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

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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.

How Thought Leaders Kill HR Credibility

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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.

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The Employee Survey: A Strategic Tool vs. Engagement Barometer

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

Money-Mouth Guarantee for HR Investments

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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.

Turbocharge Your Talent with Real-time Feedback & Drive Tangible Results

Download the eBook “Real-time Feedback, Tangible Results” to learn 8 awesome tips designed to help you tap into the power of “anytime/anywhere feedback” and the benefits it can bring to your organization.

Full Circle Data Collection: An Approach for Reducing Turnover

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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).

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

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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

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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.

Solve the Turnover Mystery: Investigation Approaches Identified

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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.

Live Webinar: What A Resume Hides – Avoid Toxic Hires with the Perfect Interview Process

It's not just the resume. In today's world, you have to screen for specific personality traits and behaviors to avoid potentially toxic hires. A toxic hire can have a perfect resume but can destroy your team, costing your business upwards of $12,000 a year. Sign up for this upcoming webinar to learn how to hire the right person, every time. Date: 1/25/18 at 11:00AM PT.

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

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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).

SMD’s Prediction Comes True: Rage Against the Machines

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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.

Want to Increase Your Employee Survey Scores?

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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.

ICYMI: HR Developments Through the Decades

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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.

The Path To Creating A High-Performing Resilient Organization

Leaders who practice 'active listening' across the organization will tap into a wealth of actionable insight that would otherwise be difficult to access. Enabling and encouraging people to communicate inclusively and transparently helps to cultivate a 'listening culture'.

Another SMD Prediction Validated: Bad Analytics Leads to Bad Business

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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 ).

SMD Prediction Comes True: Leveraging the Right Data

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It’s happened again! One of our “Crystal Ball” predictions from last year has come true. Luckily, the proof associated with this prediction can greatly impact the decisions made within your department. Read on to learn more about how the right data harvested correctly can be more impactful than more data. Prediction from 2016: The Data Balancing Act.

Actionable Tips for Improving the Employee Experience, Turnover & Patient Satisfaction

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We recently conducted a study that focused on uncovering the key factors that impact two healthcare metrics – employee turnover and patient satisfaction (HCAHPS). Because these factors are critical to healthcare organizations functioning effectively. Spoiler alert – the approach we outline in this blog works. Two recent examples of clients following this strategy resulted in significant return on investment. In one instance, the client reduced their Registered Nurse (RN) turnover from 19.8%

Millennials – Why all the Fuss? Part II

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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.

The Complete Guide to Buying an Applicant Tracking System

With 200 + offerings in the market, choosing the right applicant tracking system can be a challenge. To help, we have developed a comprehensive buying guide highlighting what you should look for along each step of the decision process. Download the guide and ensure that the ATS you choose is the right fit for your organization.

Millennials – Why all the Fuss?

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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.

Predictive Analytics in HR: Our Crystal Ball Says …

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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 …

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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 …

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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.

Are You Closing Candidates and Getting Them Onboarded Efficiently?

Once you choose a candidate to hire, the real work begins of trying to get them to accept your offer. And even if they do, you still need to get them onboarded efficiently. Are you doing a good job managing these steps? Take a 30-second assessment for a free evaluation of your job offer and onboarding processes.

Predictive Analytics in HR: Our Crystal Ball Says …

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Part II. We are continuing on with our predictions for predictive analytics in HR blog series. Now on to #2. #2 2 Adoption and Change will be Slow. Adoption of predictive analytics in the HR world will be relatively slow. This may not seem like a bold prediction, but it’s certainly worth discussing.

Predictive Analytics in HR: Our Crystal Ball Says …

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Part I. If you’d heard it once, you’ve heard it a million times. Predictive analytics in HR.

HR Analytics: What’s Your Current State? Try Our Check-Up

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Are you leveraging HR analytics to truly improve business metrics? If you’re not utilizing HR analytics in your role, why not? Maybe it’s because you don’t even know where to start.

New & Improved Action-Planning Tool, ActionGenius

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We’re pleased to announce the launch of ActionGenius, our patent-pending, cloud-based action-planning tool linked to business outcomes that enables compliance and shows return-on-investment (ROI) impact. Our patented tool, SMD Link, has always had an action-planning component but ActionGenius is a more robust version that includes best practices that have been proven to deliver improvement, and an even more in-depth post-assessment ROI analysis.

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!

Groundhog Day: A Comment on Gallup and Other “Annual Employee Engagement Reports”

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It’s that time of year again—when we get Gallup’s Annual Report on Employee Engagement—and many others too. At this point, you can pretty much predict what the key themes are going to be: Engagement scores aren’t very good. Engagement is pretty much flat again this year. Engagement hasn’t moved in the past 16 years. Gallup tells us what the key drivers of engagement are. Companies with high engagement scores happen to have decent business outcomes. Let’s start with the last bullet first.

And the Survey Says …Study Examines Impact of Engagement on Business Results

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Employee engagement is, without a doubt, one of the top buzz phrases in the world of HR. Has anyone stopped to look at the actual research to see if this singular focus on engagement is warranted though?

SMD’s Prediction Comes True: More Colleges & Universities Offering Advanced Degrees in HR Analytics

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At the end of last year, we developed a “Crystal Ball” prediction series, including the blog detailed below. Turns out, it’s coming true per a recent Human Resource Executive’s article. Read here. Stay up-to-date on all our insights by receiving our blog series straight to your inbox. Sign up here. Demand for Analytics Skills Will Continue to Grow. We are already seeing an increasing demand for HR analytics skills. Actually, there is already a shortage of these skills in the job market.

How to Remain Union-Free with Employee Surveys

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Organizations must be proactive about remaining union-free because the NLRB has made unionization attempts a question of WHEN and not if. The employee survey is the perfect opportunity to assess your level of readiness but, keep in mind, not all surveys are created equal.

7 Steps to Attract and Engage More Candidates

Want to improve the candidate experience of your job application and drive more candidates to apply? This guide covers: presentation of your careers page and jobs, length and complexity of your online application, application technology, and candidate acknowledgement.

Benchmark Myopia and the Need for Business Drivers

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It is a typical practice in many industries to be curious about, and focus on, benchmarks to get an idea of “where you stand” on a particular metric. To be clear, benchmarks are a good piece of information to know when examining your performance—but when leaders, particularly in HR, live and die (i.e.,