January 3, 2015 at 11:02 am
Comments posted to this topic are about the item Staying Successful
January 5, 2015 at 6:32 am
Is the first link to AllAnalytics right? It doesn't seem to be about a college, but instead about the writer's last day.
January 5, 2015 at 6:45 am
This is similar to something HP has done, trying to predict if employees might leave and intervene to see if something can be done. I heard an interview with the HP managers, who praised the program, and found they were among the most likely candidates to leave the company.
So HP management crunched the numbers in an effort to determine which employees were most likely to leave and ultimately determined it was HP managers. LOL! No surpise there. Also, I think we can guess what accomodations they suggested to HR if they wanted to retain themselves.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho
January 5, 2015 at 7:28 am
The idea isn't all bad. Technology aside, just figuring out real patterns that lead to losing employees and training the managers to see them would be useful. It gets complicated after that. Managers who might be penalized for turnover could have that balanced by showing the risk scores couldn't be mitigated (more money just wasn't an option). I have to wonder at some point if the system doesn't get gamed, with all sorts of fun impact. Technology aside, I wish all companies would evaluate their staff annually. Sometimes you can mitigate, sometimes the best thing is help them find the next thing, internal or external.
Money isn't as dumb as it sounds for managers. There is a high failure rate for managers, few make the leap from employee to manager successfully. Some fail, some hang on while failing, some succeed. The possibility of more money can drive them to try harder at what is really a career change. Without it, many decide life is simpler just being a worker bee. It did say this was particular to the sales team and that makes sense, as a sales person you're essentially uncapped - you can make more if you want to, and the incentive structure is always interesting.
January 5, 2015 at 7:45 am
Brian.Klinect (1/5/2015)
Is the first link to AllAnalytics right? It doesn't seem to be about a college, but instead about the writer's last day.
Sorry, somehow the URL got messed up. It's here: http://www.allanalytics.com/author.asp?section_id=1411&doc_id=274996
January 5, 2015 at 7:47 am
Eric M Russell (1/5/2015)
This is similar to something HP has done, trying to predict if employees might leave and intervene to see if something can be done. I heard an interview with the HP managers, who praised the program, and found they were among the most likely candidates to leave the company.
So HP management crunched the numbers in an effort to determine which employees were most likely to leave and ultimately determined it was HP managers. LOL! No surpise there. Also, I think we can guess what accomodations they suggested to HR if they wanted to retain themselves.
It wasn't more money. If you dig into the results, some people left, but more they found that people working in HR weren't satisfied. Not making enough of a difference for themselves. Some of them were fine, some they made other accommodations for.
January 5, 2015 at 8:01 am
Our company does an review by all employees (every other year) as to how we are doing as a company, issues, problems, highlights, etc. The company then takes actual action to try to improve things. It helps but is no magic bullet.
January 5, 2015 at 8:16 am
Is this something you would trade privacy (of which there is little at work) for data?
January 5, 2015 at 8:17 am
Iwas Bornready (1/5/2015)
Our company does an review by all employees (every other year) as to how we are doing as a company, issues, problems, highlights, etc. The company then takes actual action to try to improve things. It helps but is no magic bullet.
Ours does something like this, and the results are tabulated anonymously by a third party.
This technology (in the title post) has a scary element of 'Minority Report'. While it could be used to help, it could even more easily determine who is potentially likely to leave with the temptation to push them out the door, or steer any responsibilities away from them.
The real problem is that patterns that exist on the large scale DO NOT necessarily apply in any individual case. One may identify many factors that can lead someone to crime, but that tells you absolutely nothing about an individual, even if many of the factors apply to him. Yet placing too much value in these indicators may essentially tempt companies (and governments) to do exactly that.
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-- FORTRAN manual for Xerox Computers --
January 5, 2015 at 10:31 am
jay-h (1/5/2015)
Iwas Bornready (1/5/2015)
Our company does an review by all employees (every other year) as to how we are doing as a company, issues, problems, highlights, etc. The company then takes actual action to try to improve things. It helps but is no magic bullet.Ours does something like this, and the results are tabulated anonymously by a third party.
