The year 2017 belongs to HR data experts

The year 2017 belongs to HR data experts

Human resources departments around the world will experience profound shifts during the next few years, and it’s all being driven by a single factor — data.

Just as data and the insights it provides has changed many areas of business, it will change the way organisations recruit and manage their staff. The potential benefits for those who get it right are massive.

As we enter 2017 with the knowledge that HR must be able to show credible data relating to factors such as productivity, engagement, and performance.

Let’s check out three critical elements that will feature in your journey as HR Data Ninja:

Data-driven recruitment and management
Rather than using job descriptions, HR departments will increasingly focus their recruitment activity on staff profiles. These profiles will be based on high-performing people already within the organisation. What qualifications do they have? What experience do they bring? What personality traits do they possess?

A new data-driven approach will be taken for staff management too. Rather than promoting people on personal intuition or pressure from managers, decisions will be based on data gathered about their actual performance. Who has consistently met sales forecasts? Who has suggested productivity changes? Who is outperforming?

Such data will be constantly gathered and used to ensure decisions are based on solid evidence rather than intuition or personal opinion.

Looking into the crystal ball: Predictive analytics take charge for performance management
Ultimately, businesses want more productive employees. In an age where every dollar is important, raising employees’ productivity allows you to get more output for the same investment to drive your business forward.

In order to really utilize their employees’ best skills, businesses will look at their workers’ behavior more closely. Are they engaged? Are they happy? What interests them to stay involved within the company? We will see that cloud-based systems will take talent and succession-planning data, to help predict and make intelligent next-role recommendations and connect employees with mentors to help prepare them for that particular role.

Analytics can answer questions you might have thought previously impossible. Predictive analytics not only leads to the source of the breakdown, but also provides forward-looking insights that illustrate how an issue or employee may evolve.

Scouting the players: Businesses will get in the competitor game by identifying with consumers

In 2017, chief human resource officers (CHROs) will recognize that modern, intuitive application user interfaces and consumer friendly applications matter more than ever in the year ahead. While you can put a price on the cost it takes to integrate user experience into your solutions, the value gained from providing a simple, intuitive interface is unquantifiable. This is why many CHROs are looking for ways to create quality experiences that will delight instead of frustrate employees. \

Digital solutions are your gateway to collecting and analysing quality data. So, through the information gleaned from your digital HCM software, businesses will be able to determine how to best align talent strategies to business objectives and remain a top competitor in the workplace.

2017 is going to be an exciting, change-filled year. Through embracing the opportunities of data and analytics, the HR department of 2017 and beyond will become an even more vital resource for successful organisations. Here’s to 2017, Data Ninjas!

By Yazad Dalal

The writer is Head of HCM Cloud Applications, Oracle Asia Pacific

Get That Job!- BRIAN TRACY

Here’s a short excerpt, from my brand new report Get that Job!, that discusses unemployment in our nation’s economy and a few recommendations on how we as a country can transform our economy quickly to get Americans back to work. I hope you enjoy it.

The biggest issue in our country today is jobs and unemployment.  But the fact is that unemployment is unnecessary in our economy.  As long as there are problems that need to be solved, and customer needs to be satisfied, there are always jobs for the creative minority, like you.

The fact is that some people are never unemployed.  No matter what happens in the economy, they bounce back and have a new job within a couple of days, and sometimes two jobs plus a job on the weekend. In this message, I’m going to tell you what we need to do, and what the country needs to do to get everybody back to work again, back to those bad old days of 2005 when unemployment was at 4%.

First, let me give you three types of unemployment, and three things that anyone can do to get back into the workforce.

Three Types of Unemployment

The three types of unemployment are voluntary, involuntary, and frictional.

Frictional unemployment refers to the number of people who are between jobs at any given time, usually about 4 – 5% of the population.  For whatever reason, they have finished one job and have not yet decided to start another.

The second type of unemployment is voluntary. This is where there are jobs available for people but these people refuse to take those jobs because they are holding out for higher pay, or the jobs require that they do work they don’t want to do, or the jobs are located far away from where they currently live.

It is absolutely amazing to me when I read about people who were laid off from $120,000 a year jobs, and have been unemployed for two years, but they are still “holding out” for a job paying them what they used to earn during the boom of five years ago.

The third type of unemployment is involuntary.  This is caused when the government passes laws that make it difficult or illegal to hire people at salaries and wages that companies are prepared to pay.  There are now thousands of regulations and restrictions on employers that increase the cost of hiring someone.

