As businesses face increasing challenges and complexities of navigating hybrid and remote working models, understanding EURSD regulations, economic uncertainty, and the rise of generative AI changing the way that the workforce operates - senior executives are now placing a greater emphasis on understanding their people data and utilising it to make informed decisions.
Read MoreA positive learning culture has been shown to increase employee retention, keep organisations up-to-date with world changes, generate business growth and drive innovation. With all of these benefits, organisations not only want to be developing a learning culture, but also creating the right environment for their people to learn and grow in. In this blog we explore how organisations can foster a culture of continuous learning to ensure they’re creating a data driven culture across their HR function.
Read MoreNot only do HRBPs need to develop their data literacy skills to help achieve the Chief HR/People Officer’s strategic goals, they also need to adopt the right mindset to foster a data-driven culture. By acting as key change agents for the entire HR function and by modelling a data-driven culture, HRBPs can influence decision-making processes in their organisation and fully unlock the value of people analytics for the business. Throughout this article, we explore three guiding principles for successfully building greater data literacy skills in HR as well as share how Insight222 can support you and your organisation to succeed in the digital age.
Read MoreHR has a significant role to play in guiding the organisation through digital transformation. The function is under pressure from all corners of the organisation to deliver a people strategy fit for the digital age. Over 60% of HR leaders report pressure from the CEO to ensure employees have the skills they need in the future. In order to meet this challenge and support the organisation in the digital age, HR professionals must develop new, up-to-date skills. In this blog we explore the top skills HR professionals have been developing to become more data driven and business focused, as well training courses you can take to help you get setup for success in 2022.
Read MoreIt is no secret that HR professionals need to upskill. A whopping 71% of HR professionals think that their core job skills will be obsolete in just three years, according to recent research by Degreed. What can you, as an HR professional, do to understand what your professional development looks like over the next three years, as existing skillsets continue to erode, and new skillsets emerge? How can you shift from a place of uncertainty and insecurity, to empowerment, action and progress? In this blog, we’re going to look at four stages that you can work through to help future proof your career in HR.
Read MoreIn November’s collection of the best resources in People Analytics and HR, David Green includes research published at Insight222 into how people analytics can deliver value at scale by taking an outside-in approach focused on business challenges. This is complemented by articles from practitioners like Robert Kruzel (Uber), Dawn Klinghoffer (Microsoft), Ben Teusch (Facebook), Adam McKinnon (QBE), Isabel Naidoo (FIS), Katarina Berg and Gary Munro (both Spotify).
Read MoreTo achieve this new, more human, understanding of the workforce requires excellence in people analytics and employee experience – two key areas that will help organisations understand people more deeply, and at scale, and translate that understanding into better, more personalised experiences for the employee. In their latest report, ‘Accelerating the Journey to HR 3.0,’ IBM describe this new era of people management as ‘HR 3.0’. According to their research, only 10% of HR executives are operating in HR 3.0 today. We spoke with Amy Wright, co-author of the paper, to understand more about how to upskill HR for the future of work.
Read MoreIn the latest series of the Digital HR Leaders podcast, we spoke with five leading thinkers in the Learning and Development (L&D) space. From academics and thought leaders to practitioners and vendors, four recurring themes emerged about the future of learning over the next 10 years: 1. Learning will be central to redefining the nature of work, ensuring talent agility above all else. 2. The business impact of learning is better understood as learning and work become firmly intertwined. 3. Learning breaks out of a vertical silo and instead has impact across the business. 4. To sustain remote learning, new technologies like VR will increase in popularity.
Read MorePresenting quite possibly the strongest monthly collection of the best HR and People Analytics articles yet for September, which looks at some of the latest research on remote working, the development of talent marketplaces, the increased focus on the disclosure of human capital metrics, the shifting role of HR and plenty of examples of how companies are developing new capabilities in people analytics. Contributors this month inc: Dave Ulrich, Tanuj Kapilashrami, Michael Arena, Andrew Marritt, Stacia Sherman Garr, Lynda Gratton, Diane Gherson, Gianpiero Petriglieri, Amit Mohindra, Volker Jacobs, Richard Florida, Ethan Bernstein, Stefan Seiler and many more.
Read MoreInnovation does not just change our behaviour, but also what we need to master to be relevant in the economy. Simply put, the faster we innovate, the faster jobs are redesigned to incorporate new technologies. The data on this issue suggests that there is a general trend towards more relationship-based and expertise-driven work. However, it also suggests that the type of expertise deployed is also changing more quickly. This results in a shrinking shelf life of technical skills. This is why concepts like ‘growth mindset’ and ‘agile mindset’ have caught the attention of business and HR leaders. In this blog Lewis Garrad outlines the critical core skills necessary to create a culture of lifelong learning within an organisation.
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