Since computers were first introduced in the workplace in the 1980s, technological advancements have continued to shape the way businesses operate. What once used to be manual processes are now automated and performed with the help of Artificial Intelligence (AI), improving HR efficiency and performance, enhancing transparency and consistency of decision-making, and promoting diversity and inclusion within organisations.
Read MoreWhen it comes to talent management, it's easy to get swept up in human capital metrics such as skills, qualifications, and experience. But as we delve deeper into the world of HR and people analytics, it becomes increasingly clear that measuring human capital alone is not enough. Social capital - the networks, relationships, and influence within a workplace - is just as important for measuring human potential and performance.
Read MoreIn the dynamic world of HR, making informed workforce decisions is paramount, but data silos often stand in the way, preventing seamless collaboration and access to crucial people analytics insights. Our latest Insight222 research, Upskilling the HR Profession: Building a Data Literacy at Scale showed that 55% of the companies surveyed reported to have a data-driven culture for people data and analytics.
Read MoreThe increased demand for and use of ONA and collaboration analytics technologies has seen a number of technology firms establish themselves in the field. One of these companies is Cognitive Talent Solutions, so I was delighted to catch up recently with their CEO and co-founder Francisco Marin to reflect on the current economic headwinds and discuss how ONA can be applied to leadership development to support organisations during a recession.
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 MoreFrom economic instability to remote working policies, disrupting events in 2020 have forced many organisations to adapt their business and operating models rapidly. This, in turn, has left many HR leaders wondering how they can best plan for their workforce in a constantly evolving landscape. Tie this in with the current skills shortage that most industries face; the need for an effective workforce planning strategy has never been more transparent. But workforce planning is more than just forecasting headcount and budget allocations. It is a process that aligns an organisation's workforce with its overall business strategy and goals. It involves understanding the current and future workforce composition, identifying gaps, and developing action plans to bridge them. As our Insight222 People Analytics Trends 2022 report showed, Workforce Planning is also a key area where HR leaders and People Analytics more specifically add business value.
Read MoreIn this expert interview, David Green speaks to Phil Arkcoll, CEO and co-founder of Worklytics, to understand how the pandemic has changed the way we work through remote work. Phil also highlights how the notion of work culture, interpersonal skills, and cohesive team collaboration has been affected by hybrid working. The discussion also covers Organisational Network Analysis (ONA) and how organisations can use network analysis to assess how this shift to hybrid working impacts productivity.
Read MoreIt is almost universally accepted that companies with diverse leadership outperform those without; Gallup found that gender-diverse business units have higher average revenue than less diverse business units. Despite this, McKinsey’s Women in the Workplace 2020 report on workplace practices in over 300 companies highlights that although there has been a significant increase in women joining the workforce, women are not advancing into leadership. In this article David Green and Jonathan Ferrar discuss how ONA data can be used to understand how structural homophily within professional networks may be impacting career progression.
Read MoreMichael Arena describes social capital as “the competitive advantage that is created based on the way an individual is connected to others” in his book, Adaptive Space. If human capital is about what an individual knows, social capital is about how well positioned that individual is to use what they know, in order to get work done. In this article, we’ll explore the concept of social capital and how it can be measured leveraging Organisational Network Analysis.
Read MoreA common problem among companies of all sizes is that most organisations are unaware of the skills residing within their employee population. The notion of employee skill data has garnered considerable interest of late, with interested parties ranging all the way from tech-savvy vendors looking to apply rapidly advancing Artificial Intelligence (AI) to Chief Learning Officers (CLO’s) looking to provide a tailored learning offerings to employees. In this article Adam McKinnon & Mikaël explore the two fundamental considerations when it comes to skills management. First, how do you acquire your employees’ relevant skill data? Second, what practical value can you then generate from this wealth of information?.
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