SMD

How Thought Leaders Kill HR Credibility

SMD

HR fads have been around a long time. Snake oil vendors have peddled everything from empowerment to job loyalty, to employee engagement, and just wait for the next one … agility! These have all been breathlessly presented as must-haves for the HR department to chase around.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing.

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2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

Live Webinar: Competing in a Candidate Driven Market – How to Recruit in 2018

With unemployment at an 18-year low, recruiters are now faced with a unique challenge that they haven't had to face in some time. The market is hot and the best candidates are often receiving more than one offer. In an environment where candidates are "ghosting" interviews and even offers, how do you compete? Join us on September 27th, 2018 for a live webinar with Scott Conklin, VP of Human Resources at Paycor and learn what candidates really care about and how to get the offer signed.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecyle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

Full Circle Data Collection: An Approach for Reducing Turnover

SMD

It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

Full Circle Data Collection: An Approach for Reducing Turnover

SMD

It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

The Basics of Big Data, HR Analytics & Predictive Analytics

SMD

There are lots of words and concepts floating around the HR world these days that are new or different from the traditional approach – ones like “big data,” “HR analytics,” and “predictive analytics.” We think it is worth defining and discussing each of these topics. Big Data.

There’s Not a Skills Gap in the U.S… or Is There?

Your search for the perfect candidate has resulted in zero perfectly skilled applicants. What’s going on? Enter…the skills gap. This report, ‘The Employment Skills Gap and What To Do About It’, breaks down the issue with solutions you can apply now.

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

Live Webinar: Train Like a Boss – Close the Skills Gap and Boost Employee Retention

Recruiting quality employees is no easy task. With unemployment at an all-time low, it's now more crucial than ever to engage and retain the employees you've hired. A demonstrated investment in employee development can set you apart and help attract more quality candidates. According to a recent report from Linkedin, over a fourth of HR professionals expect to be increasing their budgets in learning and development. Join us on 8/30 for a live webinar with Greg Goold, Director of Learning and Development at Paycor.

Artificial Intelligence & Machine Learning: The Good, the Bad & the Ugly

SMD

For the past 5 years or so, big data, human resources (HR) analytics, and predictive analytics have been new concepts floating around the HR world. Of course, with technology changing at a mind-blowing speed, two new approaches are creeping into the HR profession – artificial intelligence (AI) and machine learning. Let’s look at the benefits and pitfalls of these new techniques. ARTIFICIAL INTELLIGENCE.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing. Don’t feed the fever! Let us tell you why. Spinning in Circles.

Data 40

Solve the Turnover Mystery: Investigation Approaches Identified

SMD

Our last blog posed the question, “Can turnover risk be used as a proxy for actual turnover?” The short answer is yes. But keep in mind, the drivers differ.

Can Turnover Risk Be Used as a Proxy for Actual Turnover? We Have the Answer

SMD

You would probably jump at the chance to impact your organization’s bottom line by reducing the voluntary turnover rate of high performing employees (i.e., reducing the number of good employees who choose to leave the organization).

Just Released – Our 2018 Third-Party Recruiting Benchmark Report

BountyJobs curates the most impactful data in their marketplace: trends in salaries and fees across key verticals, emerging industry game changers, and other valuable analytics sure to influence your hiring strategy for the back half of the year. Download it!

SMD’s Prediction Comes True: Rage Against the Machines

SMD

We’re continuing to follow up on our “Crystal Ball” prediction series from last year, which outlined upcoming trends and the impact on you, your organization and the entire HR field. Multiple recent findings have proven our “Rage Against the Machines” prediction. See how below. Prediction from 2016.

Money-Mouth Guarantee for HR Investments

SMD

Is this you? A charge from upper management to reduce turnover – check. Your survey vendor gives you stacks of survey results – check. The vendor provides a snazzy PowerPoint presentation – check.

Measurement Isn’t Enough: How to Utilize Physician Surveys to Improve HCAHPS & More

SMD

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on. It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention).

Measurement Isn’t Enough: How to Utilize Physician Surveys to Improve HCAHPS & More

SMD

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on. It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention).

Newton’s Guide to OFCCP Compliance

For federal contractors, keeping up with OFCCP regulations can be a major challenge when recruiting and hiring. Download our guide to OFCCP compliance and learn the major regulations that you must adhere to.

