I guess I should probably lay out the purpose of this blog that again, I never thought I would have. I really should have done this in the last post, but I was distracted by thoughts of Matthew McConaughey and Hallmark Movies. Because clearly, I have a thing for crappy movies starring good looking men. Or perhaps I just have no taste, it’s a tossup really. Quick side note – I think it is interesting that McConaughey shows up in every spell check I have ever encountered. And not because I type it a lot (I do – I admit it), but rather because I was on a library computer recently and it popped up when I spelled McConaughey wrong. I was checking out his latest book; feel free to judge. I am still way down on the list for Britney’s book and I wasn’t in the mood to read something that requires any thinking. I am doing enough of that in school these days.
So, the real purpose of this blog is to document my experience in NYU’s Graduate program in Human Capital Analytics and Technology, for which I am currently a student. As this is an emerging field within the HR space, and one many people know I have been trying to get into for nearly a decade, this is my chance to reflect on what I have seen, who I have met, and what I have learned. Oh, I am also doing it because I have to – for my People and Organization Management class. I mean if a professor tells you to do it for a grade, you do it. I have had to do far worse things for grades than write a blog. Designing it was actually kind of fun.
However, I have decided to keep it up, at least through to graduation. So I will be writing a few entries along the way until sometime in mid-2025.
Another reason why I am going to keep this blog going beyond the day I get my final grade is because after so many years in the HR field, I hear a lot of talk about HR needing to get behind data before HR falls behind. But I don’t see a ton of action. I also believe that under the right circumstances, HR can finally stop being a reactive of 99% of the time and be proactive at least 65% of the time. I have faith.
But HR can’t get there if all we do is read articles on SHRM or take a webinar that really is nothing but a sales pitch for a product (I am talking to you SHRM – your webinars have all turned to sales pitches, and it is exhausting). I have been to a lot of great seminars that fall short for one reason or another. I am not sure yet how to solve that problem, and I realize I just made a comment that would also apply to the fundamental intent of this blog.
So while I still intend to occasionally write about non-HR things (because I refuse to be an HR robot), I will for sure be reflecting on the things I learn and the thoughts I have on recent happenings in the People Analytics world, and hopefully in the process get some people in HR to embrace data rather than talking about embracing data.
Those Analytics modules most organizations aren’t willing to pay for are rather useful…we need to make a better case for why they are worth the money.
Wisdom from the Watercooler 