This technology (in the title post) has a scary element of 'Minority Report'. While it could be used to help, it could even more easily determine who is potentially likely to leave with the temptation to push them out the door, or steer any responsibilities away from them.
The real problem is that patterns that exist on the large scale DO NOT necessarily apply in any individual case. One may identify many factors that can lead someone to crime, but that tells you absolutely nothing about an individual, even if many of the factors apply to him. Yet placing too much value in these indicators may essentially tempt companies (and governments) to do exactly that.
Same applies to the "wellness" programs. It's all nice and good that a company wants to invest in making their employees more healthy, but the level of information sharing gets to be scary. I respect my HR folks a lot, but they're HR, not MD's, so sharing what amounts to PHI with them under the guise of a wellness program is a bridge I am reluctant to cross.
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Your lack of planning does not constitute an emergency on my part...unless you're my manager...or a director and above...or a really loud-spoken end-user..All right - what was my emergency again?
January 5, 2015 at 10:49 am
Matt, wellness plans are an interesting example, and one that bothers me more. Retention (or firing) is part of what a company does to succeed, I can see the need for tools to supplement the intuition/experience of managers. Wellness plans start to cross a line for me. Most let you opt out, most opt-in to get some incentive (perhaps a fair trade).
January 5, 2015 at 11:12 am
Andy Warren (1/5/2015)
Matt, wellness plans are an interesting example, and one that bothers me more. Retention (or firing) is part of what a company does to succeed, I can see the need for tools to supplement the intuition/experience of managers. Wellness plans start to cross a line for me. Most let you opt out, most opt-in to get some incentive (perhaps a fair trade).
Unless you work for an insurance company or healthcare IT company, employee wellness programs and health risk assessments are hosted by a third party provider, and the detailed data shouldn't be made available to the employer, not even the HR department. Some insurance providers offer discounted rates on plans for employees who don't smoke or who have a wellness score within a certain range, so the employer may need access to those specific metrics in order to facilitate the process of enrolling the employee for healthcare benefits. But the employer doesn't need access to the employee's full healthcare history. That said, PHI is a particularly rich collection of data that employers, marketers, the government, and Google would love to dig into, and where there is a will, there is a way.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho
January 5, 2015 at 11:13 am
Andy Warren (1/5/2015)
Matt, wellness plans are an interesting example, and one that bothers me more. Retention (or firing) is part of what a company does to succeed, I can see the need for tools to supplement the intuition/experience of managers. Wellness plans start to cross a line for me. Most let you opt out, most opt-in to get some incentive (perhaps a fair trade).
I'd agree, but this isn't really tracking retention (retroactive), it's tracking *likelihood* of retention (predictive).
Both items can be misused in the same way: instead of just anticipating events, they essentially trigger events. As in "that employee is a flight risk", so the company stops investing in them or giving them meaningful things to do, which triggers the employee to leave; or "the employee will likely have some major health issue in the next 5 years" which might trigger getting rid of them.
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Your lack of planning does not constitute an emergency on my part...unless you're my manager...or a director and above...or a really loud-spoken end-user..All right - what was my emergency again?
January 5, 2015 at 5:13 pm
Matt Miller (#4) (1/5/2015)
Same applies to the "wellness" programs. It's all nice and good that a company wants to invest in making their employees more healthy, but the level of information sharing gets to be scary. I respect my HR folks a lot, but they're HR, not MD's, so sharing what amounts to PHI with them under the guise of a wellness program is a bridge I am reluctant to cross.
I understand, though for the most part, this isn't an HR thing. The health insurance companies ask for this in order to lower rates for the company. It would be good, though, to ensure there is confidentiality for employees, as HR certainly doesn't need to see this.
January 5, 2015 at 5:14 pm
Robert.Sterbal (1/5/2015)
Is this something you would trade privacy (of which there is little at work) for data?
What do you mean?
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