Organisational operating models are changing profoundly, transitioning from traditional job roles and hierarchical career ladders to a new era of a purpose-driven workforce. As HR leadership teams navigate this dynamic landscape, the key to success is harnessing people analytics to gain deeper insights into their employees' skills, experiences, and expectations.
Read MoreBusinesses large and small can utilise people analytics to immensely drive their business forward while remaining competitive in the tight labour market everyone is experiencing today. The key here is understanding the real value of people analytics delivered by watching the current and new trends, developing an operating model for people analytics, and taking action. In this blog we explore the business value that you drive within your organisation leveraging people analytics and exploring some of the key trends we’ve identified through the People Analytics Trends 2021.
Read MoreCommitment to employee experience is growing. In a recent TI People study1, 90% of EX Leaders indicate increased organisational intent around understanding and improving people's experiences of work. As the invesement In EX grows so does the need for Executive stakeholders to see quantified impact against their specific business or functional objectives and proof that investments are yielding. This raises the question: does EX drive greater business impact? Research being conducted by Insight222 and TI-People aims to identify the activities and capabilities EX teams need to better demonstrate business impact.
Read MoreFor people analytics teams to be successful, they have to remain focused on the needs of the business. In other words, when prioritising people analytics projects, the team should concentrate on work that will drive significant business value, instead of carrying out work that has no relationship to the broader business strategy. In this article, we’re going to look at how you can set your people analytics team up for success
Read MorePeople analytics is fast becoming one of the most important areas of Human Resources (HR). Yet, people analytics functions too often fall into the trap of primarily offering ‘white glove’ treatment to a handful of – often very senior – business executives. This makes it difficult to deliver tangible business value at scale. This research conducted by Jonathan Ferrar, Caroline Styr and Anastasia Ktena suggests a new Operating Model for people analytics, focused on delivering value at scale. This model is essential to Chief Human Resources Officers (CHROs) and business executives who want to use people data to deliver value to their businesses. The focus of this model is on creating business value – not just HR value – and scaling people analytics solutions across the enterprise.
Read MoreIf there is one organisational function that is under enormous pressure today to catapult itself into tomorrow, it’s HR. The seismic impact of the pandemic on the profession has (once and for all) necessitated a digital transformation in HR. COVID-19 has provided HR the perfect opportunity to prove the function’s clear-cut business value. In this blog Hanadi El Sayyed shares five key ways that HR can drive more business value as we navigate this pandemic.
Read MoreIt is crucial to devise a good hypothesis for your people analytics project in order to connect people data to real business problems. A good hypothesis also helps to ensure that you select the right analytical approach for your project and that the project isn’t biased by pre-conceived notions. In this short bitesized learning video, taken from our online course - Framing Business Questions and Developing Hypotheses for People Analytics, Jonathan Ferrar helps us understand how we might begin building a clear and concise hypothesis for any analytics projects we’re embarking on.
Read MoreImproving the experience of employees is finally starting to be viewed as one of the most strategic things a company can do to drive value. In this four part series, Hanadi El Sayyed will explore the two key requirements to start improving employee experience within your organisation. The first 3 parts will dive into the vision – Employee Advocacy – its definition, why it is important and it’s advantages, best practices and how to institutionalise it. In the final part of the series, she’ll explore the Value Chain of Employee Experience Framework - which is aimed at helping you deliver on your vision successfully. So if you’re looking to improve the employee experience of your organisation this blog series is definitely worth a read.
Read MoreIn her previous articles, Alicia Roach has examined the “what” of workforce planning the “why” you should care about and the “how” you successfully implement strategic workforce planning within your organisation. In this fascinating article she examines how strategic workforce planning adds business value. The primary reason that many business initiatives are not having the requisite levels of outcomes and impact comes down to two questions, the first “Does your organisation know what workforce is needed now?” and “What about in 3-5 years time?”. Throughout this article Alicia examines these two questions, in order to help us understand how strategic workforce planning, when done correctly can drive real business value.
Read MoreIn this blog post and video interview, Jonathan Ferrar talks to myHRfuture about the importance of Business Acumen for HR and provides four tips on how HR professionals can build Business Acumen as a skill.
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