The Cost of Hiring

The true cost of an employee is three to six times their actual salary or wage.  This extra amount includes benefits, social security, medical costs, supervision, facilities costs, vacations, training costs, and many, many more factors that are added on top of the basic salary.

Every time government passes a new piece of legislation in any one of these areas, it makes it harder and more expensive to hire someone for a particular job.

The Definition of a Job

And while we’re on the subject, what is a job, anyway?

A job is an opportunity for an individual to create value, to make a contribution to a company that is greatly in excess of what a person costs in salaries, wages, and benefits.

This means that each employee must contribute more than they cost.  In simple economics, if an employee is not contributing substantially more than he or she costs, the company must let that person go, or not hire them in the first place, if the company wants to survive.

Again, referring to simple economics, companies continue to hire people as long as each new person contributes more than they cost.  If sales decline and company revenues fall, the business has to lay people off in order to survive.  It’s not personal.

When you go into the job market, you are selling your personal services for the very highest price and under the very best working conditions possible.  When the employer goes into the job market, he wants to buy the very highest quality and quantity of services at the lowest price.  Salaries and wages are set by competition in the open market.  If you want to earn more money, you have to create more value.  There is no other way, unless the government hands out money to pay for jobs that create little or no value.

Three Ways to Get a Job

There are three ways that anyone can get a job.  The first is to lower the amount you are demanding for your work.  In times of recession, depression, market declines and reductions in business activities, if you want to sell your services, you have to hold a clearance sale, just like any store.  You have to quickly cut the prices of your product, your labor, if you want to find a customer.

It is amazing how many people think that their salary is determined by what they want to earn.  No.  Your salary is determined by what people can afford to pay you, which is based on the value of the contribution you are capable of making in the current market in comparison with everyone else who wants that same job.  You are in an auction, but in this case, you have to offer the lowest possible price if you want to sell your product against fierce competition.

Do Something Different

The second way you can get a job is by offering to do something different.  With the rapid rate of change today, the explosion in knowledge, technology and competition, many jobs have gone away, and are not coming back for years, if ever.

Move Somewhere Else

The third way you can get a job is by moving to a place where there are more jobs available for what you want to do.  There are parts of the country that are doing well, like Texas, where companies are moving and there are lots of jobs available.

There are parts of the country where there is demand for your skills, but you will have to pack and go there if you want to work.

Because of these three ways to get a job, nobody has to be unemployed for very long. Much of the unemployment today is therefore voluntary.
End of Excerpt


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5 Ways To Challenge Yourself At The Workplace

5 Ways To Challenge Yourself At The Workplace

In a rapidly changing work environment, it becomes essential to keep up.
Almost every industry is in the middle of a major upheaval with skills being redefined in new ways,
and employees — no matter which sector they work in — should be prepared to face any kind of situation.
The best way to achieve this is by continuing to challenge oneself at the workplace.

ET has tips from the experts on how to move outside your comfort zone.

1. Start Small

The best way is to start with small steps and put yourself in uncomfortable situations.
“You could volunteer to do something you have not done before, or even try to lead a small initiative within your team.
Make yourself accountable to such results and constantly track these at the end of set time periods to reflect on the progress,”
said Vipul Singh, head of human resources and communications, ADP.

2. Work In A Different Team
Volunteering to work with a different department or team can be a good way not only to challenge yourself, but also get clarity on what it takes to be in that position.
“Most companies usually have initiatives where employees can spend some time in a different role, which helps them move forward towards career accomplishments.
This helps them understand new roles and challenges them to grow within these roles,”

said Singh.

3. Update Your Skills
Introspecting on your existing skillset is important in order to judge your strengths and weaknesses.
“While there are numerous professional courses to learn new skills, it is also a good idea to develop skills which may not be strictly relevant to the current job,”
said Partha Neog, cofounder, Vantage Circle.
“This will help in developing a fuller understanding of how things work and inspire you to develop better relationships across the company.”

4. Move Beyond Organisational Help
While most companies do have initiatives and programmes in place to help employees learn and do new things,
it’s essential to take ownership for your career path and move beyond just limiting yourselfto these.
“MOOCs (massive open online courses) have democratised learning and you can enrol in a few to pick up some new competencies.
Be sure to allocate regular time for such activities and look at new ways of approaching tasks,”
said Anil Jalali, chief HR officer at Capgemini India.

5. Learn From Failure
Every once in a while, when you attempt something new, you may fail.
“It is important to pick yourself up from failures and learn from them.
Don’t be afraid to experiment, don’t be afraid to learn from setbacks and use those lessons as stepping stones for the future,” said Jalali.
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