human resource analytics case study

People Analytics: 5 Real Case Studies

Maaike Ankum

Harness the power of HR analytics to improve business performance by learning from these organizations.

Data is essential to an organization’s growth and profitability. HR analytics turns the focus inwards on one of the biggest determining factors of a company’s success: their employees. Collect and analyze data about the talent within your organization and get the insights you need to increase productivity, reduce waste, and capitalize on unique opportunities. 

As a leading expert in employee feedback solutions, Effectory encourages a data-driven approach to identifying opportunities for improvement within organizations. This includes refining strategies to hire the right talent, designing individual employee development plans, and enhancing employee engagement. We’re always available to talk with you about how we can make people analytics work for your organization.  

This article will, first, outline the steps to implementing an effective people analytics strategy and, second, explore case studies from five prominent organizations that highlight the different ways in which HR analytics can be used to improve your business outcomes. 

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The steps in an HR analytics strategy 

Organizations need to have clearly defined processes to gather data, analyze it, identify patterns, and turn those insights into actionable initiatives. Though the terms are similar, HR reporting and HR analytics are not, in fact, interchangeable. They are actually the first and final steps, respectively, in the three-part process of people analytics. 

1. Reporting  

HR reporting is the foundation of people analytics, bringing together all the data your organization has tracked. 

HR reports are objective and factual. They present data in a digestible way to highlight patterns, but do not derive conclusions. 

2. Analysis  

HR analysis is the investigative phase where your team draws connections among data points and develops hypotheses. 

During analysis, you may need to identify gaps in available data and fill them in using new tools and initiatives like surveys, employee interviews, or game-like personality tests. 

3. Analytics  

This is where the people-data, HR reports, and analysis come together to give you a definitive picture of the problem or opportunity your organization is facing. Data and hypotheses are structured through analytics to provide actionable insights. 

What is predictive people analytics?

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The following step-by-step guide is another way to map out the people analytics process: 

• Identify opportunities or areas for improvement 
• Establish performance metrics 
• Collect data 
• Identify relevant patterns and develop hypotheses 
• Fill the data gaps 
• Analyze the results 
• Implement data-driven strategies 

Here are five real-world case studies that demonstrate different ways in which businesses have used people analytics to improve their bottom line. 

Johnson & Johnson: Experience and retention 

Area for improvement: American multinational Johnson & Johnson was looking to improve both employee performance and retention. At the time, their recruiters prioritized candidates with job experience in the industry, assuming they were more likely to stay with the company and would be quicker to make significant contributions. As a result, the company experienced a 10 percent decrease in new hires who had recently graduated from college.

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Data and analysis: Challenging these assumption, HR and the people analytics team at Johnson & Johnson compiled data on 47,000 employees to test the link between experience and turnover. The data revealed that employees hired right out of college actually remained with the organization “significantly longer” than more experienced candidates. Furthermore, there was no significant difference between the two groups’ contributions to the company. Their new hypothesis is that Johnson & Johnson’s two-year leadership development program may help reduce turnover among recent graduates.    Analytics and outcome: Based on the people analytics, Johnson & Johnson increased hires of new graduates by 20 percent, effectively reducing turnover while maintaining performance. 

Clarks: Employee engagement 

Area for improvement: C. & J. Clark is a British shoe manufacturer and retailer with approximately 1400 locations and over 13,000 employees. According to Chief People Officer, Belinda Deery, Clarks already had high levels of employee engagement relative to their industry but were looking to maximize return on investment, especially at the store level.    Data and analysis: The HR analytics team used 450 data points to get an accurate picture of the relationship between employee engagement and overall business performance. The report and subsequent analysis revealed that for every 1 percent increase in employee engagement, business performance increased by 0.4 percent, confirming the correlation and the value of employee engagement. The analytics team also collected additional data from the company’s 100 best-performing stores. 

Analytics and outcome: The combined findings of this two-step people analytics initiative enabled Clarks to implement multiple effective changes and programs that improved engagement and increased business performance. First, they drafted a replicable schema to create high-performing stores, including the ideal team size for optimum efficiency. The company also designed a store management development program and put together an employee engagement toolkit for managers. The CPO reported positive ongoing results after implementing these initiatives. 

