seemed to come out of the COVID environment in a better place had a couple of things in common. One of the things we saw without a doubt was that if you had invested in workforce planning, or if you had invested in talent management, or if you had ensured that you had an idea of where your organization was sitting, at least from a talent perspective, you just did better in this last two or three years.”

“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.”

Contact:

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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

Welcome, Pam Jeffords!
Today’s Topic: Diversity, Equity, Inclusion, and Belonging

[3:13 - 13:27] How People Approached DE&I in the Past

Attempts at devising “tomorrow solutions” and long-term solutions
How DE&I outside the workplace affected DE&I in the workplace

[13:28 - 32:16] What does DE&I Look Like Today?

How differences in employee feedback creates DE&I gaps
Why job architecture informs DE&I successes and pitfalls

[32:17 - 41:52] The Future of DE&I

Developing true data-driven strategies
The importance of helping HR practitioners become better business people

[41:53 - 43:45] Final Thoughts & Closing

Thank you for listening!

Quotes:

"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.”

Contact:Pam Jeffords LinkedIn
Susan Richards LinkedIn
Danielle White LinkedIn Production by Affogato Media

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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.

Chapters:

[0:00 - 5:06] Introduction

Welcome, Jack Coapman!
Today’s Topic: The Past, Present, and Future of the Hiring Process (Beyond ATS)

[5:07 - 14:53] Products that Recruiting Teams Used to Rely On

How paper requisitions informed the systems we use today
The ATS and recruiting automation

[14:54 - 26:36] How People Work Differently than They Used To

Seeking out sources of talent instead of waiting for applicants
Recruiting technologies and the myths surrounding AI

[26:37 - 35:17] How Recruiters Will Deal with Present Pains in the Recruiting Process

Branding opportunities based on the intended audience
Eliminating hurdles for both recruiters and applicants

[35:18 - 37:45] Final Thoughts & Closing

The world of talent acquisition changes often and perspectives can easily change over the course of a few months.
Thank you for listening!

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.”

Contact:
LinkedIn

Production by Affogato Media

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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.

Chapters:

[0:00 - 5:23] Introduction

Welcome, Bennett Sung!
Today’s Topic: The Role of AI in Recruiting

[5:24 - 18:28] What’s Happening, Working, and Not Working in Recruiting Presently?

The recruiting process hasn’t actually changed since the 1950’s
Why haven’t we build a platform that aggregates the data points needed for job application?

[18:29 - 25:49] Conversational AI in the World of Recruiting

Chat bots and the benefits they introduce to applicants
Why aren’t companies using big data to gather information about their applicants?

[25:50 - 32:30] How Is AI Being Used in the Interview Stage?

AI can now gather data from inside interviews
Regressing data against candidate success

[32:31 - 36:21] Final Thoughts & Closing

Start the candidate journey with a conversation
Thank you for listening!

Quotes:

“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.”

Contact:
LinkedIn

Production by Affogato Media

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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!

Summary:

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.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Tim Sackett!
Today’s Topic: Recruiting Metrics & Performance

[6:04 - 16:49] Recruiting Metrics that Yield Usable Data

How some metrics fall short of their intended goal
Developing a constructive recruiter-hiring manager relationship

[16:50 - 28:35] What Impacts Recruiting Performance?

Starting to see the impact of AI on talent acquisition
How transparency in data can drive better performance
How much does compensation affect a person’s decision to leave an employer?

[28:36 - 29:44] Final Thoughts & Closing

Thank you for listening!

Contact:LinkedIn

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.”

Production by Affogato Media

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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!

Chapters:

[0:00 - 4:30] Introduction

Welcome… David and Dwight!
Today’s Topic: A Season 2 Retrospective

[4:31 - 19:15] How Each Guest Brought Something New to the Podcast

A recap of each guest and their topic
Episodes that stood out to David and Dwight

[19:16 - 25:33] Looking ahead to Season 3

A focus on diversity, equity, and inclusion
David and Dwight want to hear from you!

[25:34 - 27:29] Final Thoughts & Closing

David and Dwight share their closing thoughts
How to get in touch with us

Quotes:

“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.”

Contacts:
David's LinkedIn
Dwight's LinkedIn

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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!

Summary:
As Visier’s General Manager of Strategic Solutions & Partnerships, Zack Johnson helps the world’s leading HCM vendors and service providers build winning people analytics applications businesses that unlock value for their customers through their people data. From schools, to governments, to Fortune 500 companies, Zack’s work over the past 14 years to build the people analytics market has brought people insights to thousands of organizations. Zack has also given lectures on business and people analytics for a variety of institutions, including Northwestern University, NYU, Yale, West Point.

In this episode, Zack talks about past, present, and future of people analytics.

Chapters:

[0:00 - 2:10] Introduction

Welcome, Zack Johnson!
Today’s Topic: The Past, Present, and Future of People Analytics

[2:11 - 9:26] Reflecting on Past People Analytics Trends

The importance of learning how to sell
Every big story needs a big idea

[9:27 - 16:16] Insight on the Current State of People Analytics

Investing in the business intelligence infrastructure to support data science
Why smaller people analytics applications are taking off

[16:17 - 24:36] The Future of People Analytics

Learning more about how successful teams work together
The three “horizontals” of people analytics that will shape its future

[24:37 - 25:40] Final Thoughts & Closing

Episode 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.”

Links:LinkedIn Produced by Affogato Media

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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!

Summary:

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.

Chapters:

[0:00 - 3:02] Introduction

Welcome, Chris Havrilla!
Today’s Topic: HR Technologies of the Past, Present, and Future

[3:03 - 12:43] Reflecting on Past and Present Trends in HR Technology

Machines had never been part of the “workforce”
Why hasn’t anyone cracked the AI “code” yet?
Asking the right questions to get a desired outcome

[12:44 - 16:43] The Future of HR Technologies

Leveraging data for knowledge management, not just content management
Why managers and leaders need to clear the path to unlock human potential

[16:44 - 17:55] Final Thoughts & Closing

Episode summary
Chris shares her closing thoughts

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.”

Contact:
LinkedIn

Produced by Affogato Media.

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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!

Summary:

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

Welcome, Jason Averbook!
Today’s Topic: Observations from HR Tech 2021

[0:50 - 10:33] Interesting Notes from the Conference

How HR is reacting to a changing world
The importance of listening to your employees

[10:34 - 13:09] Can Strategic Partnerships Solve Our problems?

Mindset over technology

[13:10 - 15:36] The Future of HR Tech in 2022 and Beyond

Let’s talk less about HR and more about people

[15:37 - 17:00] Final Thoughts & Closing

Episode summary
Jason shares his closing thoughts

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.”

Links:LinkedInLeapgen WebsiteBook Link Production by Affogato Media

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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

Welcome, Mark Hanson!
Today’s Topic:

[3:50 - 9:48] Past Skills and Job Taxonomies

How technology has influenced the skill required to do a job

[9:49 - 28:41] Present Skills and Job Taxonomies

Understanding the skills needed inside an organization
The importance of mapping career paths within an organization

[28:42 - 35:49] Future Skills and Job Taxonomies

Using AI to analyze old data
Tailoring learning to your employees

[35:50 - 39:32] Final Thoughts & Closing

Episode summary
Mark shares his closing thoughts

Quotes:

“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?”

Contact:LinkedIn
Emsi Burning Glass

Production by Affogato Media

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Summary:

Ian Cook is an advocate for the crucial role that people play in helping companies thrive. His career has focused on enabling people, teams and companies to perform at their best. For the last 15 years, Ian has been helping leaders elevate their HR strategies and programs through the effective use of People Analytics. At Visier, Ian led the development of their market-leading solution and now leads the overall strategy for the People Analytics business.

In this episode, Ian talks about the evolution of HR and people analytics from research group to strategic function.

Chapters:

[0:00 - 3:34] Introduction

Welcome, Ian Cook!
Today’s Topic: The Evolution of People Analytics From Research Group to Strategic Partner, Past, Present, & Future

[3:34 - 11:10] How is the Practice of People Analytics Changing?

Shifting from simply measuring to analyzing data
Creating a language that talks about business in terms of people

[11:11 - 18:49] What is Causing the Evolution and Is It a Fad or a Permanent Shift?

“Rebranding” HR as People Analytics
People Analytics getting attention from to executives

[18:50 - 26:07] What Could People Do to Take Advantage of These Changes?

Leveraging People Analytics to empower “front line” workers
Seeing a rise in people analytics educational content

[26:08 - 28:11] Final Thoughts & Closing

Episode summary
Ian shares his closing thoughts

Quotes:

“The ultimate goal is to really enable people managers in a way that they can create a good experience for people in a way they couldn’t in the past.”

“Don’t wait until you’re data’s perfect; the only way you learn is to start now.”

Links:

LinkedIn
Visier Website

Production by Affogato Media

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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!

Summary:

Al Adamsen is the founder and CEO of PAFOW (People Analytics and Future of Work), a company that organizes in-person events focusing on the world of people analytics and produces a podcast, a YouTube channel, a blog, and more. Al is a globally recognized thought leader, advisor, and educator in the areas of talent strategy, workforce planning & analytics, talent measurement, and organizational change.

In this episode, Al gives his perspectives on what he is seeing and hearing at HR Tech 2021, and talks about how he’s seen people analytics evolve over the years and even how he thinks it might continue to evolve in the years to come!

Chapters:

[0:00 - 7:05] Introduction

Welcome, Al Adamsen!
Today’s Topic: The Past, Present, and Future of People Analytics

[7:06 - 20:26] How HR Has Grown and Developed to Today

Giving managers the “why” behind their data
Anticipating the needs of your customers

[20:26 - 29:56] Observations on the State of HR Today

Predictive vs descriptive analytics
The importance of carefully reviewing the data that feeds AI

[29:57 - 42:41] Looking Forward to the Future of HR

Getting in Front of HR Challenges
Having Frequent, Actionable Conversations with Your Workforce

[42:41 - 44:15] Final Thoughts & Closing

Episode summary
Al shares his closing thoughts

Quotes:

“If we are doing our jobs as people analytics professionals, we’re actually going to our internal customer first, identifying what they want or need, and then creating a product for that appetite.”

“What people analytics does is it creates accountability where accountability did not exist before.”

