With the exponential growth in people analytics, the ethical implications of gathering and workforce intelligence in human resources (HR) management have become a critical area of focus.
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No organisation can build a sustainable, successful people analytics function without clear understanding of what it should and shouldn’t do. Data ethics is the compass for all analytics work. An Insight222 survey with 57 companies* shows the extent of the challenge: 81% of companies report that their workforce analytics projects were sometimes or often jeopardised by data ethics/privacy concerns. In this post, Dirk Petersen reviews how organisations can ensure that they have an ethics charter in place for their People Analytics projects.
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The Insight222 People Analytics Trends Report for 2023 explores the eight characteristics of Leading Companies in People Analytics. Leading Companies in People Analytics are those that invest, measure, and scale their work to have the greatest impact across the enterprise. They focus on the most important business priorities, ensuring their investments provide a return, and deliver value at scale.
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Transparency is crucial when it comes to cultivating a positive work culture. It allows for open communication and collaboration; with it, organisations can retain the trust and loyalty of their employees. According to Slack’s Future of Work study, 80% of today’s workers want insights into how decisions are made at their organisation, and 87% of today’s job seekers want transparency in their future workplace.
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Sustainability is an increasingly important concept in today’s global economy, prompting businesses of all sizes to reduce their environmental footprint and impact. Whether through implementing green initiatives to reduce carbon emissions or through organisational change to promote more sustainable practices in daily operations, these actions can have a real and positive impact on our planet and our business.
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Over the past few years, we have seen seismic shifts in the demands of the modern workplace, with consumers and employees increasingly expecting companies to be more socially and environmentally responsible and focus on CSR strategies. The tragic death of George Floyd in May 2020 sparked a global movement for DEIB (Diversity, Equity, Inclusion, and Belonging), prompting organisations to make genuine commitments to anti-racism more than ever before. And the emergence of COVID-19, back in March 2020, has seen organisations transition to remote and hybrid working at an unprecedented scale.
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The myriad of 2022 predictions are supremely useful for giving HR leaders a sense check, to ensure that their investments are targeting the most important elements for their function to thrive in the digital age. Similarly, HR professionals can use predictions to target their learning and development goals for the coming year, enabling them to keep a pulse on “what’s hot” in the field. In this blog, we take a look at a handful of HR’s 2022 prediction blogs and convert these insights into action, by guiding HR leaders to insights and models that can help inform their strategy in 2022, and HR professionals to resources to upskill in these areas.
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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.
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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.
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The amount of data being collected by organisations about employees is incredible. And the volume of data available will continue to grow exponentially. As the importance of people analytics grows so does the need for strong governance. Data ethics and privacy is the most critical ingredient in people analytics. Those working in the field simply cannot afford to get it wrong. The risk to employee trust and to the reputation of the people analytics function is too high. In this blog I explore why People Analytics functions have to consider ethics and privacy and how organisations should be using employee data.
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