HR Analytics and Big Data @ Work
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HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
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HR analytics, you report to the CHRO. Period!

HR analytics, you report to the CHRO. Period! | HR Analytics and Big Data @ Work | Scoop.it
News and Opinion from the Fastest Growing HR Network & Conference in the World

Via David Green
Tony Brugman (Bright & Company)'s insight:
Sharp blog post by iNostix' Luk Smeyers. He arues that HR leaders should step up their utilisation of intelligence/analytics. "Dear HR leader, have you ever met a finance chief who hides his/her intelligence two or three levels down in their company? I haven’t." 

He recommends that CHROs should... 
1) take the lead in all (HR) analytical efforts 
2) have a top analyst reporting directly to him/her 
3) mirror HR analytics leaders with role and skills of top consultants 
4) clearly separate HR reporting and predictive HR analytics activitiesr insight
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Compensation still to embrace People Analytics: a matter of skills or behaviors?

Compensation still to embrace People Analytics: a matter of skills or behaviors? | HR Analytics and Big Data @ Work | Scoop.it
A winning employee value proposition cannot be solely centered on the competitiveness of pay. Gauging the overall competitiveness of rewards requires to assess a number of factors related to career,
Tony Brugman (Bright & Company)'s insight:

Good and critical article on using (HR) analytics in the field of compensation. The author argues that compensation can benefit from analytics in at least four ways:


1. Identify the “right” compensation program mix

2. Improve talent attraction and retention

3. Create a clear line-of-sight to influence behaviors

4. Improve performance assessments


Yet, to become more successful he presses that "a fundamental behavioral change is requested"! Requiring a new attitude, which is "more than quantitative skills, (starting with) asking the right question!"

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What to Do Before You Fire a Pivotal Employee - HBR

What to Do Before You Fire a Pivotal Employee - HBR | HR Analytics and Big Data @ Work | Scoop.it
Map the impact on your company’s network.
Tony Brugman (Bright & Company)'s insight:

Very interesting article by Belgian HR and Analytics researchers Bart Baesens, Luc Sels and Sophie De Winne, combining social network analysis and analytics.

 

For example to assess the impact of firing a certain employee. "(It) could reveal new serendipitous insights into the relationship between employee and customer drain, which would allow a company to create an unprecedented competitive advantage."

 

In the HBR article they briefly describe

1. how to model an employee/social network through analysis

2. how to further mapping out the employee network

3. how to analyse the employee network using descriptive metrics

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How to Fail at HR Analytics in 7 Easy Steps

How to Fail at HR Analytics in 7 Easy Steps | HR Analytics and Big Data @ Work | Scoop.it
A ‘leading loser’ shares what he learned the hard way—so you won’t have to.
Tony Brugman (Bright & Company)'s insight:

Nice insights by Mark Berry (experienced HR analytics practitioner). He spoke to SHRM HR Magazine about his lessons learned on HR Analytics.

 

He mentions his pitfalls as seven key actions as a "recipe for failure":


1. Position your program as strategic even if you’ve done nothing that qualifies it as such
2. Focus on the solution before defining the problem
3. Invest most of your resources in technology rather than partnering with the right vendor
4. Hire experts before they demonstrate any expertise
5. Accept a role and reporting relationship that compromises your impact and integrity
6. Delude yourself into believing that others value what you are doing as much as you do
7. Believe your own press

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Dave Ulrich: Don't blow up HR, appreciate and evolve it

Dave Ulrich: Don't blow up HR, appreciate and evolve it | HR Analytics and Big Data @ Work | Scoop.it

"In an exclusive article Dave Ulrich hits back at HR-bashing articles in the popular business press. Rather than ‘blow up HR’, as suggested on the cover of the latest Harvard Business Review, we should appreciate it and evolve it, Ulrich argues."


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Enough with the mud throwing party! The maestro himself, Dave Ulrich, personally adds his contribution to the "HR? Yes/No/Yes/No"-debate.

 

With a positive note he argues that "much is going well for innovative HR. (..) The dated strawman of HR is out of date. Innovative HR exists." According to Ulrich, rather than seeing obstacles, in order to move forward we need to learn to appreciate HR and focus more on the (future) possibilities of HR.

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Andrée Laforge's curator insight, July 24, 2015 9:22 AM

Voici ce que Dave Ulrich a à dire sur le dernier numéro du Harvard Business Review : It's time to blow-up HR.