LinkedIn
PAFOW Website

Production by Affogato Media

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Summary:

Ryan Allen is a Senior Principal Data Scientist in the Office of the Chief Data Scientist at UnitedHealth Group. His day-to-day consists of making transformational technologies, creating AI systems that revolutionize healthcare operations, and, of course, evangelizing machine learning. He’s part of a team that’s setting the vision for artificial intelligence in healthcare.

In this episode, Ryan talks about how machine learning is helping bring people alive!

Chapters:

[0:00 - 4:38] Introduction

Welcome, Ryan Allen!
Today’s Topic: Bringing people alive with machine learning

[4:39 - 10:33] Cool People-Related Trends in Machine Learning

Having uninterrupted conversations with clients while machine learning algorithms pull up their information
Eliminating the need to check your calendar to schedule tasks thanks to machine learning

[10:34 - 21:05] Losing the People Element in the Numbers

How to not lose the humanity in the data
Realizing that there might be an inherent bias in the data you’re using

[21:06 - 26:06] Bring People Alive in Machine Learning

Explainable AI and how it can give employees a newfound voice
Adding important context to otherwise uninformative data

[26;07 - 28:17] Final Thoughts & Closing

Episode summary
Ryan shares his closing thoughts

Quotes:

“Understand the process that created the data that you’re going to be using. You get a better product, and you also don’t lose the humanity in the numbers.”

“When we start modeling things like turnover rate and we're able to use explainable AI to see why it's coming up with the results, we're really giving those people a voice. We're being able to ask an entire population of employees, or patients, or whoever, what do you think about this?”

LinkedIn
Google Duplex

Production by Affogato Media

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Summary:

Turetsky Consulting is comprised of an amazing team of consultants and experts and each of them is part of today’s very special episode! They discuss some of the latest trends trends and topics that have come up in the world of HR and people analytics.

In this episode, David and the rest of the Turetsky Consulting team talk about people analytics topics that have been top-of-mind.

Chapters:

[0:00 - 1:37] Introduction

Welcome, Turetsky Consulting team!
Today’s Topic: Trends in HR Analytics

[1:38 - 13:38] What is Talent Intelligence?

Using talent intelligence as a point of reference and comparison.
Assessments as part of job applications.

[13:39 - 20:16] Artificial Intelligence in the World of HR

AI’s role in job applications.
When AI might not be as intelligent as a person.

[20:17 - 28:50] How Has the Business Intelligence and Analytics Market Changed, and How Has That Affected HR?

Business intelligence merging with business applications.
How to properly manage change in an organization.

[28:51 - 31:24] Final Thoughts & Closing

Episode summary
The team shares its closing thoughts

Tweetable Quotes:

“I think sometimes we get too fascinated with the science and technology of it, and we forget the human component. … When I would consult clients talent management, I would always say, ‘Let’s not forget that we’re all human.’”

“If you’re only using change management to force a bunch of people to use something, I think you’re missing [the point].”

"If we spend more time listening before we buy and build a technology; and then make sure that what we design is attuned to our users, it's better."

Turetsky Consulting Website

LinkedIn Contacts:
Turetsky Consulting LLC
Dwight Brown
Lori Craig
Karissa Harris
IBEJesus Prince
David Turetsky
Dino Zincarini

Production by The Podcast Engineer

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Summary:

Caitlin MacGregor is the CEO and Co-founder of Plum, a robust talent assessment platform that is revolutionizing how organizations manage talent. Caitlin is passionate about helping people realize their full potential and about helping companies see beyond resumes to understand what their employees are truly capable of achieving.

In this episode, Caitlin talks about psychometric data, what it is, and how it can be a game-changer for companies looking to add innovative talent to their teams.

Chapters:

[0:00 - 3:08] Introduction

• Welcome, Caitlin!

• Today’s Topic: Revolutionizing How Global Enterprises Acquire and Manage Talent with Psychometric Data

[3:12 - 9:04] How Using Psychometric Data in Talent Management is Revolutionary

• What does it mean to use psychometric data?

• Why psychometric data drives leaders toward more objective and equitable talent decisions.

[9:04 - 21:36] Looking Beyond Resumes and Past Experiences When Hiring

• What does a resume really say about someone?

• How looking beyond resumes and past experiences can lead to innovative talent acquisition.

[21:36 - 29:33] How Psychometric Data Helps People Grow and Develop

• What you can learn about yourself from your own psychometric data.

• Why objective data is game-changing for organizations.

[29:34 - 32:20] Final Thoughts & Closing

• Episode summary

• Caitlin shares her closing thoughts

Tweetable Quotes:

“You can line up a hundred people from the same school, with the same experience, and you cannot credit which of those hundred will be successful in a role versus the other. You have to look at people’s innate talents, their ability to innovate, communicate, and work well with others.”

“We need to recognize that [talent management] is about adding objective, fair data into the process and being able to see people holistically.”

LinkedIn
Plum.io Website
Plum Talent Assessment & Guide

Production by The Podcast Engineer

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Zoe Switzer has been working with Jeni’s Splendid Ice Creams for over five years. Jeni founded her company with an amazing amount of bravery and entrepreneurial spirit, and now that it’s grown and spread across the nation, Zoe’s helped ensure that Jeni’s original values and vision continue to inspire each and every employee.

In this episode, Zoe talks about her role and Jeni’s and how she’s been able to approach HR with a creative and community-driven mindset.

Chapters:

[0:00 - 4:04] Introduction

Welcome, Zoe!
Today’s Topic: Combining Quantitative and Experiential Information to Best Serve Your Team

[4:05 - 14:08] Zoe’s Experience at Jeni’s

Infusing Creativity in Everything You Do
The Art of Problem Solving for Teams of People

[14:09 - 24:57] How Jeni’s Values Persist as the Company Grows

Staying Connected with What Makes a Company Human
HR Can Be Cheerleaders… And Also Many Other Things!

[24:58 - 39:09] What Gets in the Way of HR Teams Meeting Their Company’s Needs

Asking the Right Experts to Help Solve Problems
Building a Community

[39:10 - 41:32] Final Thoughts & Closing

Episode Summary
Zoe Shares her Closing Thoughts

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A passionate advocate for cybersecurity, Evan Francen has been helping people learn about the importance of cybersecurity through his writing, his podcast, his YouTube channel, his public speaking engagements, and more! Cybersecurity has become a massively important aspect of running a business and yet, it’s still an afterthought of many CEOs in the world today.

In this episode, Evan talks about what you can do to strengthen your own cybersecurity at home, and why your smart devices might not be the smartest choices after all.

Chapters:
[0:00 - 4:24] Introduction
• Welcome, Evan!
• Today’s Topic: Cybersecurity At Home and In Business

[4:25 - 10:44] Key Cybersecurity Threats In the World Today
• Why HR seldom talks about cybersecurity
• Who’s responsible for cybersecurity?

[10:48 - 20:54] Raising Cybersecurity Awareness and Embedding Security-conscious Behavior
• Cybersecurity as a benefit for employees
• Why cybersecurity is (and should be) personal

[21:10 - 34:23] Simple Behaviors People Can Incorporate
• Simple Cybersecurity Measures HR Can Implement
• Simple Cybersecurity Measures You Can Take At Home

[34:37 - 38:57] Final Thoughts & Closing
• Episode Summary
• Evan Shares his Closing Thoughts

Quotes:
“You have to hold people accountable. ... 55% of CEOs in the United States today view
information security as a waste of time, and the reason why they feel that way is because
they’re not held accountable.”
“Information security is not about information, or security, as much as it is about people. Period.
People suffer when things go wrong.”

Resources:

FRSecure Website

SecurityStudio Website

S2Me Assessment

LinkedIn

Unsecurity Podcast

YouTube: Security Shit Show

FRSecure Blog

Book: UNSECURITY: Information security is failing. Breaches are

epidemic. How can we fix this broken industry?

Production by The Podcast Engineer

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Are we in the middle of The Great Resignation? When crises hit workers tend to stay in their jobs. A report from the Bureau of Labor Statistics has tracked job openings, leaves, and turnover (JOLT) for the past 30 years. When the pandemic hit we saw a historical drop in employees leaving. Now, as the country opens we’re seeing a historically large spike in workers leaving jobs to move to other companies and careers. Dave Weisbeck shares his views on what is happening and why companies should pay attention.

Throughout Dave’s twenty years of experience in the information management and analytics industry, he’s built development teams and grown multi-billion dollar companies. Now a chairman of the HR.com Advisory Board, he’s looking to help organizations break new ground in business intelligence and people analytics.

Chapters:
[0:00 - 4:46] Introduction
• Welcome, Dave!
• Today’s Topic: The People Challenges that Organizations Face in 2021

[4:47 - 11:48] “The Great Resignation”
• Why Do People Leave their Jobs En Masse?
• How Businesses Can Improve Employee Retention

[11:49 - 24:28] Hybrid Work & Burnout
• Tracking Time Spent vs Productivity
• Pros and Cons of Working Remotely vs In-Office

[24:29 - 33:32] Diversity, Equity, and Inclusion
• What Gets Measured Gets Managed
• Diversity Leads to Inclusion

[33:33 - 38:39] Final Thoughts & Closing
• Episode Summary
• Dave Shares his Closing Thoughts

Quotes:
“The data shows that we’re a history 30-year high in people leaving organizations, and so that’s
where I’d say the name comes from—The Great Resignation.”
“I’ve always seen it as: inclusion is a bit more of the outcome, the real prize that we’re shooting
for, but diversity is the place to get started.”

Contact:
LinkedIn: https://www.linkedin.com/in/daveweisbeck/Technical Production by The Podcast Engineer

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Summary:

With people data and people analytics tools becoming more readily available, there’s a trend toward wanting a single solution that handles “all the data”. Unfortunately, this isn’t our reality quite yet. A holistic approach to people analytics can only be found when technology vendors and services players openly collaborate. This kind of synergy is what improves the lives of employees and fuels improved performance for businesses.

