When your business grows, it can be exciting but also expensive. If you maximize big data, however, you can have the best of both worlds: cost-effective growth. Data has always been out there, but until recently it’s been too difficult to pull it all together. Thanks to advances in data aggregation technology, you can now fully leverage data to help your expansion easier and less expensive.

Here are some areas where using data can help you discover cost-effective growth opportunities:

Workforce Expansion

Wouldn’t it be great if you could predict just how your workforce might grow? Or how certain aspects of your growth plan will change your bottom line?

To keep reading, click here: Cost-Effective Growth: Let Big Data Do Your Heavy Lifting

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Often, organizations consider outsourcing in response to business transformations an unpleasant choice, but that doesn’t have to be the case. The idea that other people are needed to handle responsibilities might be the best — or only — way to handle growth.

It’s easy to become over-extended as you expand, and it’s important that the C-suite’s energy is focused on maintaining the organization’s core functions. The in-house team of experienced leaders, managers and employees can handle core functions, but many other tasks can be effectively handled by outside sources.

Of course, the decision to outsource and the transition should be handled with care, so here are three tips to guide your strategy.

To keep reading, click here: Outsourcing in Response to Business Transformations: 3 Tips for Success


Similarities Between Athletes and HR

by Evil HR Lady on August 1, 2018

The similarities between athletes and HR leaders might seem far-fetched to some, but whatever their differences on the surface may be, they are both trying to inspire and achieve greatness. Those of us within the HR industry have experienced the thrill of victory after successfully persuading the C-suite to embark on a new initiative, and we’ve also experienced the agony of defeat when an employee we’ve onboarded, trained and invested in leaves for a competitor.

Here’s a few more similarities between athletes and HR.


Can you do back flips and turns on a balance beam? What about the HR manager who has to coach the star salesperson who isn’t very nice to their co-workers? The organization doesn’t want to lose their star performer, but they’re so negative that you’re in danger of losing everyone else. So, in comes the HR manager tasked with correcting this behavior without punishing or offending. Talk about a tough balance!

To keep readign, click here: Similarities Between Athletes and HR


Controlling Costs: Dermatology

by Evil HR Lady on July 31, 2018

Most people know that you should schedule an annual checkup with your primary care physician and visit the dentist regularly for cleanings. But what about preventive skin care? Should your employees see a dermatologist, and if so, where do dermatology costs fall under your health benefits plan?

While dermatologists themselves recommend one annual visit for a full-body check at minimum, the Skin Cancer Foundation says you can get a full-body skin checkup as part of your annual physical with your general practitioner, who will then refer you to a dermatologist should something be amiss. So if you aren’t doing so already, encourage your employees to get annual physicals in order to catch problems early.

But whether your employees see their primary care doctor or a specialist, they need to keep an eye on their skin. The body’s largest organ, it does its job so well that we often forget that it needs medical attention, too.

To keep reading, click here: Controlling Costs: Dermatology

Note: I realize this is pretty far off my normal topic. Anthem asked me to write this, I said, “are you sure?” they said yes. It was super fun to research something outside my area of expertise! Now I know a lot more about dermatology. 🙂


Salesforce CEO Marc Benioff announced some startling changes at Salesforce in order to rectify problems between male and female pay gaps. Excellent. Except there are some things that have not yet been addressed.

1. Benioff said regarding pay discrepancies: “It was everywhere,” Benioff admitted in a 60 Minutes interview. “It was through the whole company, every department, every division, every geography.”

How does it get this way and how do you solve that?  A spokeswoman for Salesforce said, in an email to me, that they approached the pay difference as follows:

“We solve for any unexplained differences between both women and men, as well as race and ethnicity in the U.S. And if there are, we make adjustments as needed.

The wage gap is a complex problem, and there is no single cause of pay inequality. There are many variables and socio-cultural factors that play into these discrepancies that are beyond the control of one organization, department or person. What we’re trying to do through our regular audits is negate these factors as best as possible.

