Hr buff

1. HR Buff  Evidence Based Analysis to Optimize your HR Processes  Buff – When a character, item, or skill is increased in strength or utility in a patch. The opposite of Nerf.

2. Why If you are an HR Leader you do not have the time to check if and how all your HR processes work until it’s too late and your CEO asks for results HR processes are usually managed independently, and your senior managers might not be in the best position to analyze whether their choices are appropriate

3. What HR Metrics are a good starting point, but… Many time we forget that HR Processes are processes Therefore, we need to use Process Analysis and Rigorous Research Methods to understand why we deliver or not, And particularly to understand how to deliver better…

4. Who The assessment requires competence on research methods and HR processes Our team is composed by researcher with PhDs in fields related to HR and is guided by a leading HR scholar, professor Luca Solari, who possesses a profound knowledge of HR processes and qualitative and quantitative research methods

5. How

6. Hiring and Recruitment (example) Is the process mapped? Is the mapping correct? Is the process consistent with strategic goals? How are measures collected and archived? Does the process need a revision? What elements are not consistent with goals? We provide a new map with suggested changes Process definition Data Collection & Analysis Map for data collection to support check-up Integration of previous records Ad-hoc data collection (i.e. specific interviews with candidates, surveys etc.) if needed/ requested Multivariate analysis Correspondence analysis to check recruiters’ biases Event history analysis (etc.)

7. Hiring and Recruitment (example) What are the cognitive maps and stereotypes of recruiters? Are they controlling for them? How? What are the perceptions of candidates on the process? What are the perceptions of other stakeholders? How are perceptions related to objective results? Are there gaps? Mystery client selection sessions Direct observation and coding of selection interviews Taping interviews and content analysis Follow-the-footsteps: following steps in the process to analyze how information are shared Interviews Non-Participant Observation

8. Hiring and Recruitment (example) A half-day workshop to deliver results and perform an analysis of the process A set of exhibits with data analysis An analytic report on what parts of your process are lagging behind Suggestions on how to improve on the process Root-cause analysis