Chapters:

[0:00 - 3:28] Introduction

Welcome, Nigel Stoodley and Dino Zincarini
Today’s Topic: On Bringing All People Data Together for Businesses

[3:29 - 16:27] Lessons from Focusing on People Analytics for the Last 3 Years

Why People Data is Often Undervalued
How Businesses can Avoid Skilled Worker Shortages

[16:28 - 27:33] Proving Guidance on “People Intelligence 2.0”

Getting in Front of Business Leaders
Digging into People Data to Find Gold

[27:34 - 32:57] Connecting All This Disparate Data

Is a Full Stack Solution Out There?
Finding the Right Tool for the Right Job

[32:58 - 38:20] Final Thoughts & Closing

Episode Summary
Nigel and Dino Share Their Closing Thoughts

Quotes:

“It actually has stunned me for years that there isn't really a strong discipline around analytics around people because increasingly, businesses are more and more about people.”

“Because HR data is not HR data—HR data is business data. And one of the problems we have is we hold on to it too tightly. … we've heard the term democratizing data, and that's just wrong. It's not about democratizing. It's [about] letting it go.”

Contact Information:

Email: nigel.stoodley@visier.com
LinkedIn: https://www.linkedin.com/in/stoodley/Technical Production by The Podcast Engineer

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“When done right, the collection, analysis, and disclosure of DEI data holds the promise of being a powerful lever for progress.” This is the belief of Siri Chilazi, a Research Fellow at the Women and Public Policy Program at Harvard Kennedy School. Her life’s work is to advance gender equality in the workplace through research translation. In other words, she does research on how companies can promote diversity, equity, and inclusion, and she brings those research insights to practitioners and organizations.

Incredible! Dive right into this episode to learn more from Siri’s expertise about DE&I in HR Analytics.

[00:01 - 04:06] Opening Segment

Let’s welcome and learn more about Siri Chilazi
Today’s topic - DE&I in HR Analytics as an engine for progress

[04:07 - 09:40] What is DE&I Data

A deeper look into each factor - Diversity, Equity, and Inclusion
Where are the opportunities going?
Be open about invasive data points

[09:41 - 16:07] How to Use DE&I Data to Drive Progress and Organizational Change

Start with the data you already have
Find the gaps and fill them by asking questions
The importance of prioritizing

[16:08 - 32:33] How to do DE&I Data Successfully

Bridge the gap between those monitoring and tracking the data
The kind of training that needs to happen to get the balance
How DEI fits into the overall data analytic strategy of the organization
How to de-bias the hiring process

[32:34 - 35:18] Closing Segment

Summary of our conversation and final points

Connect with Siri:LinkedIn**.

Learn more about Siri’s work at https://scholar.harvard.edu/sirichilazi****.

Connect with David:**LinkedIn

Twitter

Email: david@turetskyconsulting.com

Connect with DwightLinkedIn Email: dwight.brown@turetskyconsulting.com

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As we touched on in the last episode, it may be a higher value to build your analytic software solution than it is to buy from an enterprise software vendor. Dhruv has been designing and building software for over fifteen years, and has worked with a variety of organizations across the public and private sectors (B.C. Government, Yukon Government, Change.org, Apple). In 2016, he founded Real Folk to help build the next generation of digital services across government and industry in North America.

Let’s continue on to part 2 of our conversation with Dhruv, where we’ll look at possible pitfalls, challenges, and best practices to pull value from the building process.

Start of Part 2:

[00:01 - 17:34] The Pitfalls of Building and How to Get Around Them

Think in terms of questions - the example of employee turnover
The importance of building a flexible framework
Minimize the scope to the problem domain

[17:35 - 32:38] Understanding the Full Value Proposition of Building vs Buying

Addressing problems through an exploratory phase
All the work is meaningful and valuable
Don’t ignore the adoption costs
What to keep in mind when building custom software

[32:39 - 36:24] Closing Segment

Summary of the conversation
Final thoughts

Contact:

Email: dhruv@realfolk.com
LinkedIn: https://www.linkedin.com/in/dhruvio/

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Let’s go technical! It may be a higher value to build your analytic software solution than it is to buy from an enterprise software vendor. Dhruv has been designing and building software for over fifteen years, and has worked with a variety of organizations across the public and private sectors (B.C. Government, Yukon Government, Change.org, Apple). In 2016, he founded Real Folk to help build the next generation of digital services across government and industry in North America.

Let’s dive into part 1 of 2 of our conversation with Dhruv about buying vs. building software, where we’ll look at the evolution of software and our interactions with it.

[00:01 - 05:23] Opening Segment

● Let’s welcome and learn more about Dhruv Dang

● Today’s topic - Building Vs. Buying Software

[05:24 - 14:36] Analytic Applications: What Changed

● Software is still young - the evolution of software literacy

● Changes in how we interact with software

● The value of custom software - solving unique problems

**End of Part 1 - Download Part 2 for the Full Episode

Contact:
Email: dhruv@realfolk.com
LinkedIn: https://www.linkedin.com/in/dhruvio/**

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It’s time to challenge our concept of teams within organizations! In this episode you’ll hear from Mark Stelzner, the leader of IA HR Consulting. Mark started IA because he had worked with, and for, consulting firms and thought, “there has got to be a better way.” Mark amplifies the voices of the clients he supports, as he believes it’s about finding the right solution to help the organization thrive. IA really focuses on self-sufficiency. Through his work, Mark has been featured by the Wall Street Journal, the New York Times, Forbes, CNN, and NPR.

Let’s learn from Mark how HR can prepare for people analytics with dynamic teams in dynamic organizations.

[00:01 - 05:20] Opening Segment

Dwight and I welcome and learn more about Mark Stelzner
Today’s topic - People Analytics with Dynamic Teams in Dynamic Organizations

[05:21 - 16:49] Dynamic Organizations: What They Are, How They Run

Stepping away from employees and into workers - Regroup, relearn, rest, reskill
You have to be transparent and hold employers accountable
The example of a knowledge worker

[16:50 - 32:53] Organizations’ Biggest Struggles Facing the Reality of Dynamic Teams

Mark identifies the top 5 struggles organizations face
How to help them address the issues - start with the data
The importance of internal accountability

[32:54 - 38:15] Actions HR Can Take Now to Prepare for Dynamic Organizations

How our systems can work together now to evolve
Stop the protectionism and start seeing the whole person

[38:16 - 40:20] Closing Segment

Summary of our conversation and final points

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Have you ever worked with people who are scared of numbers but still want them? Steve McDonell jumped into the world of People Analytics after being a CIO for several years. As CIO, his role was to help clients understand the need for people analytics and how to adopt them as a part of their business strategy. In his work he found that there was one common thing amongst the clients, people want people analytics, but they really have no idea what it is or what it means, and in some cases even fear it.

Let’s dive in and learn how we can present People Analytics in a way that is less intimidating and more intuitive.

[00:01 - 04:59] Opening Segment

Dwight and I welcome and learn more about Steve McDonell
Today’s topic - People want People Analytics, but have no idea what it is

[05:00 - 12:00] Approaching People Analytics As a CIO in an Organization

From IT to leveraging tech to understand a business
You need to be strategic and consultative
Mastering and navigating software to give an extra sense of security

[12:01 - 17:39] How to Overcome the Biggest Hurdles

Turning information into conversations
Crawl, Walk, Run, Fly Model
Have a plan in place with the right people

[17:40 - 29:17] Where to Start; Start Small and Build Up

Everything comes back to people data
Education through conversation
Figure out the small challenges and make a plan

[29:18 - 32:44] Closing Segment

Summary of our conversation and final points

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Is what you’re doing in HR impacting your bottom line? If not, why are you doing it? Pat Acheampong is the founder of Ahumka Digital. He is a self-proclaimed Tech Junkie, a Would be Philanthropist, an Entrepreneur, Bon Vivant, and Aspiring World Changer.

With over 15 years of experience working in global businesses in the UK, North America, Australia, and Asia, he is currently head of Employee Experience and Service Delivery at Zurich Insurance in Hong Kong.

Any tech-geek is a friend of mine! So let’s dive into the episode and learn about using the employee experience - profit loop to boost your organisation’s bottom line.

[00:01 - 05:17] Opening Segment

Dwight and I welcome and learn more about Pat Acheampong
Today’s topic - The Purpose is Profit

[05:18 - 12:31] What’s Broken in HR Data Collection Today

Lot’s of data, little insight into the employee experience
What’s missing in employee experience and how to improve it
Keep people in people analytics - profit loop

[12:32 - 20:57] What You Should be Producing Analytics On

‘So What?’ analytics - placing value on a people asset
Practical evaluations
Finding the right turnover

[20:58 - 29:17] What to Measure and How to Do It

It doesn’t have to be contained into a fixed field
Quality data is key, get specific with priorities
The right people focused on the right places

[29:18 - 31:30] Closing Segment

Summary of our conversation and final points

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Analytics is not just a one time thing, it has to be treated as something you will use in a continuous cycle that will improve your business processes and performance. Let’s dig deeper. Vikas Saini is a Technology Product Leader at Willis Towers Watson with specific expertise in HR Technology, Analytics and Big Data platforms. His core expertise is in delivering consumer grade analytics and big data products with a career that spans across startups to fortune 500 organizations.

Let’s dive right into Vikas’ expertise and learn about building your data analytics capabilities as it relates to technology, how to get started and what to avoid.[00:01 - 04:34] Opening Segment

Dino and I welcome and learn more about Vikas Saini
Today’s topic - Building Your Data Analytics (Technology) Capabilities

[04:45 - 14:44] Getting Started with Your Overall Analytic Strategy

Understanding the needs of the corporate strategy and the capabilities of users
Building a fact/data driven culture - getting started
Getting passed the ‘give me everything’ effect

[14:45 - 21:26] Build vs. Buy Decision for Technology

3 high level criteria to follow
Factoring in the technology and the content

[21:27 - 27:51] Navigating Potential Challenges; What Could Go Wrong?

The data is only as good as the source - ensure quality
Seeking to improve the user experience
Don’t be afraid to change directions - adoption and evolution

[27:52 - 30:45] Closing Segment

Summary of our conversation and final points
Final Words

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Sometimes in analytics we can get so absorbed in the numbers that we forget about the value they should be upholding. John Tardy is a leader and an expert in business analytics. John sets himself apart by focusing on delivering BIG value through technology, data analytics, and business intelligence, as well as building trust and confidence among stakeholders and guiding cross-functional teams and leaders to business insights and clarity amidst ambiguity and complexity.

I can’t wait to dive into this conversation and learn the concept of big value, not big data from John.

