Entries by SMD

Benchmark Myopia and the Need for Business Drivers

It is a typical practice in many industries to be curious about, and focus on, benchmarks to get an idea of “where you stand” on a particular metric. To be clear, benchmarks are a good piece of information to know when examining your performance—but when leaders, particularly in HR, live and die (i.e., base their […]

Millennials – Why all the Fuss? Part II

Part II: The Scientific Community’s Stance Not Truly Generational Part I of this series dove into the firsthand research we’ve conducted at SMD. Let’s take a look at what the scientific community has published on the topic. From an academic perspective, the issue seems to be that research methods aren’t truly examining generational differences. Research […]

Millennials – Why all the Fuss? Part I

Part I: Firsthand Research With so much hype about millennials, we set out to determine if they truly behave in the workforce differently than other generations. Like any good scientists, we needed facts and data. We turned to our own client research. We’ve conducted roughly five studies in the past six months to determine if […]

Predictive Analytics in HR: Our Crystal Ball Says …

Part V This is what you’ve all been waiting for: our last prediction! We saved this one for last because it’s very personal to you and your development in the future. #5 Demand for Analytics Skills will Continue to Grow We are already seeing an increasing demand for HR analytics skills. Actually, there is already […]

Predictive Analytics in HR: Our Crystal Ball Says …

Part IV We are continuing to take a look into our crystal blog with our five-part predictions series. This fourth prediction is probably the most important for you to consider as you develop analytical capabilities in your organization. By the way, if you missed our previous predictions, you may read them here. #4 Bad Analytics […]

Predictive Analytics in HR: Our Crystal Ball Says …

Part III We foresee our next prediction because it will be a direct result of our last prediction, which was “Adoption and Change Will be Slow.” HR organizations that do analytics the right way will have a significant competitive advantage because few will do so quickly. #3 A Competitive Advantage with ROI … for Some […]

Predictive Analytics in HR: Our Crystal Ball Says …

Part II We are continuing on with our predictions for predictive analytics in HR blog series. Now on to #2. #2 Adoption and Change will be Slow Adoption of predictive analytics in the HR world will be relatively slow. This may not seem like a bold prediction, but it’s certainly worth discussing.  Let’s review what […]

Predictive Analytics in HR: Our Crystal Ball Says …

Part I If you’d heard it once, you’ve heard it a million times. Predictive analytics in HR. We can all agree that predictive analytics is not going away (a good thing because leveraging the approach properly will behoove you and your organization) so we began pondering how this approach will impact you, your organization and […]

How Thought Leaders Kill HR Credibility

HR fads have been around a long time. Snake oil vendors have peddled everything from empowerment to job loyalty, to employee engagement, and just wait for the next one … agility! These have all been breathlessly presented as must-haves for the HR department to chase around. Consider this comparison: ACTUAL SNAKE OIL: • Claims to […]