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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.

2018 HR Analytics Predictions Series: Part III-IV

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

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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.

Live Webinar: Recruiting 101 – How to Choose the Right ATS

Recruiting 101 – How to Choose the Right ATS. Let’s face it: Recruiting is hard. It’s nearly impossible without recruiting software or an applicant tracking system to help you automate the massive amount of daily tasks involved in hiring. Applicant tracking systems are command-central for all recruiting activities and manage everything from posting jobs, to collecting feedback, to moving candidates through the funnel and onboarding new hires. But buying an ATS can be as overwhelming as recruiting itself. As someone working in recruiting or HR, you have control of the first part of the onboarding and training process and have a large part to play in the successful onboarding of the entire company’s new hires. Join us on Thursday, June 28, 2018, Time: 11:00 AM PST, 1:00 PM EST, for a live webinar to learn what an applicant tracking system is, what to look for, and how to choose the right vendor.

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.

The Basics of Big Data, HR Analytics & Predictive Analytics

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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.

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

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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).

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.

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.

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.

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.

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.

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.

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

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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.

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 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?

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!

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 ).

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.

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.

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.

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.

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.

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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.

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%

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

Learn the Secrets of High-Performing HR Teams

Based on user groups, one-on-one interviews, surveys of thousands of HR teams and data from 30,000+ medium and small-sized businesses we serve, the guide challenges you to examine your current practices and provides detailed action plans to help your team become an industry-leading HR department.

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.

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.

Black or White: Moving Beyond the Traditional Diversity & Inclusion Box

Speaker: Elena Valentine, CEO of Skillscout, and Nancy Harris, CEO of Restart Consulting LLC

“But, if you're thinkin' about my baby, It don't matter if you're black or white.”. Michael Jackson’s popular song from the early 90’s only touched on one aspect of diversity. As time has progressed, we recognize that diversity extends far beyond just “black or white.” But often times, that is the focus of our diversity, equity and inclusion initiatives. And with this narrow focus, we can become trapped “in a box “ that inadvertently overlooks other aspects of DE&I. This can lead to employees feeling frustrated and our programs spinning in circles with no real progress. We’re here to disrupt your thinking and approach to traditional DE&I. This highly interactive session will have you seeing more than just “black or white.".

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?

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.

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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.

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.

Attracting & Retaining Superstar Talent

Speaker: Ryan Turnbull, VP, Wellness Practices Leader at Tolman & Wiker, & Bryce Eddy, SVP Employee Benefits at Tolman & Wiker

Ever wonder how companies differentiate themselves to attract and retain superstar talent? Join us for a panel event featuring thought leaders from Tolman | Wiker, voted '2017 Best Place To Work' by the Pacific Coast Business Times, as they share insight on the strategies used by top employers to win the war for talent.