[00:01 - 03:15] Opening Segment

I welcome and learn more about John Tardy

Today’s topic - big value, not big data

[03:16 - 09:44] What is Big Data

Examples of ‘Big Data’ and attempting to define it

The importance of finding value in the data

[09:45 - 15:33] Big Value, Not Big Data

John talks about the misconceptions of going towards the ‘hype’ of data
How to measure value based on a goal
The importance of education and focusing on business orientated value

[15:34 - 28:40] Creating Value through Data in HR

It all starts with the business questions; all about mindset
Examples through turnover, diversity, and absenteeism

[28:41 - 37:55] Closing Segment

Summary of our conversation and final points
Final Words

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What separates basic from advanced analytics usage? How can an organization go from using analytics as a glorified version of reporting to an indispensable asset that drives an organization towards its goal? In this episode, Jon Burton and I discuss lessons learned from seeing and helping 100 implementations of people analytics

Jon Burton is the Senior People Analytics Consultant at Visier Inc. With 20 years of experience under his belt partnering with senior leadership to convert their needs into actionable plans, he helps organizations plan and execute their people analytics deployment, develop meaningful visualizations, and brainstorm on ideas to maximize the value of their people analytics platform.

[00:01 - 03:30] Opening Segment

I welcome Jon Burton and he tells us about his background
Partnering with organizations on people analytics journeys
- 7 years at Visier
- 13 years at PwC Saratoga and Saratoga Institute
Jon tells the stories of how he almost died… twice!

[03:30 - 13:11] Lesson Learned from Helping Over 100 Implementations of People Analytics

With the rise of organizations aiming to be data-driven, many make the mistake of acquiring data but not knowing what to do with it
- Not knowing what problem you are trying to solve
How does HR deal with differences throughout the organization
- Creating standards and consistent definitions
- Create a data-governance model

[13:12 - 23:19] Characteristics and Practices Jon Has Observed From His Clients Around Data Analytics

The differences between basic, average, and advanced analytics usage
Basic
- Sharing data to share data; No problem to solve or key business
- No enforced data standards
- Roll out: training but no change or accountability for usage
Average
- Has a key HR or business problem they can solve
- Rolls out in waves
- Rolled out with limited guidance
Advanced
- Purposed to drive action or solve workforce issues by quickly informing business leaders
- HR Business Partners are given support and guidance
- Data is being used for the business to drive towards a goal
Have a Champion Network: The importance of executive sponsors partnering with HR
Keys that make an organization advanced around data analytics
How HR can be an indispensable asset to businesses

[23:20 - 28:04] How Can Users Mature In Their Usage of Analytics?

Where to start?
- Start with the basics
- Focus on progress, not perfection
- More is not always more
- Standardize and make things more consistent across the board
Where can someone begin to build the analytics capabilities in a company?

[28:05 - 30:36] Closing Segment

Summary of our conversation and final points
Final words from Jon and I

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Every employer has health care data. This data allows you to put programs together for cost management, stratify risks, or create well-being programs that are pertinent to your population. But how do you take data that for the most part goes unutilized, and take it to the next level? My guest and good friend, Mike Smith and I discuss the potential that data has to keep employees healthy, lower cost management, and equip people to lead healthier lives by releasing data into their hands.

Mike Smith is the Vice President & Partner of Lockton Companies, who provides clients with creative solutions in risk management, insurance and employee benefits consulting. Mike is a salesperson who doesn’t sell anything. Rather he focuses on learning client goals and challenges and mutually determining whether these new clients could benefit from Lockton’s approach to helping businesses.

[00:01 - 06:20] Opening Segment

I welcome Mike Smith and he tells us about himself
Mike shares a story of his time at Prudential Financial
- Manually completing employee census data
Using data as the foundation for employee benefits programs

[06:20 - 15:38] Utilizing Data In Covid-19

HR was and is at the crossroads of COVID-19
How Lockton Companies help their employees throughout the pandemic using data
Navigating individuals right to privacy and public health in regards to vaccination
HR’s challenge in keeping employees safe when going back to the workplace

[15:56 - 27:29] How We Can Use Data For Cost Management

Lockton Companies’ utilization and investment in a data warehouse
Using data as a cost management tool in organizations
How big tech is turning it’s eye to health care by utilizing wasted data
Democratizing data to equip people to manage their own health care, costs and benefits

[27:30 - 30:30] Closing Segment

Summary of our conversation and final points
Final Words

Tweetable Quotes:

“Using data is always a little bit like driving down the highway while using the rear view mirror. So you’ve got to always be careful.” - Mike Smith

“You can’t fight the facts and data is the facts.” - Mike Smith

“Taking art and science and blending them together is a great way to make decisions. To take them solely in their own silos, to just think about art, or science, or data, or gut feeling, really doesn’t make sense anymore.” - Mike Smith

Connect with Mike on LinkedIn

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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You can’t have analytics without Data Governance, and data governance can be the difference between good data and bad data. Dwight Brown is a self-professed ‘data geek’ who is a part of our very own Turetsky Consulting bringing over 22 years of healthcare experience at Mayo Clinic in Rochester, MN. Over half his career was spent in Analytics leadership positions, including Manager of Quality Analytics, and Director of Analytics Operations. He is an industry thought leader who is well-versed in all stages of the Analytics cycle but especially in Data Governance.

Let’s dive right in and learn more about your most valuable asset; the role of Data Governance in analytics.

[00:01 - 06:01] Opening Segment

I welcome and learn more about Dwight Brown
Today’s topic - data governance

[06:02 - 11:58] Everything You Need to Know About Data Governance

Dwight defines and explains data governance
The roles within it and its processes

[11:59 - 18:56] The WIIFM of Data Governance

Breaking down the ‘What’s in it for me’ - good data and bad data
You as the steward are responsible for data integrity
The world’s best networkers

[18:57 - 27:02] Overwhelmed? This is Where to Start

Dwight talks about what it takes to be in Data Governance
Start high and move down low
Resources to start with and Dwight’s advice

[27:03 - 30:48] Closing Segment

Summary of our conversation and final points
Final Words

Tweetable Quotes:

“You can’t have analytics without some sort of data governance.” - Dwight Brown
“Having no data is better than having bad data… As the steward, you need to have a system that helps you, a system of checks and balances that helps you, to be able to ensure that you have good data integrity.” - Dwight Brown

Resources Mentioned:

http://www.datagovernance.com/
LinkedIn: The Data Governance Institute
DATAVERSITY
DAMA International

Connect with Dwight on LinkedIn.

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Connect with me:

LinkedIn

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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Whatever happened to job titles and what do they even mean anymore? In this episode I am welcoming back Dino Zincarini and Ian Cook to talk about the what, why, and where around the applicability job titles have to HR and how the job table is changing.

Dino, as you may remember, is an HR Technologist and Consultant who works alongside myself at Turetsky Consulting, while Ian is VP in people analytics at Visier making him responsible for the over direction and growth of the company.

Now that you have Dino and Ian’s job titles in mind, let’s dive into today’s topic; are job titles dead… Long live job titles!

[00:01 - 01:42] Opening Segment

We welcome back Ian Cook and Dino Zincarini
Introducing today’s topic

[03:43 - 10:58] There is a Long History of Job Titles; What are They Used For?

Ian talks about the issues at the job table and why it’s important
Dino talks about the changes in the job titling model
The boundaries around jobs are becoming fluid

[10:59 - 19:53] Why THIS is the Time to Talk About Job Architecture and Titling

Ian talks about the triggers that are starting this conversation
The issue of compliance and possible solutions
Tools, resources, and consulting

[19:54 - 34:02] The Future of Job Titles; Do We Need Them?

Dino talks about the consistent need to brand your work
Looking past the job titles to the person, but using the standardization
How to prepare for changes in job titling and its fluidity

[34:03 - 27:20] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“That interest to give people a sense of uniqueness through title or through a new job you're adding, really clashes with the harmonization of the architecture of the jobs that need to have some way of being compared internally.” - Ian Cook
“The more we try to use data, the more we want to standardize it, yet the more we want to have things proliferate, the more it becomes differentiated… there’s no one right answer.” - Dino Zincarini
“The faster you think about it, come up with a plan or a strategy and maybe even the technology to support this divergence in the branding of jobs and the standardization… the sooner you can come up with a plan on how you’re going to manage that - the better.” - Dino Zincarini

Resources Mentioned:

Salary.com
EMSI

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

Support the show (https://www.buymeacoffee.com/hrdatalabs)

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HR is an ecosystem of technology, and you have to treat it as such. In this episode I have Dino back in the studio along with our guest Stacey Harris. Stacey is Chief Research Officer, and a Managing Partner for Sapient Insights Group, a Research and Consulting firm focused on helping clients use data and insights. She also oversees the esteemed Annual HR Systems Survey and White Paper, now in its 23rd year. Stacey was recently listed in HR Executive Magazines Top 100 HR Tech Influencers list.

Let’s dive right in and learn more from Stacey about the State of HR Tech in the World Today.

[00:01 - 04:03] Opening Segment

We introduce Stacey Harris
Some background on Stacey

[04:04 - 13:37] The State of HR Tech in the World Today

Stacey’s observations on today’s tech themes
The ecosystem of HR
Navigating the ‘shiny object syndrome’ - the importance of process and function
No two ecosystems are alike

[13:38 - 30:13] Guiding a Company as They Embark on New Technology

Stacey gives examples and advice on guiding organizations
Being clear on systems and what they need to achieve
80% vs. 20%

[30:14 - 33:18] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“HR is an ecosystem of technology, and you have to treat it as such.” - Stacey Harris
“We often forget that the experience that the end user has doesn’t start and end on their watch, or the screen on their computer, or on their phone. It begins and ends with the data and whether or not it’s right.” - Stacey Harris
“In the market we’re in today, 80% of the systems do about 80% of the same things… It’s that 20% that makes a difference as to whether or not that HR technology is adopted.” - Stacey Harris

Resources Mentioned:

● Stacey Harris HR Systems Survey

● Meet the HR Tech Speakers: Stacey Harris

Connect with Stacey on LinkedIn. Check out https://sapientinsights.com/ to learn more data insights that solve business problems.

Connect with Dino on LinkedIn.