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Organisations failing to prioritise workforce analytics - HR Magazine UK

Organisations failing to prioritise workforce analytics - HR Magazine UK | HR Analytics and Big Data @ Work | Scoop.it
Almost four in 10 (38%) senior business and HR leaders have little, basic or no knowledge of workforce analytics, according to research from HR management software company Fairsail.
Tony Brugman (Bright & Company)'s insight:

New survey on usage of HR Analytics, shows the 'usual' overview: only a small group (14% of the respondents) does benefit from the use of HR Analytics, while a much larger group of 69% is limited to basic data surveys and reporting.

 

“Despite the focus and discussions around intelligent data and analytics there is a worrying gap between the possible and the actual.”

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C-level and HR leaders must embrace evidence-based HR or risk losing ground: KPMG International report

C-level and HR leaders must embrace evidence-based HR or risk losing ground: KPMG International report | HR Analytics and Big Data @ Work | Scoop.it
Report reveals 82 percent of organizations expect to begin or increase use of analytics in the people function in the next three years, modest increase over 2012 but doubts remain about HR’s strategic value.
Tony Brugman (Bright & Company)'s insight:

New survey on data-driven HR by KPMG and The Economist Intelligence called 'Evidence-Based HR: The Bridge Between your People and Delivering Business Strategy'. Main outcome of the survey is that "Evidence-based HR (is) still at embryonic, pioneering stage".


Other main outcomes are:

 

- 55 percent remains skeptical about the potential of Big Data and advanced analytics to make a real difference to the HR function


- 82 percent expects their organization to either begin or increase the use of Big Data and advanced analytics over the next three years


- Corporate culture is cited as the single largest obstacle to the use of evidence in people management (32 percent), followed by lack of skills and resources (30 percent) and the quality of the data (29 percent)

 

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Tech Insights: The Importance of Data Scientists in HR Technology

Tech Insights: The Importance of Data Scientists in HR Technology | HR Analytics and Big Data @ Work | Scoop.it
Data scientists are becoming important in HR technology. I had thought the big thing about SimplyHired was that they were good at scouring the web for job openings and putting them in one …

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Interesting point-of-view on the role of data scientists in HR Technology.  The claim: Hiring good data scientists is just as important as having programmers.


Why: 1) HR Technology vendors are getting far ahead of HR to understand what they are doing, 2) Big decisions often need deep insight into the data

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Andrée Laforge's curator insight, May 19, 2015 3:44 PM

On a tous besoin d'un bon data scientist en RH...

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HR and people analytics: Stuck in neutral

HR and people analytics: Stuck in neutral | HR Analytics and Big Data @ Work | Scoop.it
Still too few organizations are actively implementing HR analytics capabilities to address complex business and talent needs.
Tony Brugman (Bright & Company)'s insight:

New Deloitte Global Human Capital Trends 2015 report is out! The highlights of the HR Analytics section are:


- Too few organizations are actively implementing people analytics capabilities to address complex business and talent needs.


- Three in four surveyed companies (75 percent) believe that using people analytics is “important,” but just 8 percent believe their organization is “strong” in this area—almost exactly the same percentage as in 2014.


- Companies that build capabilities in people analytics outperform their peers in quality of hire, retention, and leadership capabilities, and are generally higher ranked in their employment brand.

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Predictive analytics forecast for HR software in 2015 - Predictive Analytics Times - predictive analytics & big data news

Predictive analytics forecast for HR software in 2015 - Predictive Analytics Times - predictive analytics & big data news | HR Analytics and Big Data @ Work | Scoop.it
Experts in HR and financial software are predicting that 2015 could produce some important breakthroughs in the use of predictive analytics, in-memory computing, big data and mobile applications.
Tony Brugman (Bright & Company)'s insight:

Prepare for a prosperous year for predictive analytics in the world of HR IT!

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Most HR Data Is Bad Data

Most HR Data Is Bad Data | HR Analytics and Big Data @ Work | Scoop.it
Bottom line: when we look at a rating we think it reveals something about the ratee, but it doesn’t, not really. Instead it reveals a lot about the rater.
Tony Brugman (Bright & Company)'s insight:

Critical HBR article discussing why "all of the data we use to decide who should get promoted is bad data". Although the author makes a good point (eg. data based on perceptions of people by other people are not the most reliable), he does not, unfortunately, present any other solutions to overcome these somewhat 'polluted' data.

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Bringing HR and Finance Together with Analytics

Bringing HR and Finance Together with Analytics | HR Analytics and Big Data @ Work | Scoop.it

As a frequent speaker on workforce analytics at HR conferences, I often start with a confession to the audience: I was formerly a vice president of finance and CFO.

 

In that role, I explain, I worked closely with HR in much the same way that finance professionals likely collaborate with HR professionals in most organizations. I would listen politely to HR’s requests for resources to invest in staff, systems or training. And then I would say “no.”