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Credit Suisse: Predicting turnover 

Area for improvement:  

Credit Suisse is a financial services company based in Switzerland that employs over 47,000 people. To reduce turnover, they tried to predict which employees were most likely to leave the company and when. It’s been estimated that the cost of replacing an employee can be anywhere between 30 and 400 percent of an employee’s salary, depending on seniority and experience. This is a substantial loss for a company the size of Credit Suisse. 

Data and analysis:   Because the Credit Suisse workforce is so large and since they have strong data tracking practices, the analytics team had substantial information on who left the company, why, and after how long. The team dug deeper to explore “the specific circumstances prior to the points of departure” by tracking over 40 variables, such as performance ratings, the time spent in a given role, and the size of an employee’s team. 

Analytics and outcome:   The resulting predictive people analytics model gave Credit Suisse the ability to accurately predict how likely an employee is to leave the organization in the next year based on as few as ten indicators. With these predictors, Credit Suisse is able to identify risk factors and address these issues with employees before they result in attrition. 

Use the insights of departing employees to uncover hidden truths about your organization and minimize further unnecessary departures.

E.On: Absenteeism 

Based in Essen, Germany, E.On is an electric company that employs approximately 78,000 people. When absenteeism rose above the acceptable benchmark set by their HR department, E.On used people analytics to determine the factors driving increased unscheduled time off. Depending on whether an employee is paid hourly or with an annual salary, absenteeism can cost a business anywhere between $2,660 and $3,600 per employee, annually. For an organization of E.On’s size, that potentially adds up to hundreds of millions of dollars. 

Data and analysis:   The people analytics team at E.On put together 55 hypotheses. Based on the available data, the team tested 21 hypotheses and finally validated 11 of them. What they found was that the duration and timing of vacation had the biggest impact on the frequency of unplanned time off for the rest of the year. Contrary to popular belief, employees selling back their vacation time to the company did not appear to have any statistically significant impact on absenteeism. 

Analytics and outcome: Based on these insights, E.On implemented policy changes that encouraged managers to be more accommodating with how employees schedule time off. Employees are encouraged to schedule multiple breaks throughout the year with at least one larger vacation—a combination that reduces absenteeism. The findings from this people analytics initiative also provided the HR team with additional insights they can use to test other variables in the future. 

Cisco: Choosing an office location 

Area for improvement: This multinational technology conglomerate based out of San Jose, California employs over 75,000 people. When the time came to open a new regional office, the company used people analytics to determine the best building and location for it. The goal was to avoid wasted space, create a positive work environment for employees, and attract the right talent to the organization.    Data and analysis:   With 266 Cisco offices across 87 countries, their People Planning, Analytics and Tools department were able to source data about office usage rates and average costs within the organization. Senior Director Ian Bailie and his team also looked at the building’s neighborhood and the location’s community to evaluate their respective potential impact on business performance. Most importantly, the analytics team explored the availability of talent, specifically from neighboring universities, relative to the number of competitors in the area. 

Analytics and outcome: Because of Bailie and his team’s findings, the company decided to go with a different location than they first had their eye on. Their research found that the original choice would have left the recruitment team struggling to fill the necessary roles. The findings also changed Cisco’s process for opening new offices by bringing people analytics into the discussion much earlier. Planning, staffing, and operating new offices became much more resource efficient. 

These are just a few real-world examples of how HR analytics can be used to improve business outcomes. People analytics focuses on an organization’s most valuable resource, its employees, and empowers them to do their best work to benefit the company and its larger goals. Prioritize data and regular reporting to gain meaningful insights and actionable takeaways. Talk to Effectory today to make people analytics a key part of your HR strategy . 

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Top 10 HR Analytics Case Studies

Author by : chrmp.

• HR Analytics

The power of data drives the fast-paced business world today. To stay abreast and ride the competition wave, it is important to harness the power of data. And HR Analytics is just the tool you need. It is a valuable tool to measure critical aspects of your organisation which impact its bottom line.