Connect with me:

· LinkedIn

· Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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While we may have matured our science, I wonder, have we really matured our way we see the art behind it? Today we’ll dive into this (and a bit of Indian Tea making) with Abhishek Goel, the Founder, CEO, and Chief Behavior Expert of Dasque. He is an expert in applying analytical, statistical modeling, stochastic and/or forecasting methods to improve business performance.

Let’s tap into Abhishek’s expertise and learn how to get to the Return on Investment of Data Science in People Analytics.

[00:01 - 06:57] Opening Segment

Introducing Abhishek Goel
Abhishek shares about his unique background

[06:58 - 07:57] Intro to the Importance of ROI

[07:58 - 15:25] Practical Data Science in People Analytics

Abhishek shares his insights about AI’s ability to reveal bias
The goal to add value to the organization
The art and attitude behind data science

[15:43 - 24:19] Hiring and Utilizing a Data Scientist

Abhishek gives practical steps on how to find and hire a data scientist
The importance of clear goals and a strong stakeholder
The responsibility of the data leader

[24:20 - 32:30] The Pros and Cons of Data Science in People Analytics

The pros of data science
The challenges of data science
How to improve and optimize to solve for ROI

[32:31 - 34:37] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“We have matured our science so much, but unfortunately, we have not matured our way of thinking, we have not seen the art behind it; the dotted lines behind the science.” - Abhishek Goel
“We cannot make a better past, what we should do is make a better future, and that is the purpose of the organization” - Abhishek Goel
“If you follow simple, basic steps, you will get to the ROI. It’s about the framework, it’s not just about the outcome.” - Abhishek Goel

Resources Mentioned:

Connect with Abhishek on LinkedIn. Check out https://www.adataleader.com/**to learn more about the best in deep tech.

Indian Tea Recipe:** https://www.myrecipes.com/recipe/chai-spiced-indian-tea

Namaste!!

Happy Chai Time!! Let’s have more chai time and lots of creative ideas and fun conversation with loved one with chai !!

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Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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People Analytics Expert, Paul Rubenstein spent his career doing three things - linking business strategy to talent strategy, helping organizations find competitive advantage through the human resources function, and creating profitable lasting relationships with clients as a consultant and outsourcer. He’s a man who is passionate about using science and data to make better talent decisions. Paul is also a ‘recovering Consultant,’ First-Time Chief People Officer with Visier, and ‘People Analytics Evangelist.’

Let’s dive into today’s topic with Paul and look at how a CHRO should be just as hands-on with People Analytics as a CFO is with Financial Analysis, and how it can positively impact a business.

[00:01 - 05:59] Opening Segment

I introduce Paul Rubenstein
Paul talks about his background and his work with Visier

[06:00 - 16:21] What a CHRO Does with People Analytics

Paul talks about the CHRO helping guide decision making through analytics
Taking on a richer understanding of how everything impacts results
CHRO on sharing data with the business

[16:22 - 28:08] Deep Dive into How People Analytics REALLY Works Today

Paul talks about the factors within a business that the CHRO can impact
Tying in outcomes and exposing issues within the business - the diversity example
How the CHRO can become the solution

[28:09 - 38:23] Why Organizations Struggle with People Analytics and What to Do

The struggles of organizations with their people and customers
Becoming helpless to AI
The solutions around feedback, practical AI, and other HR tech

[38:24 - 40:48] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“So many small decisions happen so far from the C-Suite… Using analytics and putting them in front of people to help guide those decisions, that’s the key… That’s what the CHRO needs to do.” - Paul Rubenstein
“The narrower the view the narrower the strategic lever you pull, the wider the view the more options you find yourself with, and the more impact you can have.” - Paul Rubenstein
“This data is front and center so that you understand how your single moment and your decision connects to the longer arc strategy.” - Paul Rubenstein

Connect with Paul on LinkedIn. Check out https://www.visier.com/ and join in on some ‘fire-side’ chats.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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Ruth Thomas believes that It’s becoming increasingly important as an employer to work out where you sit on the continuum and where you want to be on the continuum in terms of creating an environment of transparency. Ruth’s career and interest in technology in the HR/Reward space took her travelling internationally as the advent of Saas technology hit for HR. Being fascinated by the ability to have a compensation solution that actually worked she co-founded Curo Comp; exploring how SaaS technology could transform traditional approaches to reward and drive fair pay and while designing their innovative product strategy.

Let’s jump right in and learn more about how Ruth drives pay transparency in an HR world where we are increasingly interested in pay equity.

[00:01 - 04:15] Opening Segment

I introduce Ruth Thomas
Ruth talks about her background and specialty

[04:16 - 12:20] How Pay Transparency Evolved into a Reward Theme

Factors that have affected the evolution of PT
How we continue to progress towards pay transparency
The growing expectations of PT and the importance of acknowledging it

[12:21 - 19:43] What it Means to be Transparent About Pay

The continuum of pay transparency - what organizations want to achieve
The importance of our communication with managers

[19:44 - 25:03] Overcoming Budget Limitations

How pay reflects on your brand
Providing managers with clear guidelines around pay

[25:04 - 28:46] How to Make Transparency Happen

Ruth talks about budgeting for performance and skills/potential
Using technology to make compensation decisions

[28:47 - 36:41] Closing Segment

Ruth talks about paying for skill through predictive modeling
Facilitating the transparent environment
Summary of our conversation
Final Words

Tweetable Quotes:

“I think it’s important as an employer to work out where you sit the continuum and where you want to be on the continuum in terms of creating an environment of transparency.” - Ruth Thomas
“My focus has been how you can use technology to help make better-informed compensation decisions.” - Ruth Thomas
“Pay people for the value that they bring to the organization, don’t pay people based on their pay history.” - Ruth Thomas

Connect with Ruth on LinkedIn. Check out https://curocomp.com/ to learn more.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

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Today, you’ll get to hear from one of the Top 100 HR Tech Influencers, which recognizes individuals from HR who are impacting the state and future direction of HR technology, Chris Havrilla. Chris was my friend at ADP and was responsible for their HR Systems Operations and their global transformation. While that was a big job! Now, Chris is the leader of Human Capital Research and Sensing. She leads the HR technology and solution provider strategy, advisory, research and sensing practices for Deloitte Consulting LLP—helping to demystify the ever-changing HR Tech landscape for organizations and solution providers.

Let’s dive in and learn from the best what HR’s role is in the changing world of work.

[00:01 - 04:49] Opening Segment

Introducing Chris Havrilla

[04:50 - 12:50] Why NOW is the Time to Talk About Change

Chris talks about the data disruptions throughout the years leading up to now
How we think about AI and new tech coming onto our teams
The evolution of productivity; output vs. outcome

[12:51 - 25:03] Technologies That are Furthering Our Changes

Chris talks about how technology is moving us from business to social
Thinking about AI as an employee
Benefits, challenges, and plans

[25:04 - 33:44] Where to Start

Chris breaks down how to make these changes happen
What, Why, When - get out of the How
Expand your focus, Extend your influence

[33:45 - 36:41] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“We’re always going to be seeking to optimize efficiencies, right? I think that’s still a dimension here in this future of work drivers, but it’s also ‘value’ and that ability to seek to expand opportunities.” - Chris Havrilla
“... The new mantra for HR - Expand your focus, and extend your influence! That’s how this is going to get done.” - Chris Havrilla

Resources Mentioned:

● Deloitte’s Open Memo to HR

Connect with Chris on LinkedIn and Twitter. Check out https://www2.deloitte.com/us/en.html to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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When it comes to the insurgence of AI, where do we land on this technology within the HR space? Should we trust it as a useful augmentation tool, or is it just as flawed as human error? To answer these questions we are welcoming back Dino Zincarini and Ian Cook. Ian and Dino, as you may remember, are passionate HR Technologists; While Dino works alongside me and Ian works for Viser, they are both advocates for the crucial role that people play in helping companies thrive.

Let’s dive into today’s topic as we talk about Artificial Intelligence as it applies to HR, what we should take into consideration, and what doors it may open up.

[00:01 - 01:56] Opening Segment

Let’s reintroduce Dino and Ian

[01:57 - 10:44] What We Mean by Artificial Intelligence and Its Uses

Ian breaks down what AI is and how it applies to people analytics
Ian talks about the uses surrounding AI
Our thoughts and insights on AI

[10:45 - 20:24] Things Organizations Should Take into Consideration

Dino talks about knowing the data going into the AI system
Understanding the ethics behind the data
Utilizing training sets of data - thoughts on current AI systems

[20:25 - 33:21] The Possibilities Open to HR with Artificial Intelligence

Ian talks about augmentation possibilities
Showing opportunities
AI as a means of figuring out where you want to get to
The comparison and contrast to hiring a human

[33:22 - 36:13] Closing Segment

Summary of our conversation and reiteration
Final Words

Tweetable Quotes:

“What’s going to happen in my business? AI is often about prediction or automation.” - Ian Cook
“I think the technology will narrow the decision space for us and make it better.” - Ian Cook
“Wouldn’t it be great if you had an AI out there that could simultaneously look at… different indicators of what’s going on based on specific problems you’re trying to solve for and have it suggest to you where you should pay attention?” - Dino Zincarini
“The AI has to be trained, it has to make mistakes, and we have to understand that calibration… in other words, is it any different from hiring a person?” - Dino Zincarini

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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With a passion to help women grow to the “20 Million Dollar Mindset,” Christy Brown became the new President and CEO of Launchpad2x. As an entrepreneur, CEO, Coach, and Founder, Christy people, especially women, find their voice as CEO’s and setting up long-term legacies for their businesses.

With skills in talent acquisition & management, organizational needs analysis, strategic planning, management development, team expansion, technology solutions, and so many more analytical spaces, Christy has many insights into the “Idea” Market.

Let’s dive into Christy’s wealth of knowledge and experience and learn the use of analytics in building the next big ideas.