Tony Brugman (Bright & Company)'s insight:

Good November SHRM article by Jeff Higgins (CEO of Human Capital Management Institute) on "Why must HR learn to speak this language of business numbers?" and "How do we bring HR and Finance together?"

 

In summary, he proposes 5 steps for HR to speak the language of business:

 

1. Compelling Questions (Ask the right questions)
2. Objective Measures and Facts (Historical data, key metric indicators, segmented data)
3. Powerful Visuals and Charts (Charts with insights that tell a story and drive action)
4. Qualitative Storytelling ("Two of our top three salespeople came from other industries.”)
5. Link to Business Impact (ROI/Cost/Profit)

 

This article was previously published in Workforce Solutions Review: http://www.ihrimpublications.com/WSR_Online_Archives/Jeff_Higgins-WSR_May14.pdf

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Arun Krishnan's curator insight, February 1, 2015 10:36 PM

These five steps mentioned help not just HR functions within organizations but also workforce/talent analytics firms in positioning their products and services to be more effective.

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Big Data in HR. The Big Questions being asked

Big Data in HR. The Big Questions being asked | HR Analytics and Big Data @ Work | Scoop.it

Following the HR Question Time debate held in London, a perspective paper has been written to present the views of the knowledgeable panel. Themes discussed and presented in this perspective paper include:How can HR harness big data insights to help make better informed business decisions?How useful is big data to the HR function in anticipating and predicting workforce trends?Can big data help HR professionals (HRPs) establish themselves as strategic partners in their organisations?

Tony Brugman (Bright & Company)'s insight:

ADP Discussion on: 'What is Big Data and what does it mean to HR professionals?' Watch the whole debate in video (https://www.youtube.com/watch?v=FfG1ft9QDew) or read the summary paper.

 

According to the panel discussion "Integration (of HR data with the rest of the business) is the Holy Grail". Yet, there are many challenges ahead such as 'data fluency' of HR professionals, transparency and collaboration with the business and other departments, and to another level cleansing and structuring the data.

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Measuring up: HR’s new need for leaders in data analytics

Measuring up: HR’s new need for leaders in data analytics | HR Analytics and Big Data @ Work | Scoop.it
As companies grow more metric insistent, HR departments must tap talent in new ways to build and expand their capacity to analyze and offer critical information about human capital.
Tony Brugman (Bright & Company)'s insight:
New research report by HR & Leadership expert Korn Ferry Institute on HR Analytics and what this requires from business and HR leaders.

"The benefits of HR analytics can and should extend beyond the HR function. Because HR analytics requires integrating data from across the business, internal relationships and collaboration among very different lines in the enterprise grow stronger."

"As CHROs and HR departments have shown greater business acumen and the capacity, beyond excelling in their dealings with talent, to improve organizations’ financial performance, their engagement with CEOs and boards of directors has deepened in recent years. These increased responsibilities have resulted, in part, through their capacity to provide analytics data."
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8 Things Mark Berry Can Teach You About HR Analytics

8 Things Mark Berry Can Teach You About HR Analytics | HR Analytics and Big Data @ Work | Scoop.it
If one person in the HR analytics world has been in the press all the time in the past years, it's for sure Mark Berry. Enjoy reading his great learnings.
Tony Brugman (Bright & Company)'s insight:

Great interview! Colleagues of iNostix spoke with HR Analytics veteran Mark Berry (former VP HR at ConAgra Foods  now VP HR/CHRO at CGB Enterprise).

 

Luk Smeyers (iNostix) and Mark Berry discussed 8 aspects for successful HR Analytics:

1. Reporting directly to the CHRO
2. Inside or outside HR?
3. The CHRO and his/her analytical acumen
4. Gathering data outside of HR?
5. Building analytical credibility
6. Build or buy?
7. Skills for doing HR analytics
8. Analytical acumen for HR business partners

 

(See also http://sco.lt/5RPbjl for Mark Berry's article about 7 ways to fail with HR Analytics)

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Critical Evaluation: Put Your Analytics into Action (by Jeanne Harris) - SHRM

Critical Evaluation: Put Your Analytics into Action (by Jeanne Harris) - SHRM | HR Analytics and Big Data @ Work | Scoop.it
Jeanne G. Harris, author and HR thought leader, on how to go beyond quick fixes to building real analytic capability.
Tony Brugman (Bright & Company)'s insight:

Nice tips from Jeanne Harris (co-author of analytics must-reads 'Analytics at Work' and 'Competing on Analytics') on getting more out of your HR analytics this year.