Within a business, there is a cause of pay inequality. And that is terrible HR. Who is getting fired over this?

To keep reading, click here: Marc Benioff’s Goals for Women Are a Priceless Lesson In Virtue Signaling


Gig employment will make the American economy of 2040 “scarcely recognizable,” reports Fast Company. In fact, 34 percent of American workers are already working gig jobs, according to Freelancing in America: A National Survey of the New Workforce, published in 2014.

Large organizations have long used gig employees for special projects, but have often used the term consultant rather than gig; however, they are essentially the same thing. That said, adapting to gig employment is something that every organization should think about. Should your organization be on the lookout for freelancers? Is this the right way to hire for your organization? Should your organizational hiring strategy change?

Here is what you need to know to make the right choice:

To keep reading, click here: Adapting to Gig Employment: Is It Right for Your Organization?


We live in a global economy, so it makes sense for organizations to decide to grow into other parts of the world. However, there are cultural barriers with global expansion that HR is invariably left to handle. When expansion happens rapidly, you have additional challenges to meet and conquer. Here’s how:

Learning the Language

When you open an office in a new part of the world, should you send a long-term employee from another office, or should you hire from the outside? Your decision here can have long-term implications not only in the new office but also on the health of the organization as a whole. Remember that culture plays a huge role in the success of any business, and you can’t simply transfer the culture from your home office to a new country.

To keep reading, click here: Knocking Down the Cultural Barriers of Global Expansion


Nike is making headlines after they decided to give raises to 7000 employees. This comes after women at Nike revolted saying that Nike’s culture was toxic. Nike wants to make it right, so they are giving pay raises.

This is admirable and a step along the way to making things better at Nike. But, if you read this and say, “Hey, let’s check our pay and fix any problems!” and immediately download a spreadsheet with race, gender, title, pay, etc.,  you may not have the Nike happy ending and good publicity.

In fact, you could end up on the losing end of a lawsuit–for your attempt to do what is right.

Pay Audit Cautions

On the Hostile Work Environment Podcast, employment attorneys Marc Alifanz and Dennis Westlind discussed some of the problems. If, for instance, you give an employee a random raise to make up for a discrepancy you found you’re going to need to explain why, especially if it’s more than a few dollars. Here’s why.

To keep reading, click here: Why You Shouldn’t (Immediately) Follow Nike’s Lead in Giving Raises for Past Discrimination


Taco Bell’s old slogan “Run for the border” seemed the opposite of what it required it’s employees to do–stay on the premises during lunch breaks if they bought discounted food. Employees complained, saying if they were to stay at the restaurant, they were entitled to pay because they weren’t actually relieved of duties.

Taco Ball countered that, indeed, employees were free to leave the restaurant during their breaks–they only had to stay and consume any discounted food they purchased in the restaurant. Taco Bell wanted to ensure they weren’t using their employee discount to feed friends or family members. If employees purchased food at full price, or didn’t buy food, they were welcome to leave.

The 9th circuit court agreed with Taco Bell. They wrote:

to keep reading, click here: Taco Bell Wins Big on Lunch Break Ruling. Why You Should Care.


Are Economic Trends Affecting Talent Recruitment?

by Evil HR Lady on July 23, 2018

No matter how hard you work to control the environment within your organization, there are economic trends affecting talent recruitment. This means that HR leaders need to be keenly aware of what is going on to make necessary changes. So what changes do you need to make to your recruitment strategy when forces outside of your control take place?

Here are three examples that could help you decide:

1. An Oil Boom

Bloomberg reports that North Dakota saw a tremendous increase in jobs with the oil boom of a few years ago. HR personnel had to go outside the local area for workers, and there was also no housing available. The high demand for workers meant that pay was high, but housing was still scarce. In response, companies built housing for their workers. This meant that not only was HR recruiting and hiring, they were acting as landlords, a far cry from the typical day of a generalist.

To keep reading, click here: Are Economic Trends Affecting Talent Recruitment?