[00:01 - 05:01] Opening Segment

Let’s get to know Christy Brown
Christy talks about Launchpad and what they do
Today’s topic

[05:02 - 17:18] Using Analytics to Build Out Ideas Towards the Marketplace

Christy talks about the startup market and market fit
Maturing and improving using data analytics
“Gig Work” vs. “Return to work”

[17:19 - 28:15] Ventures into People Data & People Analytics

Christy gives her insights into data ventures and their uses
The new cultural norms around infiltration and exfiltration
Updating and accessing new tech and data

[28:16 - 32:22] Advice Around New Ideas in Analytics

Christy shares her wisdom and resources to grow
Examples in using measurements

[32:23 - 35:21] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“You're constantly questioning who your customer is to determine product-market fit, and there’s no other way to achieve that but through analytics and data.” - Christy Brown
“We’ve got to create some good operational synthesis around what your marketing and sales objectives are and I think just kind of knowing your strengths help with that.” - Christy Brown
“Act and avoid second-guessing yourself… Know your company’s value! Know the investability and the defensibility of it… and play to win!” - Christy Brown

Resources Mentioned:

● Measure What Matters: OKR’s

Connect with Christy on LinkedIn. Visit https://launchpad2x.org/ to learn more.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs

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Today's guest, Steve Brink, believes workforce analytics is the evolution of data from information into insights that benefit an organization. Steve has always had a passion around HR technology and data. In the early days of Steve’s career, he was involved in creating the first PC-based compensation planning software tool released in 1987 called Compensation Workbench and a job evaluation software tool. Today he is the CEO and President of AIRINC helping clients deploy talent worldwide.

Let’s dive into today’s episode and learn more from Steve about the challenges of workforce analytics and it’s higher function in a given organization.

[00:01 - 03:26] Opening Segment

Let’s get to know Steve Brink
Today’s topic

[03:27 - 20:18] What People Take for Granted When Dealing with Workforce Analytics

Steve talks about where he sees his clients facing challenges
Becoming a detective in analytics - finding the missing data
Making an impact in the business

[20:19 - 30:09] Why We Have Yet to Adopt Benchmark Surveys

Steve talks about the impact of different business strategies
P x Q = ?
Compensation analysis analogy

[30:10 - 31:18] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Data in the HR Department is, for the best word I’ve been able to find to describe it; it’s Helter-Skelter.” - Steve Brink
“Really you have to become like a detective, and that is what’s exciting in people analytics… What can I use as a proxy? How can I investigate this?” - Steve Brink
“We can make a difference for the company, in terms of overall being able to make a business impact to the organization.” - Steve Brink

Resources Mentioned:

● UflexRewards

Connect with Steve on LinkedIn. Visit https://www.air-inc.com/ to learn more.

Connect with me:

LinkedIn
Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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As a leading analyst, thought leader, and consultant in the area of human resources, Jason Averbook is passionate about the future of work and the impact technology has on that future. Jason, CEO of Leapgen, has more than 25 years of experience in the HR and technology industries and has collaborated with industry-leading companies in transforming their HR organizations into strategic partners by broadening executive mindsets to rethink how to better design and deliver employee services. He has also authored two books surrounding HR.

Let’s jump right in and learn more about blending science and humanity and making people count with Jason.

[00:01 - 11:00] Opening Segment

Let’s get to know Jason Averbook
Jason gives some background on himself and what makes him tick
Our topic for the day - the importance of making your counts count

[11:01 - 25:21] What it Means to Make People Count

Jason talks about the meaning and importance of counting people
Shifting our mindsets with proof
The importance of marketing yourself

[25:22 - 37:07] Getting Analytics to Catch On

Jason talks about why analytics hasn’t caught on yet
Hands, Heads, and Hearts
The importance of impact and language

[37:08 - 41:52] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Technology is pacing and lapping readiness in organizations… There’s a lot of work to do here” - Jason Averbook
“Are you the type of HR leader who wants your function looking in a mirror, or looking through a window?” - Jason Averbook
“Data analytics and intelligence have to be part of the transformation...” - Jason Averbook

Resources Mentioned:

● HR from Now to Next

● The Ultimate Guide to a Digital Workforce Experience

Connect with Jason on LinkedIn. Visit https://www.leapgen.com/ to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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Human Resources ethics are complex, so how do we navigate ethics in the world of people analytics? John Sumser is a principal analyst for HRExaminer, an independent analyst firm covering HR Technology and the intersection of people, tech, and work. John’s mix of experience over the course of his career gives him a broad and unique perspective on the industry. John’s work includes deep research into the nooks and crannies of HR Technology to identify and explain rapidly evolving trends and reviews in ethics.

Let’s dive into today’s topic as John teaches us the ins and outs of ethics within people analytics and how we apply them.

[00:01 - 03:22] Opening Segment

Let’s get to know John Sumser
John gives some background on himself

[03:23 - 15:28] What is Ethics

John shares the meaning behind ethics and how it relates to HR
The tailoring example - Privacy vs. Fit
Understanding your audience as a channel - how tech comes into play

[15:29 - 29:43] The Application of Ethics in HR

John talks about the difference in ethics from when we started
Allowing exceptions to policies
Navigating the ‘right thing’ at a given moment
The application of compensation

[29:44 - 33:47] The Risks of People Analytics

How people in analytics can deal with ethics
Measurement vs. meaning
How regulation into play

[33:48 - 40:10] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Ethics is the continuing search for the answer to the question, ‘what’s the right thing to do?’” - John Sumser
“Policies appear to be black and white, but people aren’t.” - John Sumser
“The greatest HR practitioners know how to navigate those tricky boundaries…” - John Sumser
“Just because you can measure something… it doesn’t mean that you know what the consequences of releasing that measurement into the wild is.” - John Sumser

Connect with John on LinkedIn and Twitter. Visit https://www.hrexaminer.com/ to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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So why would we as an HR podcast, bring on a storyteller as a guest? Robert Mattson is here today to talk about making your data turn from seemingly meaningless numbers into something intriguing, persuasive, and memorable. Robert is a business and sales coach known for helping people craft stories that capture the attention of the audience. Goal-driven storytelling elevates your story and enables your message to go viral within an organization.

So let’s jump right in and learn from the master himself how to share data like telling a story that is compelling and memorable.

[00:01 - 08:35] Opening Segment

Let’s get to know Robert Mattson
Robert gives some background on himself
How storytelling helps communicate your data; the science

[08:36 - 12:45] The Importance of Storytelling in Data

How to leverage storytelling to connect with your audience
Getting closer to the target without being the expert; Is, Does, Means model

[12:46 - 19:29] Crafting a Compelling Story

The structure you can put in place to build good stories
Intro - Intrigue, Middle - Persuasion, End - Recall/Remember
How credibility comes into play; Show don’t tell

[19:30 - 27:26] Sharing the Story Effectively

The tools to tell a good story
The challenges we face as HR
How to avoid distractions

[27:27 - 29:18] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“It’s not about what you know, it’s about how you’re trying to change the thinking of other people.” - Robert Mattson
“If you give me a piece of data, 3 days later I have a 5% chance of remembering it. If you tell me a story, 3 days later I have a 70% chance of remembering.” - Robert Mattson
“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou

Connect with Robert on LinkedIn. Visit https://www.itmspeakers.com to learn more about his work.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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While insights certainly measure the past, data can also be used to predict the future. Chris Kunze is the Founder and President of Kunze Analytics where he assists decision-makers, sales leaders, HR professionals, trainers, and coaches in order to predict employee performance, retention, engagement, and safety. Chris is a self-proclaimed Data Geek who dives into the data to find ‘hidden talent.’

Let’s get a bit technical today and learn from Chris how he uses the Predictive Model Markup Language used to create and run models in different software packages.

[00:01 - 05:18] Opening Segment

Let’s get to know Chris Kunze
Chris gives some background on himself
Chris talks us through some of the in and outs of PMML

[05:31 - 07:41] Why PMML is Useful

The value and importance of having a common language
Automating your process

[07:55 - 23:39] The Most Predictive Data for Employee Performance

PMML’s usefulness in assessment data
Chris talks about creating and running models
Reliable data designed to be used for serious decisions
Finding hidden traits; Chris’ example
Chris’ advanced statistical modeling test set

[23:53 - 32:36] Coaching; Insights from People Analytics

Chris talks about his experience with training students
Pulling out people’s greatest strengths
The ability to monetize your work

[32:37 - 34:51] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“This [PMML] is a way the industry can standardize concepts, and provide some transparency…” - Chris Kunze
“What gets measured gets managed, if you don’t know what your measurements are you don’t know where you stand or where you can make and track improvements.” - David Turetsky

Connect with Chris on LinkedIn. Visit https://www.kunzeanalytics.com to learn more about his space.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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Welcome to the new year! I hope all of you are well. As we get back into the flow of things, we have with us, Mick Collins, the Vice President for the People Analytics products at SAP/SuccessFactors; overseeing the go-to-market for these solutions. His background is in HR analytics research and consulting, with a multi-year stint in corporate strategy research. His areas of interest pertaining to analytics story-telling, decision-making, and building HR capabilities for analytics.

Let’s dive right in and learn how Mick closes the workforce analytics gap using data to challenge conventional wisdom.

[00:01 - 03:45] Opening Segment

● Let’s get to know Mick Collins

● Mick gives some background on his work

[03:46 - 12:28] How to Get People to Move Beyond the Gap

● Mick talks about how to overcome the gap by defining the issues

● Mick gives advice on how to help clients come out with a governance structure

● How the future of HR will be affected by the SEC

[12:29 - 23:11] Telling a Compelling Story that Matters

● Mick’s insights and experience around storytelling in Data and People Analytics

● Giving good presentations despite the lack of certainty

● The level of risk HR should be taking

● Sharing passion with teams

[23:12 - 34:24] Using Data to Investigate Low Visibility Issues in HR

● Mick talks about unique issues that he’s been analyzing

● Next-generation metrics

● Challenging conventional wisdom through analytics

● Understanding the fundamentals of the business culture

[34:25 - 37:44] Closing Segment

● Summarizing our discussion today

● Final Words

Tweetable Quotes:

“I love the storytelling aspects [of data analytics]… Really where the rubber hits the road is when you teach people how to interpret the data and then ultimately take action.” - Mick Collins

“HR is expected to have 100% definitive conclusions and causations… We don’t have the perfect science, but if we don’t make decisions based on data we’re gonna be no better off in the future than we are today.” - Mick Collins

“If you don’t know where you’re going, any road will take you there.” - Mick Collins

Connect with Mick on LinkedIn and Twitter. Visit www.successfactors.com to learn more about his space.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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It’s time for HR to optimize and say People Systems are Critical Systems. Here to spread these insights is today’s guest, Holger Mueller. Holger travels the globe as the VP and Principal Analyst of Constellation Research Inc. A technological research and advisory firm based in Silicon Valley. He is an expert in enterprise technology and has great insight into how data analytics holds up in maturity level compared to the enterprise space.

