New Hires

Understanding New Hires vs Total New Hires

In another post we discussed the difference between terminations and total terminations. There is similar concept on the hiring side with a twist. I’m going to cover that same topic on the hiring side by looking at new hires and total new hires, but I’m going to go a little faster and not cover as

Understanding Terminations vs Total Terminations

In a prior post we talked about why retro-terms or retro-hires were used to communicate how head count was changing. It adds some complexity to understanding your workforce, but it’s vital to understanding how numbers can change over time. When someone terminates it should be pretty simple, but unfortunately, it’s not because of concepts like

What are Retro Hires and Retro Terms?

Human resources is complicated. It’s messy. Thus, keeping track of things is even messier. All of this messiness leads to esoteric concepts like retro-hires and retro-terms. Retro-hires and retro-terms capture a specific situation that rises because of the underlying messiness of tracking human activities. Say that executives want to track head count over time, and

How long do you keep your data?

The right to be forgotten is a hot topic today given GDPR has put that right into law now. But in the event someone or an event requires you to actually execute someone being forgotten how do you do it, and still remain compliant with other laws that require you to keep data for a

What are the benefits of Position Management?

There are lots of ways to think about position management. Industries have their specialize techniques that apply to certain verticals, and may use specialized metrics to help them plan. Position management involves the metrics you use to analyze employee forecasting and predict your hiring needs. We’re going to discuss a general approach to position management

Head Count and the many ways to calculate it

No other metric is more fundamental to Human Resources (HR) than head count. It’s used in so many other calculations that obtaining an accurate head count is vitally important for other more interesting analytical metrics. Head count is simple in it’s idea which is count up everyone that is an employee of the company. Counting

Archive and Migrate Your HR Data in one Step

Archiving your human resources data is never your first thought when you have bought a new system. As a kid can you imagine playing with your old toys when you just got a branch new toy? It is a similar feeling for us adults when we get new HR systems. “Finally we’re going to fix

The Cloud has fundamentally changed migrating human resource data

The world seldom stays the same for long, especially these days, and human resources is no different. Just 10 years ago the average time a company would make a new human resource system was every 7.5 years. Now it’s closer to 3.5 years which means migrating data is happening faster and faster. Whether you are

How to break up with your HR vendor

Breaking up is hard to do as they say, and that’s true for when enterprises break-up too. Sure maybe lawyers don’t drive-by slowly blaring their favorite break-up tune then speed off loudly when they catch a glimpse of their defendants. But make no mistake, B2B break-ups can be no less ugly, especially if you haven’t

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