Help Wanted: HR Analysts Paul Juniper, Queen’s IRC Director, 2016
Get ready to see this job ad a lot in the near future. 2016 seems to be the year when HR Analytics hits the windshield of our corporate bus. There is an increasing demand from organizational leaders for evidence-based decision making.
Unfortunately I think it will take a while for our certification programs in HR to fully integrate these needs into the supporting training.
At present we can end up with a situation where we have lots of data but unfortunately, it isn’t the data we need, or it isn’t accessible in a meaningful way.
So, to be successful at HR analytics what do we need?
Are You Concerned About Global Privacy? You Should Be! Ian Turnbull, Director, The Canadian Privacy Institute, 2016
You likely believe that your organization’s data – operating, financial, human resources – is a key resource and you have policies and processes in place to mitigate any risk.
Whether or not your organization operates in just one province, or just within Canada, you should understand that the principles and guidelines of data management are not grounded in geographic jurisdiction. Data management, and the security and privacy of that data, is a global issue.
Goodbye Safe Harbor In October 2015, the “Schrems” decision by the European Court of Justice ruled that the “Safe Harbor” structure between the US and the European Union (EU) is invalid.(1)
The US has no federal privacy law (a source of serious concern to many organizations), and Safe Harbor was the means by which US-based firms could previously get blanket approval regarding the movement of personal data, including HR data, between the US and all EU member countries.
There is No Cookie Cutter Approach to Labour Relations Leanne Gray, Director of People Services, Toronto CCAC, 2015
As an HR professional or senior leader, you spend years mastering the labour relations fundamentals. Not the textbook fundamentals, but the behaviours, the actions, communication styles—the way you handle sensitive situations. You log numerous failures, like the time you told the union that the grievance was invalid because they used red ink, the time you were new and mistook a seasoned union employee for a manager and accidentally told them your grievance strategy, and the time(s) you said “sure, we can do that” at the Labour/Management table when you really should have said “let me look into that.”
You learn. Your teachers are your HR superiors, your management teams and your unions. Yes. Let the unions teach you too. And be open to their wisdom. Because when it comes to positive labour relations there is no cookie cutter approach.
Our Spring 2016-Spring 2017 Program Planner is available online. It details our new offerings as well as our other foundational and advanced programs. It includes information about our certificates, and a quick-reference 18-month calendar of programs with dates, locations and fees.