Whether you’re an HR professional, a business leader, or just someone curious about the role of HR Analytics in the workplace, this blog is for you. We’ll cover a range of industries and organizational sizes, showcasing the diversity of ways HR Analytics can be applied to drive results and also look at some HR analytics case studies.

Curious about how HR Analytics can drive business results? Well, look no further because, in this blog, we’ll be diving into the top 10 HR analytics case studies.

From boosting engagement to improving diversity, inclusion and productivity, these companies have achieved impactful results by leveraging HR data.

So sit back, grab a coffee, and get ready to be inspired!

Importance of HR Analytics in Modern Organizations

HR Analytics plays a critical role in modern organizations as it provides valuable insights into the people side of the business. With HR Analytics, organizations can track key metrics such as turnover, diversity and inclusion, and employee satisfaction, allowing them to identify areas for improvement and make data-backed changes.

Furthermore, HR Analytics can help organizations stay ahead of the curve by providing real-time insights into their HR practices, drives and campaigns, allowing them to respond quickly to emerging trends and challenges. Organizations can also design and implement more effective HR initiatives by leveraging HR data, such as  training and development  programs and talent management strategies.

In short, HR Analytics is essential for modern organizations looking to drive business results through their people. By providing a data-driven approach to HR, organizations can make informed decisions to improve employee outcomes and significantly impact the company’s bottom line.

The 3 Steps in an HR Analytics Strategy

In today’s data-driven business world, organizations increasingly turn to HR Analytics to drive impactful changes and improve their people strategies.

An effective HR Analytics strategy begins with a clear plan outlining the steps to achieve our goals.

Here are the three basic steps in an HR analytics strategy:

Problem Statement

The first step is to define the problem or challenge you are trying to solve. This involves identifying areas in your organization where we need insights, such as employee turnover, diversity and inclusion, or employee engagement.

A clear problem statement helps to focus efforts and ensure that your HR Analytics strategy aligns with your overall business objectives and goals.

Approach and Solution

The next step is to determine the approach we will use to gather and analyze HR data. This involves selecting proper HR metrics to track and the tools and technologies to determine how we will collect and store our HR data. Our approach should align with our organizational culture and objectives.

The final step is to analyze and interpret the results of our HR Analytics efforts. This involves evaluating the impact of our HR initiatives, drives or campaigns and identifying areas for improvement. Communicating the results of our HR Analytics efforts to stakeholders within the organization is the key to gaining buy-in and support for future initiatives. By regularly tracking and reporting on HR metrics, organizations can continue to improve their HR practices.

In conclusion, these three steps – problem statement, approach and solution, and results – form the foundation of an effective HR Analytics strategy.

By following this process, organizations can ensure that their HR Analytics efforts align with their business objectives and drive meaningful impact for their people and businesses.

HR Analytics is a powerful tool to help organizations make informed decisions about their HR or people strategies. By analyzing data related to employee behavior, organizations can identify trends and make changes that improve outcomes from employees.

Here we will discuss ten HR Analytics case studies demonstrating the impact of data-driven HR strategies. Here’s a list of the top 10 HR analytics case studies:

Reducing road traffic accidents

A transportation company used HR Analytics to reduce road traffic accidents among its drivers. By analyzing data related to driver behavior and providing appropriate training to them, the company was able to identify and address the root cause of accidents and improve safety on the roads for every one.

Achieving an optimum staffing level

A manufacturing company used HR Analytics to optimize its staffing levels, reducing turnover, curbing absenteeism and sabbaticals and improving employee engagement and satisfaction. The company used data to track key metrics such as employee satisfaction, productivity, engagement and attendance, allowing it to make informed decisions about staffing levels .

A/B Testing Employee Training

A technology company used HR Analytics to test the effectiveness of its employee training programs. By using A/B testing, the company was able to determine which training methods were most effective and made improvements to the same, ultimately improving employee performance and engagement and curbing absenteeism at the same time. If the employees feel that the company is interested in their career development, growth and overall well being, this sentiment shows on their attendance records and performance .

Sick days at E.ON

Next, on our list of top ten HR analytics case studies is E.ON.

E.ON, a leading energy company, used HR Analytics to reduce the number of employee sick days.

