MARIA NOLAZCO MASSON

From Perfection to Progress: Rethinking How We Measure in HR

Why Shared Understanding Matters More Than a Single Source of Truth Introduction In my recent article, Why Is It So Hard to Measure in HR?, I explored the unique challenges our field faces when it comes to data and measurement. From messy systems to abstract outcomes, HR measurement is notoriously

Expectation vs. Reality in People Analytics

People Analytics promises a smarter, data-driven HR function. But many companies jump in with unrealistic expectations. They want dashboards, predictions, and automation—without fixing the basics. Below are five common expectations compared to what actually happens when you start doing the work. 1. Expectation: We’ll run predictive models and

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 5 Deep Dive

From Insight to Influence: Operationalizing Strategic and Prescriptive People Analytics Expanded guidance based on Step 5 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction Step 5 is where People Analytics transforms. After building trust in the data, surfacing patterns, and forecasting risks, we now enter the

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 4 Deep Dive

From Analysis to Anticipation: Building a Responsible Predictive People Analytics Practice Expanded guidance based on Step 4 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction Once you’ve built a stable foundation of clean, well-governed data and a healthy descriptive analytics practice, the next logical step

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 3 Deep Dive

From Metrics to Meaning: Operationalizing Descriptive People Analytics Expanded guidance based on Step 3 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction At Step 3 of the People Analytics staircase, the work begins to visibly pay off. With clean, consistent, and well-governed data in place, we’

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 2 Deep Dive

From Chaos to Confidence: Mastering Data Quality and Governance in HR Expanded guidance based on Step 2 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction In the first step of the staircase, we focused on collecting the right data—at the right time, in the right

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 1 Deep Dive

Building Reliable Data from Day One: A Technical Guide to People Data Collection Expanded guidance based on Step 1 of Climbing the Staircase of People Analytics: Why Every Step Matters Introduction In Step 1 of the People Analytics Staircase, we discussed the importance of intentional, structured data collection as the

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 5

Where Insight Becomes Impact: People Analytics as a Strategic Driver Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction We’ve come a long way—starting with intentional data collection, shaping a culture of data quality, translating patterns through descriptive analytics, and finally exploring

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 4

From Why to What’s Next: Entering the World of Diagnostic and Predictive Analytics Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction After exploring what’s happening in the workforce through descriptive analytics, it’s only natural to ask: Why is this happening?

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 3

The Power of Knowing What’s Happening: Descriptive Analytics Done Right Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction By now, we’ve explored how intentional data collection and solid data governance create the foundation for People Analytics. We’ve laid the bricks.

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 2

Where Trust Begins: Building Data Quality and Ownership Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction In the first step of this series, we explored how intentional, consistent data collection lays the foundation for meaningful People Analytics. But even the most carefully captured

The People Analytics Staircase

Climbing the People Analytics Staircase – Step 1

Smart Data Starts at the Source: Getting Data Collection Right Part of the series Climbing the Staircase of People Analytics: Why Every Step Matters Introduction This article is the first deep dive in my series Climbing the Staircase of People Analytics: Why Every Step Matters, where I explore how organizations

People Analytics & Metrics in Action

Honored to Be Featured by David Green in Data Driven HR Monthly

I'm incredibly excited to share that my recent article, "Why the People Team Needs to Be Deeply Involved in Finance Results", was featured by David Green in the April 2025 edition of Data Driven HR Monthly! For those who may not know, David Green is one

Agile HR & Organizational Innovation

AI in People Processes: Where It Helps—and Where We Still Need Humans

Artificial Intelligence is changing the way we work, and HR is no exception. From resume screening to personalized learning, AI is being marketed as the answer to almost every People challenge. But the reality is more nuanced. When used thoughtfully, AI can make People processes smarter, faster, and more scalable.

