In this year’s annual list of top Workplace Trends, the Workforce Institute board predicted that analytics would turn a corner in 2015, with an increasing number of organizations expected to begin using analytics for evidence-based decision making in their workforce management practices. Now that we’re halfway through 2015, we’ve invited two data experts on the program to discuss if this prediction is becoming reality.
My first guest for this podcast is David Creelman, CEO of Creelman Research and fellow board member at The Workforce Institute. As an analyst, author, and industry expert, David helps HR leaders identify, understand, and address emerging trends in human capital management. He also partners with Carnegie-Mellon to lead a community of practice on analytics and evidence-based decision making for a group of Fortune 500 companies. We were joined by Gregg Gordon, a colleague of mine at Kronos who oversees our big data for workforce management group. This team of data scientists, business intelligence designers, and strategic consultants work with Kronos customers to deploy analytic solutions in workforce management. Prior to launching the big data workforce management group, Gregg led the manufacturing business practice at Kronos for nearly a decade. During that time he authored the book, Lean Labor: A Survival Guide for Companies Facing Global Competition, which is currently being transformed into a course by the American Payroll Association. Gregg, welcome to Workforce Institute Radio.
During this conversation, we explored what’s happening at the intersection of big data and workforce management and discussed the following questions:
- Based on conversations you’ve had with human capital management and workforce management leaders, what’s the general market mindset about leveraging analytics to manage the workforce? Are HR leaders and other key stakeholders buying in?
- Have you seen common factors that have led to analytics success? Or, conversely, what could make an analytics project fail?
- How can organizations ensure employees that analytics can HELP their individual job roles and make their working lives better?
- Have you seen specific instances where analytics are being used to engage and reward the workforce? (e.g. rewarding top performers)
- Where do you see analytics technology having an impact on workforce management over the next 5-10 years
You can listen to our conversation below. And please weigh in by adding your own comments to this post. What’s working for your organization when it comes to leveraging data insights?