By analyzing data related to employee health, the company identified the root cause of employee absenteeism which was ill health and implemented targeted interventions to improve employee wellbeing.

Engagement at Clarks

Clarks, a leading footwear company, used HR Analytics to improve employee engagement and retention. By tracking key metrics such as employee satisfaction, absenteeism, sabbaticals and turnover, the company was able to identify areas for improvement and make changes that led to higher levels of employee engagement , retention, reduction in turnover and absenteeism which in turn  boosted employee and organisational performance .

Engagement at Shell

Shell, a global energy company, used HR Analytics to improve employee engagement and retention. By tracking employee satisfaction, absenteeism and turnover, the company was able to identify areas for improvement and implement targeted interventions, resulting in higher levels of employee engagement ,reduction in employee turnover and increase in their productivity and performance.

HR driving store performance

A retail company used HR Analytics to link HR practices with store performance. By tracking key metrics such as employee satisfaction, absenteeism, sick leave records and employee turnover, the company was able to identify the relationship between HR practices and store performance and make vital data driven changes in its people strategies.

Compensation and benefits at Clarks

Clarks deserves another spot in our top ten HR analytics case studies list because of it’s compensation and benefits.

Clarks used HR Analytics to optimize its compensation and benefits programs as compared to similar outfits in the industry. By analyzing data related to employee compensation and benefits, the company was able to make informed decisions about its programs and improve employee satisfaction and retention by improving compensation and benefits as compared to others in the same industry.

Opening a new office by Cisco

Cisco used HR Analytics to open a new office in a new location. By analyzing data related to employee locational preferences and commuting times, the company was able to make informed decisions about the venue of its new office .

Using automated listening during a hostile takeover and HR Analytics to understand employee sentiment during the  same and by tracking employee engagement and satisfaction, the company was able to identify areas of concern and address them, ultimately improving employee morale and outcomes and reducing the impact of the takeover on the company’s workforce.

In conclusion, these HR Analytics case studies demonstrate the real-world impact that data-driven HR strategies can have on employee outcomes and business results. A major takeaway from these HR analytics case studies is that by using HR Analytics, organizations can make informed decisions about their people strategies, ultimately improving employee satisfaction and driving business success.

4 Key Emerging Trends in the Future of HR Analytics

The future of HR analytics is likely to be shaped by a number of emerging trends and technologies. Here are a few key areas to watch:

The new emerging trends and technology that are going to shape the future of HR Analytics are listed below:

Greater emphasis on predictive analytics:

The emphasis is on using predictive analytics to forecast future trends and identify potential areas of risk or opportunity as business outfits strive to be more proactive and agile with respect to their HR decision-making.  Large volumes of data has to be analysed to identify patterns and trends, and using machine learning algorithms to make predictions based on historical data i.e . extrapolation of data.

Increased use of artificial intelligence: 

HR analytics is likely to be one of the areas that benefits the most as AI technologies continue to advance. Automatation of many  tasks can be achieved using AI  in HR analytics, such as data collection, cleaning, and analysis, freeing up HR professionals to focus on more strategic tasks. AI can also help identify and extrapolate data patterns and trends that might be difficult or impossible for humans to spot.

Focus on employee experience: 

As organizations seek to create more engaging and fulfilling workplace experiences for their employees, there is likely to be an increased emphasis on using HR analytics to measure and enhance the employee experience. This could involve analyzing data on employee satisfaction, engagement, retention and productivity or turnover and absenteeism using which  more effective training programs and policies can be designed.

Integration with other business functions: 

As HR analytics becomes more sophisticated and integrated with other business functions, it is likely to become an even more powerful tool for driving business performance to greater heights. This could involve integrating HR analytics with financial, marketing, or supply chain analytics, for example, to gain a more comprehensive view of organizational performance as a whole.

In conclusion, the future of HR analytics is likely to be characterized by greater use of advanced technologies like AI, a focus on strategic data-driven decision-making, and a more holistic approach to understanding and enhancing the employee experience.

In conclusion, the use of HR Analytics has become increasingly important in modern organizations as they strive to make data-driven decisions about their people strategies.

