From improving employee engagement and retention to predicting future workforce needs, workforce analytics has the potential to offer transformative insights that can empower HR decision-making and drive business success. Interestingly, however, when I posed the question to the above guests, I received a range of responses.
Read MoreThis may sound preposterous to HR, EX, and people analytics professionals who think all day/every day about creating better employee experiences and driving greater business value, but I have come to realize we know much less about work (and the experience of work) than we think.
Read MoreThe decision-making process regarding talent is as complex as it is crucial. Talent decisions can shape the course of a company's future and the lives of its employees. Today, we dive into this intricate web of decision-making with an expert whose insights challenge conventional paradigms.
Read MoreIn today's ever-evolving workplace, understanding and catering to the unique needs and preferences of each employee is not just a nice-to-have; it's a strategic imperative. Human Resource (HR) leaders are pivotal in driving this personalised approach, leveraging HR analytics to tailor employee experiences (EX) that not only resonate on an individual level but also drive substantial returns on investment.
Read MoreAs the economic climate continues to shift and technological advancements reshape industries, people analytics has become an essential tool for businesses to stay competitive and make informed decisions. Our Insight222 People Analytics Trends 2023 research: “Investing to Deliver Value: A New Model for People Analytics” is a testament to this, revealing that from 2020 - 2023, people analytics has grown by 43%, with 51% of the organisations surveyed admitting to increasing their team size in the next 18-24 months.
Read More"AI will not take your job; someone who knows how to use AI will”. This now widely used quote encapsulates why Artificial Intelligence is not simply a tool that employees utilise but an extension and augmentation of their capabilities. While already 14% of organisations report that they regularly use AI in marketing and sales, HR's utilisation is near the bottom with only 3%.
Read MoreIn this fast-paced digital world, where the race to attract and secure the best talent is more intense than ever, traditional hiring processes no longer cut it. Gone are the days when HR professionals could afford to spend hours reviewing stacks of resumes and conducting time-consuming interviews.
Read MoreOver 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.
Read MoreOne of the most exciting trends in people analytics is the rapid growth of Organisational Network Analysis (ONA), which whilst not new is witnessing a resurgence thanks to developments in technology, new ways of working and changing business requirements. When I meet with people analytics leaders, ONA regularly crops up in the conversation as one of the techniques that they have either already begun to use or plan to deploy within their organisations.
Read MoreThe 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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