Let’s dive right in and learn what we in HR can gather and learn from enterprise technology today.

[00:01 - 03:45] Opening Segment

Let’s get to know Holger Mueller
Holger talks a bit about his interests

[03:46 - 15:57] Lessons HR Can Learn About Where Enterprise Tech is Today

Holger gives insights into where enterprise tech stands currently
Infinite insights and capabilities
How HR differs from the capabilities of enterprise and how to adapt
Holger talks about current practices that are missing
Best practices that are heading in the right direction

[15:58 - 21:03] The Issues Enterprise Tech Has to Face

The issues of a fragmented system
Why HR has yet to take use of all the features available

[21:04 - 30:29] Why Certain Tech Hasn’t Seen the Adoption You’d Expect

Holger shares his insights on the difficulties of changing and optimizing systems
How we can run better decisions
The fears and limitations hidden in HR and how to navigate them
How Covid changes the world of analytics

[30:30 - 33:37] Closing Segment

How Covid will change the world of analytics
Final Words

Tweetable Quotes:

“Now we are in the era of infinite insights, because for the first time enterprise can store all the information they have available.” - Holger Mueller
“Things have to happen in the 21st century without people showing up; systems have to reach out to me.” - Holger Mueller
“I think people in HR need to step up and say, People Systems are Critical Systems.” - Holger Mueller

Connect with Holger on LinkedIn and Twitter. Visit https://www.constellationr.com to learn more.

Video of this podcast can be found here: https://youtu.be/8LyjdT6zCEE

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

Support the show (https://www.buymeacoffee.com/hrdatalabs)

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Today we have a major influencer in the HR space, my good friend… Chris Minnich. Chris is a Human Resources Executive with extensive progressive leadership experience from building and leading high-performance teams to developing, implementing, and communicating HR policies and programs that drive improvements in employee engagement and performance. Chris has expertise across Human Resources with deep expertise in Market Data Analysis and Total Rewards at Lending Tree where he is the Vice President.

Let’s dive right in and learn how Chris has used data analysis to drive career decisions, and find the right people, for the right roles, at the right time.

[00:01 - 05:41] Opening Segment

Let’s get to know Chris Minnich
Chris gives some of his background on his work and collaborations

[05:42 - 11:55] Data Prep Needed for Career Paths to Work

Chris talks about the prep work needed in career pathing
Right people and the right structure; cleaning up the data
Don’t change the titles, help people adapt

[11:56 - 18:23] Where to Start

Chris shares where to start in career pathing
The two ideas that need to be answered
Matching skills to jobs as an end game

[18:24 - 24:21] Managing the Issue of Culture

Chris talks about the importance of management buy-in
The strategic approach Lending Tree takes
Creating an operating rhythm; keeping data current

[24:22 - 28:11] AI and Making Automation Work

Chris’ views on AI and automated systems
Correcting for bias

[28:12 - 29:52] Closing Segment

Summary of the conversation
Final Words

Resources Mentioned:

Workday

Tweetable Quotes:

“If you kind of meet the company where it’s at and start to define and solve a smaller problem, then you can build it out to really create the whole career ladder, career lattice, career path idea.” - Chris Minnich

“[A Career Ladder] really does have two ideas: how do I grow within my function and how do I progress...?” - Chris Minnich

Connect with Chris on LinkedIn.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.

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To share with us the power and importance of HR Data we have Heidi Wallman with us. Heidi is the Corporate People Systems Director at Canyon Ranch. She specializes in analysis, metrics and reports involving people data to support and continually improve operations of the People Services Department in selecting & retaining a world class workforce in supporting the mission of Canyon Ranch. Her truest passions lie at the heart of HR Analytics, and being able to provide meaningful metrics to colleagues within the company.

Without further ado, why don’t we jump right in and learn how Heidi uses and manages data to… ‘Prove them Wrong.’

[00:01 - 02:37] Opening Segment

Let’s get to know Heidi Wallman
Heidi talks about her interests in HR

[02:38 - 07:11] Managing 1,400 Employees Across 4 Properties

Allowing employees self-service - 94% utilization
Heidi’s tips to drive utilization
Taking ownership of the data; Heidi’s experiences

[07:12 - 11:31] HR Metrics that Drive Business Decisions

Heidi talks about knowing your measurements
Getting managers involved in the decision making process
Other metrics that have resonance

[11:32 - 14:15] How to, “Prove Them Wrong”

Heidi talks about what she means by this phrase
Challenging the perceptions and assumptions with data
Dealing with push back

[14:16 - 16:48] Closing Segment

Summary of our conversation
Thinking of HR as an art and using the data
Final Words

Resources Mentioned:

Talent Finders

Tweetable Quotes:

“What gets measured gets managed. If you don’t know what your measurements are you’re now going to know where you stand or how you can make and track improvements.” - Heidi Wallman

“Once we drill down into the data, and provide them with actual detailed data, we can prove them wrong.” - Heidi Wallman

Connect with Heidi on LinkedIn. Visit https://www.canyonranch.com to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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Is it still possible to make sense of productivity metrics under COVID-19 and with new compliance requirements being put in place? I believe we’ll have this question answered by today’s guest, Sushma Tripathi, Vice President of Strategic Advisory Services with ADP’s National Accounts Division. Sushma has over 25 years of progressive leadership and operations management, primarily in the fast-paced, high-growth, disability management and benefits administration outsourcing/insurance market.

Let’s jump right into Sushma’s expertise and learn productivity under new compliance rules and the COVID-19 pandemic.

[00:01 - 03:13] Opening Segment

Let’s get to know Sushma Tripathi
Sushma talks about her background

[03:14 - 09:35] Productivity and Compliance

Engagement and productivity are interrelated
Regulatory requirements should be considered
- Diversity
- Inclusion
- Pay equity
Time on work and off work should be assessed too
Employees should enjoy job-protected benefits

[09:36 - 18:50] Productivity Under COVID-19

Sushma talks about the stimulus packages recently passed
- Families First Coronavirus Response Act
- CARES Act
Productivity management has become crucial
- Absence
- Overtime
Artificial Intelligence offers various benefits for employers
- Automation
- Efficiency

[18:51 - 27:41] Productivity Metrics

Sushma talks about the potential of analytics in monitoring specific datasets
- Time
- Attendance
We talk about productivity metrics

[27:42 - 31:50] Closing Segment

Summary of our conversation
Workforce data is quantifiable
Final Words

Resources Mentioned:

Families First Coronavirus Response Act
CARES Act

Tweetable Quotes:

“Many times, you feel like you’ve seen it all, but that’s never true.” - Sushma Tripathi
“You can’t manage what you don’t measure.” - Sushma Tripathi
“Workforce data is not an abstract concept. A few years ago, it used to be, but not anymore” - Sushma Tripathi

Connect with Sushma on LinkedIn and Twitter. Visit https://www.adp.com/ to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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What lessons can people who are responsible for HR Data and Analytics learn from the world of innovation to be more innovative? I believe we’ll have this question answered by today’s guest, Natalie Born, the Founder and Chief Distributor of Innovation Meets Leadership and VP of Innovation for Territory Global. As an accomplished executive with two approved US patents under her belt and over 15 years of experience leading product development teams, she is consistently willing to share her expertise to ensure companies are designing their products and strategy with the customer at the center of the design. She is also the host of the Innovation Meets Leadership Podcast.

Let’s jump right into Natalie’s expertise and learn what innovation can look like in the world of HR.

[00:01 - 03:55] Opening Segment

Let’s get to know Natalie Born
Natalie talks about her background

[03:56 - 11:38] Lessons Learned While in HR

Throw out the assumptions
Finding disruptors without causing chaos
Embracing failure; Innovation in three phases

[11:39 - 14:52] Genesis of the Innovation Diagnostic

Natalie talks about creating the innovation index tool
Benefits to HR
Innovation in a team setting

[14:53 - 25:13] How to Start Being Innovative

Natalie gives her insights on how to get innovation started
Encouraging and empowering critical thinking
The core of innovation

[25:14 - 27:59] Closing Segment

Summary of our conversation
Understanding the role you hold
Final Words

Resources Mentioned:

Innovation Meets Leadership Podcast
Innovation Index

Tweetable Quotes:

“One of the things I would say if you are looking to step into an innovative space within HR, is throw out the assumptions!” - Natalie Born
“We need to bring people to the tabel who have a slant and a bias towards action.” - Natalie Born
“Innovation is no longer about brilliant individuals, it’s about brilliant teams.” - Natalie Born
“It’s not about what exists today, it’s about what you will build tomorrow.” - Natalie Born

Connect with Natalie on LinkedIn, Twitter, and Instagram. Visit www.innovationmeetsleadership.com to learn more.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

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With the HR industry valued at over $6B, how did we get here? Today we have Marc S. Miller to give us some of the answers. Marc has over 35 years of independent HR technology consultancy and is the President and Founder of Marc S. Miller Associates, specializing in HR Technology Strategic Planning, Needs Analysis, Vendor Evaluation, and Cost Justification.

He is considered an HR Technology Thought Leader, and one of only a few independent sole proprietor consultants in the industry. Other than being a keynote speaker, he is an author of several books, his newest being - The Death of HR.

Let’s dive right in and grab Marc’s insights on the evolution of HR and what we can take away from its history.

[00:01 - 08:15] Opening Segment

Let’s get to know Marc
Marc gives a bit about his book and background

[08:16 - 14:43] Where HR Emanated From

Marc gives us a bit of history about where HR came from
How legislation led to what we have today
Actionable insights

[14:44 - 22:06] Ensuring Your Position during the Pandemic

Marc talks about proving the value of functionality
The burden on HR today
Identifying the information needed to do your job

[22:07 - 26:50] HR Newcomers and Education

Marc talks a bit about what he is currently teaching
Coming in from other backgrounds

[26:51 - 31:08] Closing Segment

Summary of our conversation
Marc’s advice for going into the HR field and career management
Final Words

Resources Mentioned:

The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?: Using Technology to gain CLOUT, avoid career decline and empower your HR Organization

Tweetable Quotes:

“The concept is, the technology must be there today, and that has been driven over the years by many things, but is started with legislation.” - Marc S. Miller

“The people in HR have to prove the value of their function and prove that the people in the world of the company… have added value to the company.” - Marc S. Miller

“Keep your eyes open, care about your career, make sure you’re working for a good boss, make sure you’re working for a company that is aligned with your values… and keep progressing.” - Marc S. Miller

Connect with Marc on LinkedIn. Visit https://www.marcsmillerassociates.com/ to learn more.

