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HR Analytics Gives Alabama Firm Better Insight
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Curt Franklin
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Curt Franklin,
User Rank: Strategist
6/9/2015 | 10:44:15 AM
Re: Capital Intensive and Human Capital Intensive
@Brian.Dean, it's very true -- at a certain level of analytics we tend to view all businesses and all employees the same. I think one of the reasons behind this is fear: executives are afraid that, if they treat their business as unique and things don't go swimmingly, they'll be blamed and suffer the consequences. If, on the other hand, they point to "business research" as justification for their actions, they're often shielded from the worst consequences.

In the US we have a number of cultural things working, as well. In general, we distrust leisure time and those who enjoy it -- "Idle hands are the devil's workshop," and all that. When I look at my own history I know there's a point at which I do value time off over a few more dollars in the paycheck and I get the feeling this is even more true for my son's generation. It's going to be interesting, indeed, to see how HR practices change to meet the needs of the millenials.
Curt Franklin
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Curt Franklin,
User Rank: Strategist
6/9/2015 | 10:26:36 AM
Re: Automation tasks
@kstaron, you raise an interesting point, and one that we tend not to talk about in IT: When would it be more cost-effective to go back to the "old fashioned" way of hiring a person to do a task rather than paying a software vendor for the automated solution?

For the last three decades one of the basic justifications for IT spending has been reduced head-count: Is it possible that it would be cheaper to simply pay someone to work with a spreadsheet?

I know that people are expensive but I think this is a great question that's asked far less often than it should be.
Curt Franklin
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Curt Franklin,
User Rank: Strategist
6/4/2015 | 1:39:52 PM
Re: Capital Intensive and Human Capital Intensive
@Whoopty, I agree that it would be most interesting to see how closely employee satisfaction tracks compensation. I think it would be even more interesting to see whether employee happiness really does start to level off after a certain level of compensation, or whether there are alternative sorts of compensation (like time off) that have a greater impact than simple pay level. I strongly suspect that HR pros are about to start learning some intriguing lessons as analytics advance: The real question is whether corporate executives will pay attention.
Curt Franklin
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Curt Franklin,
User Rank: Strategist
6/4/2015 | 1:35:48 PM
Re: Capital Intensive and Human Capital Intensive
@Brian.Dean, much of the historic analysis of HR data has centered on increasing the value of the "human capital" that makes up the workforce -- factors that include, as you note, certification, training, and so on. Now, HR professionals have begun paying attention to many more factors and the HR analytics software has started to reflect that.

It's interesting to see the degree to which "soft" factors like employee satisfaction can have an impact on very hard numbers like productivity and employee churn. I suspect that we're going to see a number of companies paying much more attention to employee satisfaction as the anaysis shows the correlation between happier employees and better company financial results.


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