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Workshop 4
Using HR Data to Make Smarter Organizational Decisions

Presenters:  Wayne Cascio, University of Colorado Denver
                   Brian Welle, Google

Coordinator:  Margaret Barton, U.S. Office of Personnel Management

The purpose of this workshop is to help participants make smarter people decisions using HR data. Discussion will center around how integrated systems combined with thoughtful analysis can improve performance across a number of organizational functions. Specifically, the workshop will proceed in two stages. First, based on the results of new survey data plus other recent research, we will discuss the state of the art with regard to (a) how high-performing organizations are setting up various information HR systems and data collection tools, (b) how organizations transform the data from these systems into useful analysis, and (c) how they move from interesting analysis to better decision making and meaningful organizational change.

Based on this research describing the current state of practice, we will discuss the next stage of evolution of companies in terms of what they can aspire to and how better HR tools and analysis can benefit them. We then will initiate an interactive discussion with workshop participants to identify jointly why more organizations are not doing this type of analysis, what the challenges are, and how they might be overcome.

In the second stage of the workshop, we will use the examples from Google to demonstrate practical strategies to make informed people decisions using HR data across the organization and provide specific examples of how Google uses such data to improve decisions.  This workshop will be of interest to practitioners who are looking for ways to integrate data to enhance organizational decisions across the HR lifecycle.

This workshop is designed to help participants:

• Understand the state of the art in HR data analysis
• Identify key obstacles to overcome in integrating data across functions, along with strategies for dealing with the obstacles
• Describe alternative strategies that organizations at different levels of information-system sophistication can use to use HR data to optimize decisions across functions
• Have a strategy to communicate HR data, analysis, and their implications to management
• Provide specific examples and practical strategies based on Google’s experience to make data integration work across functions

Wayne F. Cascio holds the Robert H. Reynolds Chair in Global Leadership at the University of Colorado Denver. He is past chair of the Society for Human Resource Management Foundation and of the HR Division of the Academy of Management (AoM), a former member of the AoM Board of Governors, and past president of the Society for Industrial and Organizational Psychology. He has authored more than 140 journal articles and book chapters, and 23 books, including Investing in People (with John Boudreau, 2008), Managing Human Resources: Productivity, Quality of Work Life, Profits (8th ed., 2010), Applied Psychology in Human Resource Management (7h ed., in press, with Herman Aguinis), and Responsible Restructuring: Creative and Profitable Alternatives to Layoffs (2002). He is an elected Fellow of the Academy of Management, the American Psychological Association, and the National Academy of Human Resources. He received a PhD in I-O psychology from the University of Rochester and an honorary doctorate from the University of Geneva, Switzerland.

Brian Welle is a People Analytics Manager at Google. When he joined Google in August, 2006, the People Analytics team consisted of just three people. It now has 30 I-O psychologists, OD professionals, business analysts, and ex-consultants, who create trustworthy analysis about people at Google to inform business decisions at all levels of the organization. During Brian's time on the team, he has worked to ensure Google’s selection, performance management, retention, employee engagement, and organizational development practices are data-driven whenever possible. Most recently, he co-founded the People and Innovation Lab (PiLab), an internal research think-tank that produces original research on topics that matter to Google, like innovation, behavior change, and social networking. Prior to joining Google, Brian was Research Director at Catalyst, a non-profit think tank and consulting organization specializing in diversity, and a post-doctoral fellow at Harvard's John F. Kennedy School of Government. He holds a Ph.D. in Industrial and Organizational Psychology from New York University.