{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"People Analytics","title":"HR Skeptic - Deconstructing HR Norms with Mach49’s Kim Chaumillon","html":"","width":"100%","height":180,"duration":1910,"description":"This episode, SVP of People at Mach49 Kim Chaumillon talks about why she is skeptical of HR, the negative impacts of annual performance reviews, and how to utilize surveys to support data and analytics.\nKim Chaumillon has worked in HR for over 2 decades and is now the SVP of People at Mach49. Kim is recognized as a successful HR leader that is pragmatic and execution-oriented, with an ability to build and lead a motivated and high-performing global HR organization. Here are a few of the topics we’ll discuss on this episode of People Analytics:\n\nWhere HR skepticism comes from.\nWhat the deconstruction of HR looks like.\nWhy there’s a pushback to changing the way people work.\nThe extra challenges women have in the workplace.\nHow to bring more women into work.\nWhat the ‘school hours workforce’ includes.\nHow analytics supports the deconstruction of work norms.\nThe benefits and drawbacks of working at a startup.\nThe negatives of annual performance reviews.\nHow to utilize surveys to support data and analytics.\n\nResources:\nMach49\nDr. Ellen Joan Nelson\nPredictions for 2023: Redefining Work, The Workforce, And HR\nCollabworks\nHumanCentric Labs\nLead the Work: Navigating a World Beyond Employment\nChatGPT\nTrimble\nStaffGeek\n\nConnect with Kim Chaumillon:\nLinkedIn\nEmail\n\nConnect with the host:\nLindsay Patton on LinkedIn\nLindsay Patton by Email\n\nQuotables\n8:32 - “They don’t realize why the current industrial revolution model was put in place which was at a time when inputs largely equaled outputs so if you wanted to increase output you just increased more hours into a factory or whatever it wasn’t necessarily knowledge work and it was a mechanism to deliver predictable returns, so if we could standardize jobs if we could clearly clarify the work that was meant to be done, the workers could do the work and management would have a predictable outcome.”\n9:35 - “In order for me as a leader to feel comfortable that the work’s getting done I need to see the workers doing the work and I...","thumbnail_url":"https://img.transistorcdn.com/LZiH28Fqv554cP0YOC3mUlECfkMXgmHH_FevGjudEbE/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9zaG93/LzE5NDQ5LzE2Mzg4/OTcwODUtYXJ0d29y/ay5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}