SPECIAL from HR Tech Las Vegas
In yesterday’s Advisor, we covered HR Tech’s “Creating Intelligence Out of Data” Panel; today, we present more Q&As from Las Vegas.
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Panelists were: Marc Houze, VP global HR for Deere & Company; Andy Kaslow, CHRO of Cerberus; and Keith D. Sanders, senior executive vice president, director of HR, Huntington Bank. The panel was moderated by Kim Seals, senior partner, Mercer.
How do you manage getting new programs accepted?
Houze:
Rolling out new HR programs is always “interesting.” You know who the “bah-humbug” folks are in your organization. You have to start with them. If you can flip them, record them endorsing your new program. Then, all the others will clamor for it. Of course, you have to have something to offer.
Sanders:
Think about your stakeholders—where are their pain points? You have your analysis, but when you present your plan, you have to match it up to the stakeholder’s analysis. Otherwise, your program will be an “HR solution.”
Houze
Managers need to be a block and tackle, always pulling up and preparing their successors. You always have to keep your eye on the talent.
We face a tricky challenge in international markets where people often do not share our business ethics. We have had good luck training them with our leadership acceleration program. We send executives out to teach the course—they can teach and evaluate local talent at the same time.
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How is tech changing what you look for in HR hires?
Sanders:
With today’s HR profile, you need to hire people who can maintain a business partnership. Their skill set must link HR and strategy. It’s a different mindset today. People have to be with the business, understand a balance sheet, be tech savvy, and have the courage to take a position.
Houze:
I look for people who are comfortable with data and analytics. It’s especially important that they can see the implications of data. For example, you collect data on retirement plans, so, what does that mean for the 401(k)? What happens if you change retirement incentives? What about health plans? What’s the effect of the picture the data present?
Kaslow:
I need people skilled at teams. Innovation and collaboration are the watchwords today. It’s especially important with Baby Boomers in the top ranks and Millennials below—there’s a cultural gap.
What data surprises have you encountered?
Sanders:
When we did an engagement survey, and discovered that there was a significant drop-off in engagement in years 2 to 5, we developed a companywide action plan to deal with the situation.
Houze:
Tribal knowledge—things that “everyone knows”— can be wrong, but there are a lot of circumstances when data can mislead. Also, there’s such a thing as too much data; it’s hard to put water in a full glass.
From data surprises to HRIS shopping to benefits comparisons, and everything in between, comp never sleeps. “Maintain internal equity and external competitiveness and control turnover, but still meet management’s demands for lowered costs.” Heard that one before?
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Try BLR’s all-in-one compensation website, Compensation.BLR.com®, and get a complimentary special report, Top 100 FLSA Overtime Q&As, no matter what you decide. Find out more.
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If we sound as if we’re excited about the program, it’s because we are. For about $3 a working day, the help it offers to those with compensation responsibilities is enormous.
This one’s definitely worth a look, which you can get by clicking the link below.
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