We’re back with the latest edition of our monthly “Most Trending HR Articles”! We’ve selected the best HR analytics articles of September 2018 for you to read. So grab a cup of coffee, sit back and enjoy these next 5 articles.
#5: What Your Boss Could Learn by Reading the Whole Company’s Emails
If the title of this article doesn’t intrigue you, I don’t know what would!
We recently launched a new masterclass on Natural Language Processing and it’s great to see that more and more HR professionals are seeing the added benefit of this exciting new field to HR.
In his article, Frank Partnoy discusses the potential of Text Analytics and its added value over the past few years. While Wall Street has been using Text Analytics for many years now, it has not yet been widely used to assess the words written by employees at work.
Many firms are especially sensitive about the intrusion on privacy.
These privacy issues are a concern to employees, as the feeling of being constantly monitored has a detrimental effect on engagement and trust. However, proper text analytics usage can be used to bring great value to companies, whilst remaining privacy friendly.
How? Read the rest of Frank’s article to learn more!
#4: The High Cost of Employee Turnover
For many HR professionals, reducing turnover is one of their key objectives. They know how detrimental voluntary turnover can be for the business, from the loss of expertise as well as the costs associated with hiring a replacement.
However, these feelings are usually based on gut instincts. We know that it’s bad, but how bad is it really? Sean Preusse answers this question with his practical article on calculating the cost of employee turnover.
It’s a very insightful article and I highly recommend that you read it. If you’ve been building a business case to reduce turnover in your company, but have had difficulties putting an actual number on it, this article is for you!
#3 Analytics in HR – Interview with Hannah Spell
HR professionals are great at writing insightful articles, but interviews and podcasts are still somewhat rare.
This month, Erik van Vulpen had the pleasure of interviewing Hannah Spell, co-author of a book on people analytics titled Predicting Business Success. In the interview, they go over numerous People Analytics topics.
Amongst other things, they talked about the value of people analytics, different case studies, the use of advanced statistical analytics techniques, and tips for getting started with people analytics.
It’s a great interview for aspiring HR Analytics professionals and I highly recommend that you watch it!
You can watch the full interview on our AIHR YouTube channel.
#2: HR in the Flow of Work: A New Paradigm Has Arrived
Josh Bersin is no stranger to our monthly list. This time, he reaches the #2 spot with his article on how the flow of work will define the role of HR for years ahead.
In his article, Josh explores 5 different situations which made him come to this conclusion. He says that:
- Today, businesses and employees are overwhelmed
- The pace of work is accelerating
- Individuals are way too busy
- AI is making HR systems conversational
- Design thinking is here to help
He concludes by saying that when you think about the “employee experience”, you have to think about how to stop interrupting people. Instead, thinking about how to make their work easier, more productive and more meaningful.
It’s a very in-depth article, with a ton of great insights. You can read the full article here.
#1: The Happy Tracked Employee
Similar to our #5 article, our #1 article also covers data privacy and ethics. It’s written by Ben Waber, a highly respected HR Analytics Leader and CEO at Humanyze and writer of one of the earliest books on people analytics.
In his article, Ben discusses what personal information companies have a right to collect, and how they should be expected to use and care for it. It’s an incredibly interesting discussion to have. Ben does a great job in answering these questions and explaining what the playbook is for ethical, smart use of employee data.
First, he mentions that data collection should include an opt-in program.
Secondly, communication and transparency are paramount. Companies often withhold information from workers about what data is being collected and why. When found out, which happens often, the company will incur a severe backlash.
Third, you have to understand that data aggregation is difficult and can still allow for the identification of unique individuals.
Finally, you have to look beyond the numbers. No matter how sophisticated a company’s data gathering is, it will be useless if the firm doesn’t measure the right things.
Ben’s article goes into much more detail and explains, with great examples, how you should collect data in your company that is both ethically, and effective. You can read his article here.
That’s it for this week! Again, five great articles that are advancing our thinking about people analytics – especially in the field of ethics. Not everything that we can measure, should be measure. We expect this discussion to continue in the coming months.