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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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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.

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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:

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

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