The top 10 HR Analytics case studies demonstrate the tangible impact of data-driven HR strategies on employee outcomes and business results. From reducing road traffic accidents to improving employee engagement and retention, these HR analytics case studies show how organizations can use HR Analytics to make informed decisions about their people strategies and drive business success.

By using HR Analytics, organizations can gain a deeper understanding of their workforce and make changes towards better competitive compensation and benefits packages , providing better training development opportunities for career growth and medical well-being, resulting in a more engaged, productive, and productive, and satisfied workforce.

We hope you found inspiration from our list of HR analytics case studies.

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13+ HR Case Studies: Recruiting, Learning, Analytics, and More

Reposting a piece from the blog over at Lighthouse Research because I know not all of you subscribe over there!

While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies, we do a fair amount of qualitative research as well. We’ve collected case studies over time (and continue to) that highlight interesting approaches and examples of innovation within human capital management. The list below offers a wide variety of industries, examples, and flavors for you to learn from.

Want to see another topic or example not listed here? Comment below and and I will see what we can do to find that for you!

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Patagonia: measuring the roi of hr programs, hr strategy, employee perks and benefits.

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Hot Chicken Takeover: Employee Benefits, Corporate Culture, Leadership, and Social Responsibility

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McDonald’s: Learning Measurement, Business Impact, and ROI

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Ben Eubanks is the Chief Research Officer at Lighthouse Research & Advisory. He is an author, speaker, and researcher with a passion for telling stories and making complex topics easy to understand.

His latest book Talent Scarcity answers the question every business leader has asked in recent years: “Where are all the people, and how do we get them back to work?” It shares practical and strategic recruiting and retention ideas and case studies for every employer.

His first book, Artificial Intelligence for HR , is the world’s most-cited resource on AI applications for hiring, development, and employee experience.

Ben has more than 10 years of experience both as an HR/recruiting executive as well as a researcher on workplace topics. His work is practical, relevant, and valued by practitioners from F100 firms to SMB organizations across the globe.

He has spoken to tens of thousands of HR professionals across the globe and enjoys sharing about technology, talent practices, and more. His speaking credits include the SHRM Annual Conference, Seminarium International, PeopleMatters Dubai and India, and over 100 other notable events.

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[CASE STUDY] Transforming Organizational Culture

JUNE 10, 2021

We recently put together a case study regarding one of our clients, Rainbow Municipal Water District (RMWD), and thought we’d share it in case you were looking for ideas on improving your own workplace culture. The post [ CASE STUDY ] Transforming Organizational Culture appeared first on Civility Partners.

Your In-Depth Guide to Implementing Job Shadowing (+ Google Case Study)

AUGUST 14, 2023

Benefits of job shadowing Types of job shadowing Developing and implementing a job shadowing program: 7 Steps Real-life job shadowing example : Google’s G2G job shadowing program Stay interview best practices Tips for successful job shadowing What is job shadowing? Contents What is job shadowing?

Case Study: Manufacturing Client Connects Frontline Employees

MAY 2, 2022

For example , employees were asked, “which shifts can you help out with?” Yes, sign me up to receive tips, case studies , and other helpful materials! Δ The post Case Study : Manufacturing Client Connects Frontline Employees appeared first on Bonfyre. Work email *.

Talent Mobility Case Studies and Research [Podcast]

DECEMBER 7, 2016

In addition, I examine some case studies and examples of companies that are doing interesting work with talent mobility, including World Bank Group, Chipotle, and Hootsuite.

Recruiting Feedback Case Study: The Recruiting Revenue Connection

MARCH 11, 2019

In our latest recruiting feedback case study , Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall recruiting effectiveness AND uncover powerful connections between recruiting and revenue generation. Download the Case Study for More.

Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. Our example organization is Springfield Community Credit Union. How much can you save? ArticleID 7414.

What Is a Case Study? How to Write, Examples, and Template

OCTOBER 6, 2023

Learn how to write a case study that showcases your success. Use our template and proven techniques to create a compelling case study for your clients.

