#HRTechEurope – The power of collaboration | Yves Moreiux, BCG

October 24, 2014

HR Tech Europe was kicked off by Yves Morieux of BCG who gave an interesting presentation on how what we’re seeing in the workplace is, at least partly, due to the increasing complexity of organization structures. Complex organization structures divert effort of the members of the organizations – the managers and employees – from doing […]


#HRTechEurope – Visualizing data. What we learnt from David McCandless

October 23, 2014

HR Tech Europe this year is bigger than ever before. I’ve been asked to blog about the data and analytics angle by the organizers so I’ll be posting my own thoughts as the days progress. I have a bit of a concern that conferences about technology is where the HR function discusses analytics but there […]


HR Analytics as the enabler of intuition and imagination

November 23, 2013

Jon Ingham and I agree on a lot of things but we’re not aligned on analytics. I believe that the heart of this is due to a common misconception about what is analytics, and how the modern analytical approach works. At the heart of all we do is probability. Our work, like most other analysts […]


Predictive analytics in employee engagement reporting

November 18, 2013

In the last post I explored how the opportunities presented by data-mining could enable us to create and use surveys which reduced the number of questions we ask employees whilst potentially expanding the survey’s breadth. This one suggests another use of data-mining – to build predictive models to help understand survey results. When presenting data […]


Using data science to shake-up employee surveys

November 14, 2013

Employee surveys typically run something like this. We ask all employees once a year a number of questions and then carefully report the results. There are always more potential questions than we can ask with ‘every man and his dog’ wanting to ask about his / her / their pet topic. After a long discussion […]


Another example of our work

May 22, 2013

Real examples of our work are somewhat hard to share due to client confidentiality, however we do occasionally work with companies outside our usual HR / employee-data domain and these can be excellent windows into the type of work we deliver. For the publication of today’s Financial Times / Bowen Cragg & Co Index of […]


New directions in employee engagement research

April 17, 2013

During the first few months of 2013 we’ve seen a huge increase in the number of organizations wanting to change the way that they’ve traditionally measured employee engagement. The standardized, once-a-year survey is being challenged like never before. Part of this seems to match a marked shift in the types of individuals responsible for employee […]


Cost ≠ Value. Issues with the total compensation approach

April 12, 2013

In several sectors compensation professionals and the HR teams they serve talk about total compensation. When communicating compensation messages with employees and prospective employees they sum the cost of each component and present this as the value of the total package. Unfortunately what is important to employees is not the fiscal cost of the package, […]


The new HR analytics centre of excellence

April 2, 2013

HR analytics at the top firms continues to develop at a rapid rate, but one thing remains certain – that the direction it’s moving continues to demand new skills for the HR department. When I was part of the global HR analytics team at a global bank I was the only economist in a team […]


Why prediction is essential for reporting

March 24, 2013

In the last post I discussed the concept of answering the obvious next question when showing data. This one extends that theme to show why reporting frequently needs to include forecasting or prediction. Most maturity models of HR analytics show that reporting is the first step and needs to be achieved before moving on to […]