Thursday, February 9th, 2012
One of the main barriers to a good decision is uncertainty. This is especially true when…
Read the rest of this post »Tuesday, January 31st, 2012
The National Occupational Classification (NOC) 2011 is the current departmental standard and was approved on November 21, 2011. The NOC was jointly released for free by Statistics Canada and Human Resources and Skills Development Canada (HRSDC) today and includes…
Read the rest of this post »Thursday, January 12th, 2012
The start of any year is the time to focus on trends. Predictive analytics is one of the trends that looks “hot” for 2012 in the world of HR measurement.
Read the rest of this post »Thursday, December 8th, 2011
For my last post of 2011, I will follow the age old tradition of predictions for 2012. The slight twist is that the post will feature someone else’s predictions—much easier than gazing into my own crystal ball.
Read the rest of this post »Thursday, November 10th, 2011
Once you have a reputation as a “measurement guy” you get a lot of speaking requests. Recently I was asked to speak on a wellness topic. In the end I declined because even though the measurement aspects of the question were clear, I did not have the knowledge of the topic to deliver well. The request got me thinking about the costs of measurement. Often this is an area that is not considered when people get into the question of finding data.
Read the rest of this post »Thursday, October 13th, 2011
How do you measure turnover? Most people think they understand turnover. It is a simple and useful concept when it comes to understanding the flow of people through your organization. It is an important marker for determining overall organizational health and likely productivity impacts. If turnover is too high, your business stalls due to constant re-training; if turnover is too low, it can stagnate, leading to mediocre performance.
Read the rest of this post »Thursday, September 8th, 2011
We have just reported our Q2 2011 results. We have gone through the time consuming and detailed process of auditing and are now in the process of letting folks know what happened in Q2 2011 on a range of metrics. One measure that we have been keeping a close eye on is absenteeism. Absenteeism keeps going up and the Q2 results are continuing that trend.
Read the rest of this post »Wednesday, August 17th, 2011
When leaving home or the office, what are the must-have items you would never go without? Wallet? Got it. Keys? Yup. Your mobile recruiting application…? Today’s anytime-anywhere mobile access is changing the way we do business. With the right apps, recruiters can manage customer relations, access candidate data, and even review employee referals from their mobile devices. HR technology developers have jumped on the mobile bandwagon, and are working hard to bring new solutions for hiring, managing and tracking HR to the mobile market.
Read the rest of this post »Thursday, August 11th, 2011
The structure of the National Occupational Classification (NOC) 2011 has changed and is replacing Statistics Canada’s National Occupational Classification for Statistics (NOC-S) 2006 and Human Resources and Skills Development Canada’s NOC 2006, eliminating the differences that have existed between these two classifications. The NOC is being adapted to reflect the significant structural changes in the Canadian labour market since 2001.
Read the rest of this post »Wednesday, August 10th, 2011
The joy of numbers and tracking activity through a consistent and repeatable system is that it gets past the biases of perception and limits of cognition which can skew the decisions we make about people and organizational practices.
Read the rest of this post »Thursday, July 14th, 2011
To achieve the best of both worlds it is important to align your data with common standards that are most likely to provide the opportunity for like with like comparison and like with unlike comparison. This creates the capability to compare in a way that confirms your performance or compare in a way that pushes your performance. As with all data and analytic practices the right thing to do is the one which moves the performance needle for your organization. The more HR can do this AND demonstrate this the better.
Read the rest of this post »Thursday, June 9th, 2011
How do we resolve this dilemma? Time to Fill does tell us something important, yet we cannot be sure whether a change to this number is due to our own efforts or the effects of the overall job market.
Read the rest of this post »Thursday, May 12th, 2011
The most frequently used analogy when it comes to measuring HR is that of driving a car without a speedometer: how would you drive if you did not know your speed?
The deeper we look into HR measurement the less satisfying this analogy becomes. The basic premise that you need information to perform well is correct. However, when you have a speedometer and you are going too fast, your actions are obvious – you take your foot of the gas pedal.
This direct link between information and action is not the case for HR.
Read the rest of this post »Monday, April 25th, 2011
One software industry analyst has been watching the human resources management system market for some time and has discerned some trends. With the economy recovering from recession, organizations are focusing on core HR concerns, such as strategic hiring and productivity. As a result, they’ll invest in technologies that help in these areas, particularly if they “offer an immediate return on investment or meet some compelling management or regulatory need”.
Read the rest of this post »Wednesday, March 16th, 2011
Back in the heady days of summer 2010, our sister publication HRinfodesk began a series of polls on human resources management systems (HRMS) and metrics. In July, about one-third of respondents said they already use an HRMS and just over one in ten said they were considering it. In August, one-third of HRMS users said it makes their jobs easier, while the rest said the system offered no improvement or actually made things more difficult.
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Leslie D Foreman:Andrew Taillon:
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