20 Learning Management System Examples

FEBRUARY 29, 2024

Discover 20 top Learning Management System examples in our comprehensive guide. Explore LMS case studies and resources. Choose the right LMS for your needs.

Are You Throwing Your Employees Under the Bus? [Case Study] - DecisionWise

DecisionWise

AUGUST 1, 2017

A Case Study on Improving The Customer Experience (CX) at the Risk of The Employee Experience (EX). In this case study we examine how the Chicago Transit Authority sought to improve its Customer Experience while failing to focus on its Employee Experience. Case Study ] appeared first on DecisionWise.

Case Study: The Value Of Pay Transparency And How To Implement It

HR Tech Girl

JULY 5, 2023

Here I aim to shed light on what pay transparency looks like at Compt, explain its mechanics and influence on overall compensation structures and raises, present real-world examples of its benefits, and provide practical considerations for organizations contemplating this approach.

Case Study: How Bonfyre’s Top Manufacturing Site Improved Employee Engagement?

AUGUST 11, 2022

For example , they share site and facilities updates, real-time crisis updates and resolutions, system updates, upcoming events and leadership communications. Yes, sign me up to receive tips, case studies , and other helpful materials! Please indicate if you are in the EU (GDPR). Bonfyre is committed to your privacy.

9 Digital HR Case Studies with Business Impact

Digital HR Tech

OCTOBER 23, 2019

In this article, we have collected some of the best Digital HR case studies we’ve come across. They’re good examples of organizations that really get Digital HR and make the most of it. Each case study is connected to a specific business imperative. What’s in? Anchor Trust 2. Deloitte 5.

What Is Performance Enablement? [+ Real-Life Examples]

JUNE 11, 2024

This article will explain performance enablement, provide examples of enablement in action, and explain how to measure the effectiveness of the performance enablement strategies. Example of performance enablement: Sales enablement Performance enablement can have a positive effect on sales performance.

Case Study: Growing Your Sales Organization Beyond The Deal

MARCH 16, 2017

In the following case study , you will learn how a high-growth company uses a software solution to respond to these challenges. For example , responses to “what are you hearing about our competition?” For example , his SDRs are capturing all of the biggest objections that they receive early in the sales cycle.

Case Study: Bonfyre helps call center leaders to engage teams in a remote setting

APRIL 27, 2023

For example , Bonfyre can be used to share training materials, facilitate DEI discussions, and recognize employees for their diversity and inclusion efforts. Yes, sign me up to receive tips, case studies , and other helpful materials! Bonfyre is increasing awareness and impact of learning, DEI, and other programs.

Text Analysis in HR: A Brief Case Study

JANUARY 5, 2020

Take ‘ use’ and ‘ need’ as examples : do they occur often due to a particular focus on what is needed or should be used, or do they typically occur anyway when sharing knowledge through writing? In my opinion, text mining and natural language processing are prime examples of that. Words that are common may not always be important.

Case study: Executing a recruitment marketing video plan

MAY 19, 2021

This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. was the right fit, not only from the great examples of quality work they provided, and the array of project options that they offered. Read the Full Case Study .

Case Study – Goulburn Valley Water

NOVEMBER 26, 2020

A Case Study on Performance Management & Policy Management. For example , it was difficult and time-consuming to identify who had read, understood and signed off policies due to the inability to produce reports on policy compliance for managers, the risk team and an external auditor.

The Talent Slow Fade: A Case Study of Motley Fool’s Approach to Engagement

JULY 6, 2017

In one example provided by the company, Burbage talked about one of the company’s engineers. This is a great example of talent mobility in action –using employee interests and strengths where they can benefit the company the most. How can we help people be happy and pursue their interests and strengths? How does this sound?

13 HR Analytics Courses Online To Check Out in 2024

FEBRUARY 23, 2024

All subjects are illustrated by real-life examples of how various organizations tap into HR analytics techniques to help them flourish. A dashboard example is included below. It includes facilitated discussions, case studies , group and individual activities, and self-assessments. Want to know more?

How Bosch Uses Gamification to Build HR Analytics Skills (Case Study)

AUGUST 7, 2019

Some examples of the activities included: Participating in discussion forums with other HRBPs to learn and share best practices. For example , employees had the opportunity to earn badges while progressing through their scorecard. Along the way, there were small prizes and moments of recognition to celebrate learning.

