In a previous blog I wrote about how we started a project to see if we could analyze and predict absenteeism. In this blog I will update you on our project. We were approached by a company with over 10,000 employees. The company’s HR manager was concerned about the increasing rates of absenteeism. He wanted to…
In our previous blog on turnover, part 1, we showed a business case for employee turnover. In this blog, we will take a closer look at the science behind turnover and ask ourselves the question: “Why do people quit?” In 2000, three scientists combined all existing literature on employee turnover. This resulted in a meta-analysis…
A few weeks ago, I spoke with Jake, managing partner in an accounting firm. His most important problem is attracting the right employees. His second most important problem is retaining these people. It turned out that every year over 20% of the employees left his organization. I asked Jake (somewhat surprised) how expensive he thought…
This blog lists 11 key HR metrics. Metrics are a fundamental part of HR Analytics and offer valuable input for strategic decision-making. These key HR metrics provide a quick overview of HR’s effectiveness and can be used as Key Performance Indicators (KPIs). In our previous blog on HR Metrics, we wrote about 14 HR metrics…
You probably hate it when you feel sick – and so does your boss. Absenteeism is a real problem. The U.S. spends $84 billion per annum on absenteeism. This boils down to $560 per employee. The UK spends on average $890 per employee. In the Netherlands, this number is $1,545. I specifically mention the Netherlands…
Last weekend, I couldn’t resist the temptation any longer. Everybody was talking about it and I wanted to know what all the fuss was about. After multiple hours of catching Pokémon, I realized something had happened to me. Pokémon GO motivated me to walk hour after hour until my phone battery died. This game motivated…
Did you know that most (HR) predictions are inaccurate? And do you know why you should never guarantee anonymity when you are dealing with HR analytics? There are many misconceptions about HR analytics. In this blog I will address four of the most common ones. The first two are misconceptions about analytics in general and…
Before starting with analytics, it is important to know where you are now. Research by Bersin (2016) found that 92% of companies believe they are not optimally organized for success. It’s likely that your organization is part of this majority. Despite (or maybe because of) this, organizations are showing tremendous growth in their people analytics…
When we talk about HR data analytics, we use words such as machine learning, algorithms and data mining. However, do we actually know the meaning of these terms? To be honest, the first time I heard them, I didn’t… This blog goes into some commonly used HR analytics terms. 1. Data mining Data mining is…
What is HR’s impact on an organization? Many HR professionals believe that their programs are invaluable. Recruitment programs, skill assessments, leadership development and executive coaching are all examples that are assumed to play a key role in advancing the organization. But do they really matter? Most people agree that HR plays a critical role in…
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