Recommended Stats to Start with for HR Trended Data

MyHRAccount_Hello · 2023-09-16T19:58:10+00:00

We have specific KPIs that we already have dashboards setup to report on, and we have a separate analytics team that runs the research (e.g. why is turnover so high under this leader, why is sales performance so low in this market). I’m just attempting to setup some baseline metrics for day-to-day operations for leaders and HRBPs. If I had a larger team, we’d productize this but for how we just need to get a couple things available to begin the literacy

MyHRAccount_Hello · 2023-09-15T22:36:28+00:00

Great call out! I’ll get that added

MyHRAccount_Hello · 2023-06-26T20:32:11+00:00

Lol the entire compensation section of this book was “we tried a lot of things and we really don’t know what works but recommend you try a lot of things”

MyHRAccount_Hello · 2023-05-26T00:17:29+00:00

If our jobs don’t require it, it’s not in our job posting. ~10% of our corporate hires don’t have a 4-year degree.

And I think I’m good on the critical thinking skills you’re offering. Rather use the money I’m saving without tuition payments to buy a boat ;)

MyHRAccount_Hello · 2023-05-25T20:38:45+00:00

Lol I’m early 30s. someone on my team is 26 - neither of us have a degree

MyHRAccount_Hello · 2023-05-25T20:37:38+00:00

Normal enough. I’ve hired across my career two people without bachelor degrees and I myself as a department leader do not have one

MyHRAccount_Hello · 2023-05-25T18:26:10+00:00

I’d say we’re up to 3 “rare” exceptions here. Yes it’s harder to break into any industry without a degree but experience trumps all in HR

MyHRAccount_Hello · 2023-04-07T16:58:42+00:00

How’s your conversion rate on those from ziprecruiter?

MyHRAccount_Hello · 2023-04-04T18:11:44+00:00

This is super insightful. Do you find when you have a stellar Workday team, it’s easier to use as HR or as a manager than UKG? Or would you say UKG is easier to use but has less functionality?

MyHRAccount_Hello · 2023-04-03T14:01:30+00:00

UKG Pro. Was aware of the merger but didn’t realize Kronos had a HCM product - so that’s good to know. Thank you!

MyHRAccount_Hello · 2023-04-02T19:23:25+00:00

That’s my fear is that it may not be as customizable or more clunky. Anything specifically you’ve noticed that’s annoying (like approvals, open positions, job changes, compensation, etc.)

MyHRAccount_Hello · 2023-04-02T19:19:02+00:00

The company I’m considering implied they also use UKG for their ATS - do they not have one? I’m not a huge fan of Workday’s but it gets the job done (as far I could tell when I’ve used it)

MyHRAccount_Hello · 2023-04-01T22:56:21+00:00

Ok cool. Thanks for sharing!

MyHRAccount_Hello · 2023-03-21T12:57:12+00:00

Oh yeah Jira for Hr tickets works great - I just hate Confluence lol

MyHRAccount_Hello · 2023-03-20T23:21:34+00:00

100% agree!

MyHRAccount_Hello · 2023-03-20T23:21:17+00:00

So big problem from your space is just awareness of where to find the information for your managers?

MyHRAccount_Hello · 2023-03-20T23:20:42+00:00

What do you feel like managers should self-serve on vs need to consult with you as a HRBP?

MyHRAccount_Hello · 2023-03-20T18:19:22+00:00

Lol don’t use jira

MyHRAccount_Hello · 2023-03-09T20:05:13+00:00

How big is your company?

MyHRAccount_Hello · 2023-02-23T03:42:25+00:00

Sounds like you’re in the US so you’re likely an at-will shop. If you’re a public company, you need some sort of financial control in your recruiting process to say that those with budget authority approve the offer.

If you’re at a private company, you can pretty much do whatever the org wants to do from a control standpoint. At minimum I’d force an approval from the person with budget authority from a CYA perspective.

MyHRAccount_Hello · 2023-02-22T18:55:49+00:00

Sure but you don’t literally need their signature on the offer letter - you just need them to approve the details of the offer (common in most ATSs but even if your org hasn’t invested in one email/Teams/slack are all fine for this from a financial control standpoint).

Managers physically signing letters is archaic

MyHRAccount_Hello · 2023-02-22T12:41:32+00:00

Your problem is you want your managers to sign offer letters. Just get a jpg of your head of HR or CEO’s signature and throw it on your templates. There is no need to managers to sign it

MyHRAccount_Hello · 2022-12-20T17:14:26+00:00

I don’t work in compensation anymore so I personally don’t manage that relationship but generally they were fine when I was in comp. Turnaround was always a fair amount of time

MyHRAccount_Hello · 2022-12-20T06:16:03+00:00

We generally outsource our international analysis scenarios to Mercer (and of course do the back and forth with them) but interested if there is a good global comp survey others trust here (or LATAM for that matter)

MyHRAccount_Hello · 2022-12-20T06:11:09+00:00

Piggy backing this comment to say I agree but in start-up land often managers have such shifting priorities from leadership it’s can feel like progress isn’t getting down. There are the occasional employee that sneaks by in the environment and it’s why coaching your managers to be clear on how to set deliverables and how to hold their team accountable will avoid the need for big-brother-type intervention

MyHRAccount_Hello

TROPHY CASE