Stela Lupushor

Never forget those numbers are human beings.

When it comes to workforce analytics, it requires a bit of a different thinking about the technology choices, how one implements them and the types of data one can use.

C-suite leaders have not adapted their workforce planning practices to match the pace at which they must execute their business strategy. Although they constantly adjust the markets where they compete, the products they offer, and the customers they serve, decisions about hiring and developing the talent needed to carry out these plans frequently are unconnected. Most companies still approach workforce planning as an annual exercise in which personnel spending is managed as a cost without… Show more

C-suite leaders have not adapted their workforce planning practices to match the pace at which they must execute their business strategy. Although they constantly adjust the markets where they compete, the products they offer, and the customers they serve, decisions about hiring and developing the talent needed to carry out these plans frequently are unconnected. Most companies still approach workforce planning as an annual exercise in which personnel spending is managed as a cost without considering the skills or talent needed to meet business objectives. HR and business units have little insight into whether the number of employees they have, or their capabilities, are sufficient to achieve revenue and other goals. And they’re aware of the consequences. A recent survey by Harvard Business Review Analytic Services found that for an overwhelming majority of respondents, inadequate workforce planning has prevented them from meeting business goals. Show less

- Adopt a data-driven approach: learn how HR can make the connection between statistics and business decision making
- Understand how to move to actual analytics while still producing reports and why you shouldn't wait until you have 100% accuracy
- Get key takeaways to improve your HR function, launch a new analytics program, or shift to a more data driven workforce

With exclusive contributions from:
Michael Cook, Vice President - Workforce Analytics at Credit Suisse
Brian… Show more

- Adopt a data-driven approach: learn how HR can make the connection between statistics and business decision making
- Understand how to move to actual analytics while still producing reports and why you shouldn't wait until you have 100% accuracy
- Get key takeaways to improve your HR function, launch a new analytics program, or shift to a more data driven workforce

With exclusive contributions from:
Michael Cook, Vice President - Workforce Analytics at Credit Suisse
Brian Fruchey, Analytics Manager - Talent Acquisition at eBay, Inc.
Brian Kelly, Founder and Principal at AnalyticsFirst
Stela Lupushor, Director - Workforce Analytics at a large financial firm Show less

The rise of social media in the enterprise has enabled new ways for employees to speak up and communicate openly with colleagues. This rich textual data can potentially be mined to better understand the opinions and sentiment of employees for the benefit of the organization. In this paper, we introduce Enterprise Social Pulse (ESP) -- a tool designed to support analysts whose job involves understanding employee chatter. ESP aggregates and analyzes data from internal and external social media… Show more

The rise of social media in the enterprise has enabled new ways for employees to speak up and communicate openly with colleagues. This rich textual data can potentially be mined to better understand the opinions and sentiment of employees for the benefit of the organization. In this paper, we introduce Enterprise Social Pulse (ESP) -- a tool designed to support analysts whose job involves understanding employee chatter. ESP aggregates and analyzes data from internal and external social media sources while respecting employee privacy. It surfaces the data through a user interface that supports organic results and keyword search, data segmentation and filtering, and several analytics and visualization features. An evaluation of ESP was conducted with 19 Human Resources professionals. Results from a survey and interviews with participants revealed the value and willingness to use ESP, but also surfaced challenges around deploying an employee social media listening solution in an organization. Show less

This paper examines the relationship between motivational design and its longitudinal effects on crowdsourcing systems. In the context of a company internal web site that crowdsources the identification of Twitter accounts owned by company employees, we designed and investigated the effects of various motivational features including individual / social achievements and gamification. Our 6-month experiment with 437 users allowed us to compare the features in terms of both quantity and quality of… Show more

This paper examines the relationship between motivational design and its longitudinal effects on crowdsourcing systems. In the context of a company internal web site that crowdsources the identification of Twitter accounts owned by company employees, we designed and investigated the effects of various motivational features including individual / social achievements and gamification. Our 6-month experiment with 437 users allowed us to compare the features in terms of both quantity and quality of the work produced by participants over time. While we found that gamification can increase workers’ motivation overall, the combination of motivational features also matters. Specifically, gamified social achievement is the best performing design over a longer period of time. Mixing individual and social achievements turns out to be less effective and can even encourage users to game the system. Show less