The Employee Survey: A Strategic Tool vs. Engagement Barometer

SMD

Are you simply using your employee survey to measure engagement? How do you demonstrate the ROI from that approach?

ICYMI: HR Developments Through the Decades

SMD

We recently read an interesting article in Human Resource Executive’s 30 th anniversary issue, “HR’s Epic Journey,” and we thought the insights offered by several CHROs were worth repeating. The trends they pointed to aligned with the ones we have spoken about before as well.

Another SMD Prediction Validated: Bad Analytics Leads to Bad Business

SMD

At the end of last year, we developed a “Crystal Ball” prediction series about predictive analytics in HR, and how this approach will impact you, your organization and the HR field in the future. Our first prediction came true in February (see here ).

Millennials – Why all the Fuss?

SMD

Part I: Firsthand Research. With so much hype about millennials, we set out to determine if they truly behave in the workforce differently than other generations. Like any good scientists, we needed facts and data. We turned to our own client research.

Compensation Dictionary

We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of this as your comp cheat sheet—terms you need to know to put you on the fast track to becoming that cool comp kid we know you can be. Sure, you’ve heard some of the terms before, but you have no idea what they mean. Not to worry! Download this eBook and you’ll be ‘comp’letely fluent in no time. This ebook contains four sections: Section 1: Comp 101. Section 2: Market Pricing. Section 3: Pay Structures. Section 4: Pay Concerns and Pay Raises.

The Future of HR Analytics? We’re Playing Nostradamus Again…

SMD

Unlike typical “thought leaders,” we don’t just make predictions at the beginning of the year and walk away; we track them all year long to see if they actually come true. Last year we looked into our HR analytics “crystal ball.” As is evident by our tracking (see here , here , here and here ), all the predictions came true.

The Future of HR Analytics? We’re Playing Nostradamus Again…

SMD

Unlike typical “thought leaders,” we don’t just make predictions at the beginning of the year and walk away; we track them all year long to see if they actually come true. Last year we looked into our HR analytics “crystal ball.” As is evident by our tracking (see here , here , here and here ), all the predictions came true.

Millennials – Why all the Fuss? Part II

SMD

Part II: The Scientific Community’s Stance. Not Truly Generational. Part I of this series dove into the firsthand research we’ve conducted at SMD. Let’s take a look at what the scientific community has published on the topic.

Want to Increase Your Employee Survey Scores?

SMD

As the calendar is getting ready to turn once again, are you reflecting upon the outcome (or lack thereof) of your employee survey for yet another year? Good news: this blog will unveil the specific actions that lead­ers have taken to not only drive significant increases in their employee survey scores (on average 0.10 on a 5-point Likert Scale), but also business outcomes such as customer satisfaction; productivity; voluntary turnover; sales; and safety.

5 Key Aspects of Accurate Human Resource Management Systems Pricing

Simplify your software evaluation process with this free Human resource Management Systems software pricing guide! Don't let price confusion keep you from selecting the best HR software for your organization's needs. Download your free guide today!

Want to Increase Your Employee Survey Scores?

SMD

As the calendar is getting ready to turn once again, are you reflecting upon the outcome (or lack thereof) of your employee survey for yet another year? Good news: this blog will unveil the specific actions that lead­ers have taken to not only drive significant increases in their employee survey scores (on average 0.10 on a 5-point Likert Scale), but also business outcomes such as customer satisfaction; productivity; voluntary turnover; sales; and safety.

Predictive Analytics in HR: Our Crystal Ball Says …

SMD

Part V. This is what you’ve all been waiting for: our last prediction! We saved this one for last because it’s very personal to you and your development in the future. #5 5 Demand for Analytics Skills will Continue to Grow. We are already seeing an increasing demand for HR analytics skills.

Predictive Analytics in HR: Our Crystal Ball Says …

SMD

Part III. We foresee our next prediction because it will be a direct result of our last prediction, which was “Adoption and Change Will be Slow.” HR organizations that do analytics the right way will have a significant competitive advantage because few will do so quickly. #3

Predictive Analytics in HR: Our Crystal Ball Says …

SMD

Part IV. We are continuing to take a look into our crystal blog with our five-part predictions series. This fourth prediction is probably the most important for you to consider as you develop analytical capabilities in your organization.

Creating the Ideal Candidate Experience

Modern job seekers have high expectations when applying for jobs. Download Newton’s guide for creating the ideal candidate experience to learn how you can attract top candidates and drive them to apply to your positions.