Connect with me: LinkedIn Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?: Using Technology to gain CLOUT, avoid career decline and empower your HR Organization

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Today’s guest is the queen of quality questions, and full of energy. We have Kerrian Bard Fournier, the CEO & Founder of Vybrante Ventures, a professional services company dedicated to unlocking the highest level of performance for innovative companies, teams, and professionals by igniting their vibrancy and innovation. Kerrian has 25+ years of experience in the corporate world on Wall Street, Strategy/Risk Consulting, and Technology firms. She is passionate about unleashing everyone’s highest selves whether they’re an aspiring leader or the CEO of a company.

Let’s jump in and talk about the three factors you need to set up HR Functions successfully.

[00:01 - 03:42] Opening Segment

Let’s get to know Kerrian
Kerrian gives a bit of background on herself and today’s topic
- Combo of these three factors

[03:43 - 12:36] HR Analytics Needs to Be Taught Through a Person’s Strengths

Kerrian breaks down what she means by a person’s strengths
The benefits of teaching this way
The importance of asking better questions

[12:37 - 16:42] Aligning Priorities

Kerrian talks about how to align priorities based on the needs of the business
Knowing the priorities can lead you to make informed decisions on data quality
The example of turnover

[16:43 - 21:39] Where HR Should Focus it’s Time When it Comes to HR Analytics

Kerrian talks about finding business champions and HR leaders together
Taking your data to managers
Don’t try to convert or convince everyone in the room

[21:40 - 27:20] Closing Segment

Summary of our conversation
Kerrian talks about allowing yourself to go on the journey with the business
Standing up for ourselves
Final Words

Tweetable Quotes:

“You have to understand your why, you have to understand where you’re going and why, and in the end, it’s all about your ‘e-factor,’ your energy frame that you then act through.” - Kerrian Bard Fournier

“If you come in with answers you’re missing the point. You should always be leading with those diagnostic questions…” - Kerrian Bard Fournier

Connect with Kerrian on LinkedIn or email kerrian@vybrante.com. Visit https://vybrante.com to learn more about Kerrian.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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This episode of HR Data Labs is quite interesting. It is on the new SEC Regulation S-K which mandates the disclosure of material Human Capital issues for FY 2020. To answer that question we are welcoming back Dino Zincarini and introducing Ian Cook from Visier.

Dino, as you may remember, is a passionate HR Technologist who works with me and Ian. He’s an advocate for the crucial role that people play in helping companies thrive. Working with Visier, Ian led the development of our market-leading solution, and now leads the overall strategy for the People Analytics business.

Let’s dive into the new S-K Regulations and why it’s important that we learn and apply it now.

[00:01 - 03:42] Opening Segment

● Let’s get to know Dino and Ian

● Ian gives a bit of background on himself and today’s topic

[03:43 - 11:25] Summary of S-K and Why it’s Urgent

● Ian breaks down the why the S-K Regulation needs to be applied now

● What makes S-K different from standard operations for SEC requirements

● So what rules do we need to start following? The people element of disclosure

[11:26 - 18:01] What to Share With Internal Leaders Based on These External Disclosures

● Ian talks about what to disclose internally to managers and why

● The skills we need now as HR managers and how to get them

[18:02 - 23:52] Where to Begin, Based on Submitting Material Issues for FY 2020

● Ian talks about where to go in order to get the information needed to follow through

● Finding the right people for balancing risk

● Tying HR directly to the business

[23:53 - 27:18] Closing Segment

● Summary of our conversation

● How this affects investor share price

● Final Words

Tweetable Quotes:

“It’s not just that you gotta work out how to follow what’s being specified, you actually have to work out what you should be disclosing to minimize your risk… there’s a lot of nuance in exactly how you disclose.” - Ian Cook

“Get stuff out of the way, get focused, get going!” - Ian Cook

“It’s time to free up the people in HR who know the data really well and then match them with people who understand people analytics, and get the party started.” - Dino Zincarini

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Visier's industry leading People Analytics tools.

Connect with David Turetsky:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love what you heard? LEAVE A REVIEW

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Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dino Zincarini, a passionate HR Technologist with over 20 years of building products and consulting with clients in HR. Dino got his love of HR from the University of Waterloo with degrees in Economics and Computer science. So that means he’s a geek like me!

Let’s get right into this episode and learn from Dino about the roadblocks that get in the way of HR utilizing data, and what we can do to optimize the process.

[00:01 - 03:32] Opening Segment

● Let’s get to know Dino

● Dino gives a bit of background on today’s topic

[03:33 - 06:12] Roadblocks in the way of HR Utilizing Data

● Dino talks about what got him passionate about using data correctly

● Issues with the dashboard and applying the data

[06:13 - 10:06] Why Companies Haven’t Solved the Problem, and What They Need to Do

● Dino talks about understanding people data

● It’s our job to help people learn and apply the data

[10:07 - 15:40] Where to Get Started as a Company

● Dino talks about the kind of companies that find success

● How to ensure adoption is possible

● How to partner with the business as an HR rep

[15:41 - 18:56] Judging the Quality of HR Data

● Dino talks about dealing with and embracing ambiguity

● Educating business users on the story of the data

● Pattern over precision

[18:57 - 21:08] Closing Segment

● Summary of our conversation

● Final Words

Tweetable Quotes:

“If you want to get started on the journey, just get started with the tools you have… find a small engaged group of people that are willing to work with you.” - Dino Zincarini

“There’s a persistent adoption problem with the analytics across the organization but I think especially in the HR world; where just because they build it doesn’t mean that they will come.” - Dino Zincarini

Resources Mentioned:

● Mark Berry

Connect with Dino on LinkedIn.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dr. Dawn H Nicholson. Dr. Nicholson is a former HR practitioner, consultant and executive. Now she is a Lecturer in Business and Organisational Psychology at University of Kent, with over 28 years of organizational experience working in London in Financial and Professional services, with a passion for helping people make better choices.

Let’s jump right into this episode and work with Dr. Nicholson to expose the lies in statistics and challenge the proper use of statistical techniques in Human Resources.

[00:01 - 05:28] Opening Segment

● Let’s get to know Dr. Dawn H Nicholson

● Dr. Nicholson gives us a bit of background on her story

[05:29 - 08:53] Lies in Statistics; Properly Analysing Data

● Dr. Nicholson talks about the issues in HR and how significant data was used to drive decisions

● How Dr. Nicholson went about making better decisions using meaningful statistics

[08:54 - 11:57] Causation vs. Correlation

● Dr. Nicholson speaks about the difference between causation and correlation and how to spot them

● What people can do to not misunderstand the information they’re presented with

[11:58 - 16:24] Story Telling

● Tips and suggestions to telling a good story around statistics and data

● What are they really asking for - the why behind the question

[16:25 - 18:15] Closing Segment

● Summary of our conversation

● Final Words

Tweetable Quotes:

"Something has to change sufficiently for it to be considered a significant difference, and it is only through knowing and learning about statistics in the last six years that I understand that concept of significance.” - Dr. Dawn H Nicholson

“Don’t be afraid to say… ‘hey, is this really about causation? Can you really tell me categorically that statistic is a causal statistic rather than, really… the relationship between greater diversity to profitability.” - Dr. Dawn H Nicholson

“Data is there to serve a purpose, but it should be questioned, it should be interrogated, and it should be challenged.” - Dr. Dawn H Nicholson

"With great data comes great responsibility." - David Turetsky

Connect with Dr. Nicholson on LinkedIn.

Connect with me:

Twitter

Email: david@turetskyconsulting.com

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you love the value that we are putting out in the show? LEAVE A REVIEW

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Welcome to the HR Data Labs Podcast, I’m your host David Turetsky. This is your one-stop-shop for everything happening in People Analytics today, with passionate industry leaders inside and outside HR. Together we are going to tackle issues with HR data and analytics as well as how to approach them in a creative way that can lead to success in whatever business you lead.

Let’s dive right into this episode and talk about how although HR data may be inherently flawed our assumptions are critical for filling in the gaps, and using your employees to keep your data clean will ultimately provide your clients with enough trust in your analyses to keep turning to you for insights.

Opening Segment

● Welcome to HR Data Labs Podcast

○ Created to discuss HR insights using modern People Analytics techniques

○ We will help you identify areas of noise, errors, and issues

○ Look forward to industry experts from multiple fields to provide their insights

● Challenging convention

Why HR Data is so Important

● Why HR data matters

○ 123.6m employees as of August 2020, down from last year according to BLS

● HR data is inherently flawed

○ These processes were never meant to be used as measurements

○ Art and not a science

○ Document your assumptions

So Who Owns the Data?

● Employees should have access to and own their data

● Inherent ‘dirty data’

● Provide a communications campaign designated for cleaning up the data

● Lottery/drawing idea for finishing the process on time

The Flaws in the Process

● Examples of the flaws

● Discuss measurement

Closing Segment

● I summarize the topics we touched on

○ Human Resource Data is inherently flawed but is fit for this purpose

○ Employee data ownership is critical for an accurate representation

○ All of these process weren’t meant to be measured but can be as an “Art not a Science”

○ The assumptions are critical for trust in your insights

Resources Mentioned:

● BLS

Tweetable Quotes:

"The use of HR data needs to be thought of with kind of the ‘art and not a science’ technique. We need to think of it as a way of being able to drive insight out of HR processes… “ - David Turetsky

You can connect with me on LinkedIn and Twitter, or email me at david@turetskyconsulting.com. This show is brought to you by Turetsky Consulting LLC, our company provides business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

Did you get value from the show? LEAVE A REVIEW and tell us what you think about the episode and give us suggestions around questions or topics you’d like to hear!

HR Data Labs podcast: Recent Episodes

David Turetsky

Connect with Ruth on LinkedIn. Check out https://curocomp.com/ to learn more.