Welcome to the latest edition of our monthly “Most Trending HR Articles”! Once again, we’ve selected the best HR analytics articles of last month for you to read and inform yourself. Enjoy!
#5: 3 Dos and Don’ts of People Management
Starting off at our #5 spot, we have an excellent article written by Neelie Verlinden on the dos and don’ts of People Management. In her article, Neelie highlights some of the findings of the 2018 People Management Survey. She took particular note of what (personality traits) your employees value most in a manager.
She found that:
- Do: Give (a lot of) feedback
- Don’t: Underestimate a manager’s impact on employee retention
- Do: Hire men, women (and Millennials) to be a manager
If you want to learn more in-depth on what makes a great manager, be sure to read her article on the 3 dos and don’ts of people management.
#4: 17 Analytics Ideas to Get You Started
Whenever I’m consulting HR professionals on HR Analytics, they often ask me: “Which analyses should I focus on in the beginning?” This is a difficult question to answer, as every company, and every HR professional, has a different strategic aim.
However, many HR professionals simply want a guideline, or at least examples from which they can gain inspiration for their own analyses within their organization. Tracey Smith recognizes this need and has written an excellent article with 17 analytics ideas to get you started.
These analytics ideas cover HR Analytics, Supply Chain Analytics, Legal, Marketing and general Business Analytics. Even if you’re only interested in HR Analytics, it’s worth taking a look at the other analytics ideas in order to gain insights into the other business practices within your organization that uses analytics.
It’s a well-written article, and I highly recommend that you take a look at it. You can read the article here.
#3 How 50 Years of Harvard Business Review Reveals the Past and Future of Business
Evan Sinar is no newcomer on our list. This time, he’s written a review on Business Topic Trends covered by the Harvard Business Review (HBR) over the past 50 years.
By gathering titles from 8,184 articles published in HBR between January 1967 and July 2018, he calculated the relationship between year and frequency of a term’s use within article titles to uncover notable terms, fitting into one of three categories:
- Declining-Focus Terms
- Increasing-Focus Terms
- Nuanced/Stable-Focus Terms
Through his excellent data visualization skills, Evan Sinar is able to show exactly the trend of these notable terms. These terms also follow the trend and focus of business leaders around the world. Below, you can find a visualization of his research:
You can read the rest of his insightful article here.
#2: Moneyball for business: How AI is changing talent management
At our #2 spot, we have an excellent article written by Austin Carr.
Fifteen years after Billy Beane disrupted Major League Baseball by applying analytics to scouting, corporation are rewriting the rules of recruiting. Attracting and retaining talent is one of the top concerns of C-suite executives, outranking anxiety over the threat of a global recession, trade war, and even competitive disruption. Companies are therefore turning to new technologies to help inform increasingly granular employment decisions, from hiring to productivity.
In his article, Austin Carr covers the driving forces behind this change and showcases where we are headed towards in the future. If you’re interested in AI and talent management, this is a great read! Read his full article here.
#1 Influence your CEO with WOW and OW! Talent Data
Coming in at #1, we have a great article written by Dr. John Sullivan.
As most people in HR are aware, human capital is one of the top business concerns for CEO’s around the world. However, the lack of progress in this area is concerning. A significant part of the CEO dissatisfaction comes from weak metrics and analytics that HR has been providing them.
In his article, Dr. John Sullivan showcases how you can provide CEOs with, in his words, WOW or OW analytics. These are not only guaranteed to get their immediate attention (positive or negative), but they are powerful enough to also drive them to demand immediate action.
It’s a great article, with several excellent examples. You can read the rest of his article here.