A whole new area of HR/ER/LR knowledge is opening up that creates the potential for union leaders to fall even farther behind the expertise curve. Once managers get up to speed with it, do not be surprised to see them swat away union bargaining proposals like one-wing flies. Unions will be at the table arguing for contract changes based on logic and a few examples of why they are needed. Managers will sit back, take it all in, smile smugly, and when the union concludes its presentation unleash a torrent of spreadsheet data and statistics washing the union demands far out to sea, over the horizon and lost forever. If your union’s negotiators and trainers are not already taking steps to understand and dive into the world of HR Analytics, toss them some overtime and tell them to catch up. A fellow blogger posted a story we could not agree with more. It’s entitled, “HR Intel – The Age of HR Analytics is Upon Us.” HR may not yet be “rocket surgery,” but it is more and more about data, numbers, correlations, etc. [See also “People Analytics- Where HR Meets Science at Google.”]

About AdminUN

FEDSMILL staff has over 40 years of federal sector labor relations experience on the union as well as management side of the table and even some time as a neutral.
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