People Analytics & Metrics in Action

Understanding ONA: How Organizational Network Analysis Uncovers the Real Way Work Gets Done

Most org charts are clean, tidy, and hierarchical. But real influence, collaboration, and bottlenecks don’t follow the boxes—they flow through the informal networks that connect people every day. That’s where Organizational Network Analysis (ONA) comes in. ONA helps us look beyond the job title and reporting line,

The People Analytics Staircase

Climbing the Staircase of People Analytics: Why Every Step Matters

Introduction Data has become one of the most powerful assets in modern HR, driving better decisions, stronger strategies, and a more informed understanding of the workforce. But effective People Analytics is not about jumping straight to predictive models or advanced dashboards. It’s about walking—firmly and intentionally—through each

HR Tech, Systems & Platforms

The Invisible Foundation: HRIS Infrastructure, Unique Employee IDs, and Defining a Source of Truth

Before climbing the staircase of People Analytics, you need to ensure that the ground beneath it is solid. That foundation is your HR technology infrastructure—the set of systems, data governance rules, and technical standards that ensure everything else works. If your HRIS isn’t structured properly, even the best

HR Tech, Systems & Platforms

The Role of APIs in HR Systems: Why Integration Matters for Workforce Efficiency

Introduction HR technology is evolving rapidly, but many companies still struggle with disconnected systems that create inefficiencies and data silos. When an HRIS, ATS, payroll, and benefits platform do not communicate, HR teams waste valuable time on manual data transfers, duplicate entries, and troubleshooting system mismatches. This is where APIs

HR Tech, Systems & Platforms

How to Build a Fully Integrated HR Tech Stack: Connecting HRIS, ATS, Payroll, and More

Introduction HR technology has evolved rapidly, but many companies still struggle with fragmented systems that don’t communicate with each other. When an HRIS, ATS, payroll, benefits, and performance management tools operate in silos, HR teams face manual data entry, inefficiencies, and compliance risks. A well-integrated HR tech stack ensures

HR Tech, Systems & Platforms

HRIS for Big Companies vs. Smaller Providers: Choosing the Right Fit for Your Business

Introduction Selecting the right Human Resource Information System (HRIS) is one of the most important decisions for an HR team. Companies often face a critical choice: go with a large, established HRIS provider or opt for a smaller, more specialized system. Big-name HRIS providers offer robust, enterprise-level features, but they

HR Tech, Systems & Platforms

Choosing the Right Applicant Tracking System (ATS): Why HRIS Integration and Onboarding Support Matter

Introduction An Applicant Tracking System (ATS) is a critical tool for modern recruitment, helping organizations streamline hiring, improve candidate experience, and manage compliance. But selecting the right ATS is not just about finding software that tracks applications—it is about choosing a system that integrates seamlessly with your HRIS and

HR Tech, Systems & Platforms

How to Choose the Right HRIS: Key Factors to Consider

Introduction Selecting the right Human Resource Information System (HRIS) is one of the most important decisions for an HR team. The right system can streamline HR operations, improve employee experience, and drive business efficiency. The wrong choice, however, can lead to integration challenges, adoption struggles, and costly inefficiencies. With so

HR Tech, Systems & Platforms

Changing Your HRIS: Key Considerations for a Smooth Transition

Introduction Switching to a new Human Resource Information System (HRIS) is a major decision that impacts HR operations, employee experience, and business efficiency. Whether upgrading due to scalability issues, outdated features, or integration challenges, choosing the right HRIS requires careful evaluation, strategic planning, and strong execution. A poorly planned HRIS

Practical Guides & Templates

Finding the Right Ratio: How Many People Team Members Do You Need Per Employee?

Introduction One of the most common benchmarks in HR is the People Team-to-Employee ratio—the number of HR professionals required to support a company’s workforce. But this ratio is not one-size-fits-all. Some companies maintain a lean HR structure, leveraging automation and self-service tools, while others have a more high-touch

Practical Guides & Templates

How HR Teams Can Stay Updated on Legal Requirements Across U.S. States and Countries

Introduction Employment laws change frequently, and HR teams must stay ahead of evolving regulations to protect both employees and the business. From wage and hour laws to leave policies, workplace protections, and compliance with new labor standards, keeping track of legal updates across multiple states or countries can feel overwhelming.