HR Data Labs podcast

Send us a text

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

Send us a text

Summary:

This is a special episode featuring a roundtable discussion that includes the following Senior Consultants from Salary.com: Greg Wolf the Managing Principal of Salary.com's Consulting Practice, Rebecca Gorman a Principal of Compensation Consulting, Courtney LeCompte a VP of Compensation Consulting, Garry Straker a VP of Compensation Consulting, Eric McMillan a VP of Compensation Consulting, and Mara Marino a Senior Compensation Consultant.

In this episode, Salary.com’s Senior Consultants join David and Dwight for a roundtable discussion where each shares their predictions for 2024.

Chapters:

[0:00 - 8:36] Introduction

• Welcome, Salary.com Senior Consultants!
• Today’s Topic: Senior Consultants Predict the Future of HR and Compensation in 2024

[8:37 - 11:34] Greg’s Prediction: Salary increase budgets will shrink

• Distinguishing between changes in merit increase budgets and budgets for total increase

[11:35 - 13:01] Mara’s Prediction: More companies will choose to invest in automation

• Existing automation and AI is hit-or-miss; time will tell where it will be a good alternative to human labor

[13:02 - 16:01] Courtney’s Prediction: Organizations will seek out creative strategies to recruit and retain talent

• Employee surveys could help organizations better understand their employees and their wants

[16:02 - 19:00] Garry’s Prediction: Organizations will start better communicating career progression to their employees

• Some legislation is pushing this and many organizations have already taken interest in this shift

[19:01 - 24:58] Eric’s Prediction: Remote work will continue to be very popular among the labor force

• For roles where remote work isn’t an option, flexibility may be a comparable benefit

[24:59 - 28:29] Rebecca’s Prediction: Organizations will develop better infrastructure around job architecture and compensation and benefits budgets

• Government regulations can help push companies to maintain this infrastructure

[28:30 - 36:15] David’s Prediction: High schools and universities will start training students how to best leverage artificial intelligence

• Though AI is still in its infancy, it’s being developed at a rapid pace

[36:16 - 43:17] Final Thoughts & Closing

• Final thoughts from everyone
• Thanks for listening!

Quotes:

“We’re going to see organizations continue to seek out creative strategies to stand out recruit and retain talent.”
“I do wonder what impact the development of artificial intelligence will have on wage growth and if it will put downward pressure on wages.”
Resources:
Salary.com's Consulting 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 Affoga

Send us a text

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: [email protected]

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

Send us a text

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

Send us a text

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