 

"Here’s what HR should do in 2016 to help their organizations get real value from HR analytics:"
1. Develop your company’s analytical literacy
2. Use diverse teams to solve major talent challenges
3. Focus on big results, not analysis

 

"Buying a new software solution is easy, but it is time for HR to forget about quick fixes. Only by building a real analytic capability can HR professionals become the proactive, data-driven critical thinkers and business leaders that their organizations need." - Agree!

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HR: Life After HR Analytics - HR As A Profit Centre!

HR: Life After HR Analytics - HR As A Profit Centre! | HR Analytics and Big Data @ Work | Scoop.it
With the global economic challenges that HR have faced over the past five years or so it’s not surprising that HR has tended to focus on process efficiency which has meant ongoing trade-offs between quality and cost. Finance and budgeting challenges will always drive such an approach but this is where data based business cases (based on business assumptions and data trends) has never been more important to HR. Without it the focus is on solely reducing cost whereas the focus should also be upon

Via Hendrik Feddersen
Tony Brugman (Bright & Company)'s insight:

Good Linkedin post in favor of more business-driven/minded HR through the use of HR Analytics.

 

The author foresees a bright future for HR when fully embracing HR Analytics:

"Analytics is shifting the expectations of HR and their internal clients, (..) the ultimate outcome of an analytics approach to HR is not that we are more numerate but that we become a profit centre in our own right not just a cost centre."

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HR is being left behind! Data analytics are fundamental to everyone else…not HR?

HR is being left behind! Data analytics are fundamental to everyone else…not HR? | HR Analytics and Big Data @ Work | Scoop.it
HR and Resourcing often talk about utilising data analytics, but are we really using them? Predictive analytics is paramount to the success of other departments such as Supply Chain and Logistics… so why not in HR? HR and Resourcing is unique because we get to work with and have an in-depth insight into every other department. We see how accurate and efficient they are, the systems they use and their automated processes. These systems and processes allow other departments to make decisions based
Tony Brugman (Bright & Company)'s insight:

"Other functions are racing ahead and optimising efficiency by using data analytics. However, HR has been rogue for too long."


How many of these articles we will have to read until the big shift?

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Shaantje_B's curator insight, July 30, 2015 2:58 AM

Even though you manage different things - people vs goods - it still needs to be monitored closely. #HR #analytics should get more attention!  

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Steven Marshall geeft implementatietips HR Analytics

Steven Marshall geeft implementatietips HR Analytics | HR Analytics and Big Data @ Work | Scoop.it

HR Analytics is de laatste jaren een toverwoord geworden binnen het HR landschap. Ondanks de vele voordelen worstelen veel HR-managers om HR Analytics goed onder de knie te krijgen. Op Consultancy.nl doet Steven Marshall van Bright & Company uit de doeken hoe (HR) managers direct aan de slag kunnen gaan met HR Analytics.

Tony Brugman (Bright & Company)'s insight:

(In Dutch) Bijdrage op Consultancy.nl met colleqa Steven Marshall over praktische aanwijzingen om aan de slag te gaan met HR Analytics.

 

1. Link met de business2. Vervang intuïtie niet door cijfers, maar laat ze elkaar aanvullen!3. Vertaal resultaten naar concrete acties!4. Begin klein!5. Learning by doing6. Integreer in je HR-processen
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Should Your Voice Determine Whether You Get Hired?

Should Your Voice Determine Whether You Get Hired? | HR Analytics and Big Data @ Work | Scoop.it
Voice profiling is a promising, but tricky, new technology.
Tony Brugman (Bright & Company)'s insight:

Cool HBR piece on HR Technology innovation: using voice profiling to recruit new employees (e.g. for sales and customer service). "The use of computer-based algorithms to predict job fit based on an analysis of a candidate’s voice."

 

Further scientific research is needed to improve accuracy of the technology. Also, the authors/researcher say "we should think carefully about the ethical implications of adopting this method". 

 

"Until we are able to understand precisely how a person’s voice may contribute to organizational effectiveness, and whether it does so better than alternative attributes that a candidate can control, we should regard voice profiling only as an interesting experiment.

