Six Reasons People Analytics Functions (and Leaders) Fail

People analytics has seen dizzying growth over the last few years and that growth is still accelerating. Almost every CHRO we have spoken to over the past year has shared that they will increase their investment in building out their people analytics capabilities. But with increased resource comes increased expectation. This blog summarises the most common failure points of people analytics functions. Its purpose is to help CHROs and people analytics leaders avoid a few critical mistakes, make investment decisions more confidently, and achieve the expected business outcomes.

People AnalyticsDirk PetersenSeptember 21, 2021Data-driven HR, Ethics, Data Privacy, STAKEHOLDER MANAGEMENTComment

Two Key Elements for Ethical People Analytics

Research found that 70% of employees would consider quitting if they discovered that monitoring was performed without their prior knowledge. With the future of work becoming hybrid and the expansion of tools available to collect employee data and conduct analyses, there is a real risk that a lack of transparency and a missing communication strategy do significant and lasting damage to employee trust, engagement, and retention. This blog discusses how to create a practical approach to transparency and communication in people analytics.

People AnalyticsDirk PetersenSeptember 6, 2021Data Privacy, Ethics, Governance, CommunicationComment

Three Steps to Ethical People Analytics

The greatest risk for today’s people analytics functions is not technology, a lack of available skills, or budget. It’s the risk of abusing the foundational element of people analytics: employee data. And that risk is growing exponentially, because of the new ways in which we collect and use employee data. Organisations need a governance process for their people data. In this blog, we explore what a governance process is for People Analytics, who should own the governance process and the idea of the people data governance council.

People AnalyticsDirk PetersenJuly 22, 2021People Analytics, Governance, Data PrivacyComment

Seven Tips for using Statistics on People Data

There are a number of myths and misconceptions associated with using statistics in HR that often prevent us from harnessing the value that they possess, such as “advanced statistics are better than basic statistics” or that “a negative correlation is bad”. Well we’re here to bust those myths and misconceptions and show you that actually using statistics in HR and your People Analytics projects can be quite powerful. In this blog Heather Whiteman, a lecturer at UC Berkeley shares seven tips to help you build more confidence when using statistics and harnessing the power they possess, to produce excellent analysis and effectively communicate using your HR data.

People AnalyticsManpreet RandhawaMay 21, 2020Statistics, Data Privacy, Data Storytelling, Statistics in HRComment

10 reflections from the Wharton People Analytics Conference

David provides his reflections on the recent Wharton People Analytics Conference in Philadelphia, which featured the likes of Richard Thaler, Allyson Felix, Marcus Buckingham and Deloitte's CEO Cathy Engelbert along with the Wharton team of Adam Grant, Cade Massey and Laura Zarrow. The topics covered in Philadelphia were diverse with three themes coming to the fore: Diversity and Inclusion, Organisational Network Analysis and Nudges.

How should HR process data to be GDPR compliant?

In our online training course Introduction to GDPR for HR, Kim Bradford explores the impact of the new regulation on HR and discusses the various ways that HR can manage the impact of the GDPR. In this blog post and video, Kim talks through the main criteria that HR departments should consider when processing personal data, and how to make sure that they remain GDPR compliant.

Guest UserNovember 30, 2018GDPR, Data PrivacyComment

How do you manage data privacy in People Analytics?

We had the opportunity to catch up with Ben Waber from Humanyze at the Tucana People Analytics conference and ask him about his thoughts on managing data privacy when collecting activity data on employees and is the “hype” about artificial intelligence justified? Check out the video of his interview in this blog post, as well as the transcript from our discussion.

People AnalyticsGuest UserNovember 28, 2018People Analytics, Data Privacy, Ethics, Artificial IntelligenceComment

What is the impact of the GDPR on data protection law?

Take a look at the short video clip below from our online training course Introduction to GDPR for HR to hear Kim Bradford share her thoughts on how the GDPR is impacting data protection law and be sure to enroll in the course if you want to learn more about the GDPR and how it is impacting HR.

People AnalyticsGuest UserNovember 16, 2018People Analytics, GDPR, Data PrivacyComment

What HR departments need to know about the GDPR

I read an interesting article last October about the role of HR in preparing companies for the GDPR, and it struck a chord with me. Actually, it rang a bell in my head loud and clear.

Now almost a year later, I find that much of what I thought and felt a year ago about HR taking control is still true today – and all the more urgent, given that we are now four months post-GDPR enforcement.

People AnalyticsGuest UserSeptember 26, 2018GDPR, Data Privacy, People AnalyticsComment

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