『HR Data Labs』のカバーアート

HR Data Labs

HR Data Labs

著者： WRKdefined Podcast Network
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 Unlock the future of HR, today with the HR Data Labs podcast! Dive into transformative insights, expert interviews, and cutting-edge practices that empower organizations to harness their workforce’s potential. Join us for engaging discussions that will inspire you to innovate, strategize, and lead with confidence! Tune in now!All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 出世 就職活動 経済学
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  • Carlee Wolfe - How to Find and Serve on a Nonprofit Board

    Carlee Wolfe - How to Find and Serve on a Nonprofit Board
    2025/10/30
    Carlee Wolfe, Associate Vice President of Talent and Organizational Effectiveness at Hyatt, joins the podcast for a special 250th episode! Carlee discusses the value, strategy, and importance of serving on nonprofit boards. She shares insights on how to find the right board that matches your passions and skills, why nonprofits need skilled volunteers, and how to be an effective contributing board member once you join. [0:00] Introduction Welcome, Carlee Wolfe! Today’s Topic: The Value and Strategy of Joining a Nonprofit Board [9:28] What is the strategic value of joining a nonprofit board? Carlee’s story of learning how to get involved and discovering you can "just ask" Why nonprofits need skilled and passionate board members to serve [17:29] How do you find the right board to join? Starting by identifying your passions, skills, and available time commitment Using resources like national board matching services (e.g., Board Source) or local city programs [26:00] How to be an effective board member The importance of passion and commitment to making tough decisions Knowing your scope and capacity; avoid overcommitting to too many boards [28:07] Closing Thanks for listening! Quick Quote “I think the big thing about being on a board . . . is you are helping set the support and steward the strategic direction of the organization, right? You're that body that supports the ultimate mission of where the organization is heading.”
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    31 分
  • Garbage In, Garbage Out: Why Data Quality Matters in HR

    Garbage In, Garbage Out: Why Data Quality Matters in HR
    2025/10/23
    In this episode, David and Dwight dive into the critical and ever-present issue of poor data quality in HR and its cascading impact on the organization. They break the problem down into 3 key areas: recruiting, artificial intelligence, and pay transparency. They explore how recruiting often serves as the flawed entry point for employee data, discuss the dangers of training AI on biased information (which can lead to discriminatory practices like ageism), and examine the new data governance challenges posed by emerging pay transparency laws. [0:00] Introduction Today’s Topic: The Impact of Poor Data Quality on HR Today [5:24] How does poor data quality in recruiting create downstream problems? Recruiting is the first ingress of data into an organization, and it's often the least well-managed. Poor data can also originate from the company side, with issues like inaccurate job descriptions or incorrect FLSA classifications. [12:08] How can biased data lead to discriminatory AI in the hiring process? AI agents used in video interviews can reject qualified candidates based on flawed or biased training data. Companies that fail to address AI bias on the front end risk facing expensive lawsuits and will be forced to fix their systems later. [19:32] What are the data governance challenges presented by pay transparency laws? Pay transparency laws in several states require companies to disclose pay ranges for open roles also mandate that companies keep detailed records of salary structures, grade ranges, and hiring data for extended periods. Many organizations may need to update their data governance strategies to ensure they are retaining the necessary historical data to comply with these regulations and withstand potential audits. [24:31] Closing Thanks for listening! Quick Quote “As the demographic bubble for Gen X gets larger, companies can't ignore [AI bias in recruitment] anymore. They have to take it on, and that means they have to start training their artificial intelligence to not filter out all of us grays.”
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    28 分
  • Chad Atwell and Haris Ikram - Bridging the HR and Finance Divide in Workforce Planning

    Chad Atwell and Haris Ikram - Bridging the HR and Finance Divide in Workforce Planning
    2025/10/16
    Haris Ikram, Co-founder and CEO of CandorIQ, and Chad Atwell, Head of Customer Success and Advisory Services at CandorIQ, join us this episode to discuss the critical, yet often disconnected, relationship between HR and finance in workforce planning. They explore why these teams often operate in silos and how they can collaborate more effectively on headcount and compensation to drive business success. The conversation also gets into the changing definition of the workforce, the role of data in strategic planning, and how AI is shaping the future of work and employee skills. [0:00] Introduction Welcome, Haris and Chad! Today’s Topic: Bridging the Gap Between HR and Finance in Workforce Planning [5:50] Why HR and finance teams don’t collaborate, even though they should The different objectives driving each team. How to manage a multifaceted and flexible approach to getting work done in the modern economy. [20:06] What’s workforce planning and what challenges might be present? Workforce planning is about having the right people—and now AI agents—in place to get the work done. How to manage a multifaceted and flexible approach to getting work done in the modern economy. [37:53] How AI and agents are influencing workforce planning How AI is automating tactical work, creating a greater need for employees with skills in critical thinking, creativity, and strategy. The importance of measuring the true productivity impact of AI over time, and why companies must be thoughtful about its implementation. [43:46] Closing Thanks for listening! Quick Quote “Layoffs cause an immense amount of harm for the companies as well. I mean, there's lots of research out there that will show dips or even just outright dives in company confidence, people's belief in future career opportunities, confidence in leadership.”
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    46 分
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