Wal-Mart: Our Fastest Growing Business Line is Delivering Experiences [Case Study]

APRIL 26, 2018

For example , one area in particular that is growing faster than any other part of the business is personal shopping assistance. For example , how should you respond if the customer’s item is out of stock? This set of training examples in itself is highly indicative of the kind of work these people are doing.

Case Study: Growing Your Marketing Agency With Automated Employee Feedback

MAY 24, 2017

For example , when co-founders Kelsey Meyer & John Hall were leading a team of ten, a weekly in-person meeting was sufficient to surface and address the most important issues facing the business. Influence & Co. , With hierarchy now in place, passing information up the ladder was critical to prevent information bottlenecks.

Case Study: How One Healthcare Agency Uses Appreciation to Improve Business and Patient Outcomes (#greatness17)

AUGUST 8, 2017

This data is one company’s example of how to do that, but it’s a great script for those of you that are looking to explore the value that appreciation and recognition can bring. Thanks to O.C. Tanner for the invitation to the event and for access to Ms. Ullom-Vucelich for the amazing conversation! Enjoyed this?

Case Study: Steelcase Uses Onboarding Technology for Leadership Development

FEBRUARY 4, 2019

That’s what companies are discovering about onboarding technology and here’s a super interesting example . For a deeper look at the Steelcase program, read the full case study . The post Case Study : Steelcase Uses Onboarding Technology for Leadership Development appeared first on SilkRoad. Unlimited possibilities.

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Using People Analytics to Build an Equitable Workplace

• David Anderson,
• Margrét V. Bjarnadóttir,
• David Gaddis Ross

The technology has potential to improve HR processes — but managers must be aware of its limitations.

Automation is coming to HR. By automating the collection and analysis of large datasets, AI and other analytics tools offer the promise of improving every phase of the HR pipeline, from recruitment and compensation to promotion, training, and evaluation. These systems, however, can reflect historical biases and discriminate on the basis of race, gender, and class. Managers should consider that 1) models are likely to perform best with regard to individuals in majority demographic groups but worse with less well represented groups; 2) there is no such thing as a truly “race-blind” or “gender-blind” model, and omitting race or gender explicitly from a model can even make things worse; and 3) if demographic categories aren’t evenly distributed in your organization (and in most they aren’t), even carefully built models will not lead to equal outcomes across groups.

People analytics, the application of scientific and statistical methods to behavioral data, traces its origins to Frederick Winslow Taylor’s classic The Principles of Scientific Management in 1911, which sought to apply engineering methods to the management of people. But it wasn’t until a century later — after advances in computer power, statistical methods, and especially artificial intelligence (AI) — that the field truly exploded in power, depth, and widespread application, especially, but not only, in Human Resources (HR) management. By automating the collection and analysis of large datasets, AI and other analytics tools offer the promise of improving every phase of the HR pipeline, from recruitment and compensation to promotion, training, and evaluation.

• David Anderson is an Associate Professor of Analytics at the Villanova School of Business. His research focuses on the gender pay gap, specifically how companies monitor and address pay gaps, the downstream effects of gender pay gaps, and the impacts of pay equity and pay transparency legislation. He also is a cofounder of PayAnalytics, a software startup which helps companies measure, address, and monitor demographic pay gaps.
• Margret Vilborg Bjarnadottir is an Associate Professor of Management Science and Statistics at Robert H. Smith School of Business at University of Maryland. Her research focuses on how to use optimization and machine learning to address problems of social importance, including pay equity. She is the cofounder of PayAnalytics, which focuses on closing pay gaps and building equitable workplaces.
• David Gaddis Ross is the R. Perry Frankland Professor at the University of Florida’s Warrington College of Business Administration. His research examines the governance of firms, with a particular focus on gender issues in top management and the foundations of strategy. Prior to becoming an academic, David worked for over a decade on Wall Street, where he advised governments and firms on mergers & acquisitions, restructuring, privatization, and cross-border tax and accounting arbitrage.

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