Organizations that have analytics talent, whether it’s a dedicated team or just a single data-loving person within the HR function, often struggle with how to leverage the expertise they bring to the table. In today’s discussion, Ben interviews the team at Cox Enterprises: Debbie Morris, Sr. Talent Management Consultant, and Hal Halbert, Reporting Manager, to talk about how the HR/talent function can align and work with the analytics team.
The conversation is a short one, but it is full of insightful comments and ideas on how to pair the best insights and efforts that each brings to the table. It’s not just about doing your job–it’s about supporting each other and the needs of the business.
If you enjoy the conversation, please share the episode with a friend that might find it valuable. Also, if you’re interested, you can connect with Debbie and Hal on LinkedIn:
Download the new research Ben mentioned on reskilling and upskilling employees: http://lhra.io/reskill
Time management is an ancient art, and not everyone has such a skill, as it can be gained in practice and only in practice. By the way, the student years is the best period to learn how to organize your time. After all, the organization of students’ time has its own peculiarities. Now that you have entered a university, college or institute, no one will certainly force you to do your homework or learn something after lessons. No one will control this process, and everything will have to be done by yourself. In addition to studying, there are tons of important things that will have to be done as well.
Actually, the question of how to write a diploma in 2 hours, take a walk with friends, meet a girl, have a beer, cook a pizza, and then meet another girl again, lays in this great science. As we can see, time management for students is a vital skill. Below are the tips on how to organize it. Interesting? Read on! Continue reading
Students can gain from working while studying a lot of various benefits. However, most students feel that having these jobs can distract them from their studies. The truth is, it indeed can get overwhelming. Whether one has a part-time or a full-time student job or online jobs where you offer college essay help, it is possible to do both work and school or college. It will take extra effort to hold down the job and have excellent grades, but it is possible, and many students are doing it. Before you choose to work and take up that job to build your career, you need to evaluate yourself. You must figure out whether you can handle both responsibilities.
It is not only about making money, although, for most students it is, but also about making sure that you build your career and make your life better. Ask yourself, why do we work? It is also easier to balance instead of having to bust your back during your summer when looking for jobs that pay for college. Here are a couple of reasons why you ought to consider working and studying at the same time. Continue reading
The digital marketing space has been transforming in the past few years. If you own a website, you must have realized that marketing is becoming expensive every passing day. You will encounter marketing agencies from all corners giving you offers that drain your pocket. This can be frustrating, especially if you are trying to get your foot in the market. The good news is that digital marketing does not have to be expensive. There are many ways you can market your website and business without having to pay marketing agencies. Here are 9 amazing ways you can use digital marketing to grow your business.
- 1. Custom Email Marketing
In the last few years, it seems like I’ve become the expert on internal talent mobility (the process of moving people inside the organization via promotions, transfers, etc.). I’ve published multiple pieces on the topic, written several white papers (one linked below if you want to check it out), and spoken about it to various audiences as well. Goodness, I even developed some brand new research for a report I just finished with ATD on upskilling and reskilling your workforce (more on that in the coming weeks). I love talking about it and think there’s a ton of value in the approach.
With that in mind, someone recently reached out to ask a nuanced question: how do you get managers on board, since talent mobility is inherently disruptive to their environment?
Talent mobility is obviously a disruption for managers that “lose” an employee that moves internally. This means the manager has to backfill the role just as if the person left the company. However, the good news is that person is still there and still accessible, which means they can offer coaching or support for the new person stepping into the role they left behind.
From the manager’s perspective, this doesn’t create any additional work, though. Research shows people will leave the company if they don’t have advancement opportunities, so the manager will lose the employee anyway. This just gives them a chance to move up internally, keeping their expertise and value within the walls of the company. That’s a win-win.
If managers want to lessen the impact, they should be open with their teams about jobs within the company and also be open to hearing the career aspirations from their staff. By keeping the lines of communication open, managers are less likely to be surprised by a sudden change by someone leaving without notice. When managers try to keep or control their people and their career progression, they end up causing them to leave the company instead of looking for other internal opportunities. Bad move.
If this interests you, I worked with the team at Salary.com to create a guide for HR leaders on how to build a talent mobility culture. A key piece of that is a one-page handout for managers on how to take practical baby steps toward better mobility-friendly practices. It’s here and totally free: check out the report.
Okay, you’ve selected your HR tech solution. You’ve signed the paperwork. Now it’s time for implementation–are you ready?
Technology implementations, regardless of whether you’re using Oracle, SAP, Workday, or someone else, are challenging. That’s because the average HR leader only gets a chance to do this maybe once or twice in their career. It’s easy to miss the mark, and a bad experience can have career-impacting consequences. That said, a great implementation can make you look like a star to your team and your leaders.
In today’s episode, Ben interviews Caleb Fullhart about the key mistakes HR leaders make when implementing HCM technology, including everything from rushing the testing process to failing to fit the technology to their unique business rules. It’s a fun conversation and Caleb brings a ton of expertise to the table.
Vendor demo makeovers podcast episode: http://lhra.io/blog/hr-tech-vendor-demo-makeovers-conversation-george-larocque/
Connect with Caleb on LinkedIn: https://www.linkedin.com/in/cfullhart/
Another reader question today, this time on compensation. If you have questions you can always email firstname.lastname@example.org and we’ll fit it into the queue if possible!
Why do companies pay employees by cost of living of the city/country that the employee is working from rather than the cost/value of the work? Can employees game this system to earn more money?
This is an interesting question, but the truth is it’s not either/or–it’s both. Employers must consider both internal equity and external/market equity when building a compensation structure.
Employers pay what the job is worth, or they will never be able to hire anyone. Try offering a software engineer $10,000 a year and see if they want to work for you. This is about internal value and equity–what value does this job have to the firm relative to other jobs? There’s a general hierarchy in terms of pay rates, which is why an administrative assistant earns less than the CEO. Continue reading