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


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


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


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


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.

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


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).

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


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%

SMD’s Prediction Comes True: Rage Against the Machines


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.

ICYMI: HR Developments Through the Decades


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.

Managing Your Hiring Managers for Successful Recruiting

Are your hiring managers checked out in the recruiting process? Wish you could get them more involved and improve communication? Register for Newton’s upcoming webinar and learn a step by step action plan to keep them actively engaged in recruiting.

Another SMD Prediction Validated: Bad Analytics Leads to Bad Business


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? Part II


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.

Millennials – Why all the Fuss?


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 …


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 …


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

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'.

Predictive Analytics in HR: Our Crystal Ball Says …


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 …


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 …


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

New & Improved Action-Planning Tool, ActionGenius


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.

The definitive guide to choosing the right applicant tracking system

Choosing an applicant tracking system should be exciting, not confusing. We've developed a quick guide to everything you should look for while going through your selection process, to free you from the stress often associated with choosing a new ATS.

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


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.

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


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.

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


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.

Benchmark Myopia and the Need for Business Drivers


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.,

Breaking Down 2017 Labor Law Complexities

Workplace employment issues continue to make news as state and local governments propose labor law legislation at a frenzied pace. This free e-guide analyzes years of labor law posting data to provide you with a look at the complexity of labor law compliance for businesses of all sizes.

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


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?

How to Remain Union-Free with Employee Surveys


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.

What’s Trending in Healthcare HR Analytics?


You’re probably hearing “data” and “analytics” tossed around frequently but not sure which trends are meaningful or beneficial. We’ve cut through the clutter for you and boiled the trends down to the top five, along with the risk/challenge and benefit of each.

Tips for Answering HR Questions with Analytics- When You’re Not a Ph.D. or Data Scientist!


People analytics has far reaching implications from uncovering trends and solving current organiza­tional problems to providing support for HR functions.

Getting the Org Chart to Deliver Your Strategy (Hint: No Restructuring Involved)

Driving your strategy isn't a matter of moving your org chart around (i.e. restructuring); it involves shifting the way your employees and leaders think and collaborate—so you can harness the power of a startling and dramatic new way of doing business.

Bursting the Employee Engagement Bubble


How many of you spend countless hours chasing employee engagement scores, and a ton of money on employee surveys? Are you demonstrating the bottom-line impact of this time and money? Maybe you’re now wondering why you started focusing so much on employee engagement in the first place.

Employee Surveys: More is Not Necessarily Better- A Pulse Survey Strategy that Makes Sense


The annual employee survey is under fire because leaders think it doesn’t work well and has little to no value. At the same time, there are thought leaders and vendors purporting that doing MORE of them is the answer!? Our view: strong disagreement.

Can HR Analytics Help You? Yes…


Are you leveraging HR analytics to truly improve business metrics?

Leadership Character & the Bottom Line- A Comment on SMD Research by the Turknett Leadership Group


Last month we discussed the goal of our recent research – to assess how often each of the most commonly measured employee attitudes was found to be a statistically significant driver of business outcomes – and we highlighted the reaction of John Sumser of HR Examiner. This month’s post provides the perspective of Turknett Leadership Group.

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.

50+ Unstoppable Women in HR Tech

ClearCompany HRM

A diverse workforce breeds new ideas, angles, and developments. With fresh perspective comes creativity, a crucial asset for growth in any industry. It is important to recognize the achievements of those that bring such diversity and innovation to the table.

Top 4 Areas Where Leaders Can Increase Employee Engagement

ATD Human Capital

I believe that leaders are responsible for creating the work environment that brings out the very best in people. The most effective leaders I work with (and have worked for in the past) strive to constantly inspire higher levels of performance from their teams.

Employee Retention: Tomorrow’s Recruiting Metric


As HR is increasing its presence as a strategic part of the business, key performance indicators, or KPIs, are becoming a key part of the language for discussing how it is actually performing.

How To Take Employee Appreciation To The Next Level At Your Company


Building a vibrant workplace requires a foundation of trust, respect, and honest communication. It also requires employee appreciation. Over 200,000 global employees were studied by the Boston Consulting Group , and the top reason they reported enjoying their work was, “feeling appreciated”.

Guide to Lean Hiring

It's undeniable: over the years, hiring processes have become more complex. In many ways, this shouldn't come as a surprise. After all, the work that most of us do has become more sophisticated But does complexity really lead to better, faster hires? Of course not. In fact, many smart organizations have started a trend, a return to simplicity, that allows them to compete for talent more efficiently. This trend is called lean hiring. Download the Guide to Lean Hiring and develop a systematic approach to recruiting that increases productivity while eliminating waste.