Workforce analytics are all the rage. AI and machine learning are expected to transform the way decisionsabout managing people are made. But not all cultures are open to the potential contributions data science can make. Much has been promised in terms of new tools that can better inform decisions yet the actual realization of these … Continue reading Cultures That Are Hospitable To Data Science

In 2006 a research-intensive organization designs new pay structures for its employees. The Scientists & Engineers represent about 2/3 of the workforce, mostly data scientists and software engineers. The organization creates career ladders with four levels in each job family (Associate, S/E, Senior S/E and Principal S/E). A comprehensive review of prevailing practice and competitive pay levels produces … Continue reading Time To Rethink Pay Structure Design?

In order to reward performance an organization needs to be able to define and measure performance. At the individual level performance is defined using criteria and standards… what needs to be accomplished and how well it needs to be done. The pre-requisites for an effective system are: performance is defined clearly and is understood by all involved … Continue reading Evaluating Employee Performance: Challenging Necessity

Personal opinions vary about how national income should be distributed and everyone is entitled to their own opinion. Economists, Political Scientists and Sociologists attempt to predicate their views on tangible evidence when they are practicing in their field, although they too are free to adopt their own opinions independent of the facts. Joseph Stiglitz, Nobel Laurate … Continue reading U.S. Leads All Highly Developed Countries… In Income Inequality

There have been claims that extrinsic rewards can destroy intrinsic rewards. But these claims are supported only by lab research that lacks generalizability and is refuted by substantial field (aka real life) research that supports the opposite position. Yet the claims continue to show up periodically and they have wasted a lot of ink and speaking slots at conferences. … Continue reading Extrinsic AND Intrinsic Rewards: NOT Extrinsic OR Intrinsic Rewards

Winning in today’s highly competitive and dynamic environment requires being out front of the other organizations offering their value propositions to the same end users. If my software is better or cheaper and/or if I can get it to market before others I can enjoy premium pricing until they turn it into a commodity. But that means … Continue reading Creativity & Innovation: How Does An Organization Define It?

Solving crimes requires both analysis and deduction, as does the decision-making process. Inductive is gathering evidence and analyzing it. Deductive is developing a hypothesis and then testing it with evidence. “It is a capital mistake to theorize before having data. Insensibly one begins to trust facts to suit theories, instead of theories to suit facts.” – Sherlock … Continue reading The Source Of Sherlock Holmes Success

Data analytics is all the rage. That comment is not to suggest that it is not critical for those who develop and execute workforce management strategies to move aggressively into analytics. In September, 2015 I did a LinkedIn post entitled “Evidence-Based Human Resource Management” and it went viral, with a few thousand hits. I realized the topic was not viewed … Continue reading Evidence-Based Workforce Management There Is More To It Than Data Analytics

My favorite Dilbert cartoon has the pointy-head boss stating that he had thought the employees were the most important asset but was mistaken. When asked what their rank was now the response was “eighth… right after carbon paper.” I have experienced a similar mindset in organizations I have worked with, although carbon paper has dropped … Continue reading An Organization’s People: It’s Most Important Asset