 

Also read:

http://www.npr.org/sections/alltechconsidered/2015/03/23/394827451/now-algorithms-are-deciding-whom-to-hire-based-on-voice

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People data everywhere: Bringing the outside in

People data everywhere: Bringing the outside in | HR Analytics and Big Data @ Work | Scoop.it
The time has arrived for HR to leverage the valuable insights people data can yield—from both internal and external sources.
Tony Brugman (Bright & Company)'s insight:
Interesting new section in the Deloitte Global Human Capital Trends 2015 report on the use of People Data from both inside and outside your organisation. The highlights are:
1. HR and talent organizations are expanding their HR data strategies by harnessing and integrating external data from social media platforms and other external sources.
2. This trend is accelerating as more employee data appears online. Thirty-nine percent of surveyed companies are now leveraging social data to support efforts around recruiting, engagement, and understanding employment brand.
3. While analytics programs based on internal data can be tremendously valuable, the most powerful solutions will leverage external as well as internal data to inform critical talent decisions.
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Bosses Don't Bother With Talent Data - raconteur.net

Bosses Don't Bother With Talent Data - raconteur.net | HR Analytics and Big Data @ Work | Scoop.it
Data analysis is being used in virtually ever business function, but we are yet to see a large-scale take up of data analysis for talent management.
Tony Brugman (Bright & Company)'s insight:

Interesting analysis in Raconteur (appendix of The Times and Sunday Times) on "why talent analytics is still underused and undervalued?" The article includes contributions of Peter Cheese of CIPD and Eugene Burke of CEB.

 

Some reasons mentioned in the article:

- Lack of believe among business leaders more analytics lead to better decision making

- Analytics is viewed as a high-cost investment instead of a money-maker when proper implemented

- Quality and integrity of workforce data are too weak

- HR professionals have still a skills gap when it comes to data and analytics tools

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HR Magazine - What's the role for 'big data' in your reward strategy?

HR Magazine - What's the role for 'big data' in your reward strategy? | HR Analytics and Big Data @ Work | Scoop.it

It’s easy to get the impression that yours is the only company not doing anything with ‘big data’. Yet if we dig a little we find that the percentage of companies getting to grips with HR analytics is still pretty small.


Via Elliot Pannaman
Tony Brugman (Bright & Company)'s insight:

This article in HR Magazine is making the case for the use of ‘small data’. "While ‘big data’ and predictive analytics are still rarely practiced in HR, there is a clear trend that businesses increasingly expect HR to understand and interpret the data we DO have." How? By starting small!


The author also suggests, "if you are not sure where to start then follow the money."  For example, start with reward and performance management data.




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Datafication Of Human Capital: What Every Business Leader Should Know Before Translating People Into Numbers - Bright & Company

Datafication Of Human Capital: What Every Business Leader Should Know Before Translating People Into Numbers - Bright & Company | HR Analytics and Big Data @ Work | Scoop.it

‘Our Human Capital is key to our organizational success’: it is hard to find an organization that does not somehow subscribe to this view. These organisations are right too, there’s no doubt about that. But living in the era of Big Data and Human Capital Analytics means organisations cannot afford to make these claims any more without putting their money where their mouth is.

Tony Brugman (Bright & Company)'s insight:

How can organisations successfully apply Human Capital Analytics? What are the benefits of HCA? And why should we care? Based upon our experiences, me and my colleagues wrote an opinion article about the impact of ‘Datafication of Human Capital’ in the magazine of the VU University Amsterdam, Amsterdam Business Research Institute (ABRI).

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The problem is HR, not HR technology - Enterprise Irregulars

The problem is HR, not HR technology - Enterprise Irregulars | HR Analytics and Big Data @ Work | Scoop.it

Powerful Human Resources analytic tools were in abundance at the recent HR Technology show in Vegas. But can/will HR departments buy these solutions? Probably not -- unless the HR group itself changes.


Via David Green
Tony Brugman (Bright & Company)'s insight:

Good opinion article on the HR function in relation to the adoption of new HR technology (especially when it comes to HR Analytics). "HR Technology advanced during the recession but HR departments didn’t." 

 

The author notices that there are two underlying issues within HR:

1. HR leadership hasn’t changed in seven years – except to get smaller
2. HR professionals only buy HR tech that they understand

 

The author suggests that in order to reap the benefits of new technology HR needs to reskill its' capabilities, to recruit different HR talent, and to cooperate more closely with the IT department!

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Bailey Lasseter's curator insight, January 12, 2015 6:35 PM

Very interesting article.

Arun Krishnan's curator insight, February 1, 2015 10:45 PM

The authors attribute the lack of HR adoption of analytics to two main factors:

 

a) HR Leadership hasn't changed in 7 years

b) HR people only buy HR tech that they understand.

 

The suggestions essentially involve re-skilling on the part of HR professionals with newer skills (or bringing in people with skills) such as Math/Quant , continuous learning, Integration and Social sciences (although this I presume would already be a part of an HR professional's toolkit).

 

As someone in the space of HR analytics, I believe that it is also incumbent on companies like mine to help in the process of "educating" HR departments without these skill sets. This of course makes the task a lot more difficult for me and leads to a changed business model but that is probably the only way to be successful.