Continued pressures from investors, regulators and employees have led an increasing number of organizations not only to conduct regular pay equity analyses but also to disclose results.

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Merit Analytics Group has given a lot of thought to the role of performance ratings in pay equity analysis. So, it didn't surprise us when we saw this question asked by multiple participants at WorldatWork's pay equity webinar, which we sponsored, on March 14th.

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All the uncertainty created by the global coronavirus pandemic, stock market volatility, upcoming elections and the important black-lives-matter movement are bound to create greater uncertainty in business and talent planning for the remainder of this year and likely well beyond. That said, uncertainty doesn’t mean that planning isn’t possible. In fact, it raises the importance of—and value from—planning efforts.

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Have you ever questioned whether you “fit in” at work? If you haven’t, you are more likely in a minority than the majority. Whatever your personal characteristics, background, experience or personality style, there are inevitably work situations where you feel that you stand out, and not always in a good way. These are moments of truth for feelings of inclusion or exclusion at work.

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With so many potential statistics available, it can be challenging for organizations to keep track of the myriads of available data to measure and drive diversity and inclusion (D&I). It is also equally, if not even more, challenging to make the case for actions supporting D&I efforts based on factors that still aren’t readily measurable.

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Key Take-Aways from The Conference Board's
13th Annual Human Capital Analytics Conference

We were so excited to have had the opportunity to sponsor The Conference Board’s 13th Annual Human Capital Analytics Conference at the end of October. We have always appreciated a “baker’s dozen”, so what better year to support this great event than for its thirteenth—not to mention the stellar line-up of speakers from premier corporations, academia and consulting.

While we were thrilled to see the large contingent attending the event, we know that many were not able to participate, so we wanted to take this opportunity to share some of our key learnings.

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So, we’re departing from our normal blog format to take this opportunity to make a request of our workforce analytics and planning community. We are in the process of conducting research on tradeoffs related to technology choices in support of broad-based workforce analytics and
planning ...

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The four pillars of analytics success for the
HR business partner

Over our decades of experience specializing in workforce analytics, we’ve seen many changes. Perhaps most dramatic is the current pervasive desire to ...

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With all the talk—and action—around equal opportunity, pay and personal safety for women in the workplace, we asked ourselves: Why don’t we see more women in workforce analytics roles? As a reference point, our latest research showed ...

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How Unique Is Your Job Title?

We recently conducted a review of job titles for those in workforce analytics and planning roles and found that there are a staggering...

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Every year, there is discussion on how to improve the performance management process — simplifying how ratings are determined, using more measurable criteria, giving more weight to teamwork and collaboration, enhancing technology, going "ratingless" and the like. Sound familiar? ...

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Going Where the Data Leads:
Four Questions that You Need to Ask

In academia, we are instructed to both lead and be led by the data that we are analyzing. This framework is sometimes touted as “art and science” in analytical domains. While this premise tends to work well in concept, we’ve seen several case studies in HR where getting the wrong balance can be sub-optimal or even debilitating. Why? There actually are ...

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Workforce Analytics: Separating Hype from Substance

Workforce analytics has come a long way from its origins as a discipline practiced by a small group of highly-educated theoreticians. Today, almost—if not—all larger organizations are working to build or enhance their ability to analyze, report, and (most important) act on workforce insights. This activity has also piqued the interest of many mid-sized organizations, although there are unique challenges in establishing this discipline in these organizations, as they ...

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Pacing Workforce Analytics to Win

As we saw in Leonard’s case in our last blog post, Leonard thought that he had done great analysis that would stand on its own to drive different business behavior. But, nothing changed.

What did Leonard do wrong? Leonard told people about workforce analytics vs. selling them on workforce analytics. ...

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Selling Workforce Analytics: What's it Worth?

Having worked in the HR analytics arena for over 30 years, there is one persistent truth: Unless something is compliance-related, it may not get analyzed at all. Now, perhaps this statement feels a bit extreme, but think about it: Not all organizations measure even the most strongly correlated workforce factors driving business performance, like engagement, manager ...

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