We have all run into the office cliché similar to the saying “if all you use is a hammer everything looks like a nail.” Another way of saying this is that if all you see are nails, anything looks like a hammer. In both cases, the focus of misunderstanding is based on overlooking the particularsRead… Read more »
Maintaining a diverse federal workforce and eliminating barriers to equal employment opportunity are not only required practices for federal agencies under the Equal Employment Opportunity Commission’s Management Directive 715, but are also crucial to encouraging a more effective and creative workforce with less internal strife. The private sector is now investing heavily in diversity programsRead… Read more »
This is an excerpt from our recent industry perspective, How Unified Data Architecture Can Revolutionize Analytics in Government. To read the full thing, head here. To see what a UDA can do to elevate business performance, look no further than the transportation industry. The airlines were one of the first to tackle the concept of growingRead… Read more »
Federal HR professionals with access to electronic employee databases typically have access to a wealth of so-called “structured” employee data, or information that can be quickly counted and analyzed in spreadsheet programs to create pivot tables and reports. Examples of structured HR data include employee salary and demographic information and employee survey responses, all ofRead… Read more »
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Last week, I explored how federal agencies can use HR data to build predictive models to evaluate and reduce costly employee turnover. An article published in Business Insider this month described how HR software company Workday built an app to help employers do just that. Workday claims its software can not only predict who isRead… Read more »
When I talk with federal human capital officers about some of the challenges agencies face confronting the prospect of moving toward a more analytical approach to federal talent acquisition and federal performance management, here’s some of what I hear: – “I know it’s important, but the thought of really ‘doing’ Talent or People Analytics is… Read more »
Using a regression model is not only useful for diagnosing employee turnover in the present, but also can help predict who is likely to leave in the future.
Capturing the value of ‘Big Data’ has emerged through the alliterative measures of “v.’ The growth of “v’s” usually has applied to “Big Data” but applies to all data. As in cosmology, questions arise how big “Big Data” is and can there be a limit to how much it can expand. So far, the gravityRead… Read more »
HR professionals can use employee opinions to predict real employment outcomes, and directly compare survey responses with HR data to verify how perceptions manifest in reality.