In 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 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?.
Read MorePeople analytics is fast becoming one of the most important areas of Human Resources (HR). Yet, people analytics functions too often fall into the trap of primarily offering ‘white glove’ treatment to a handful of – often very senior – business executives. This makes it difficult to deliver tangible business value at scale. This research conducted by Jonathan Ferrar, Caroline Styr and Anastasia Ktena suggests a new Operating Model for people analytics, focused on delivering value at scale. This model is essential to Chief Human Resources Officers (CHROs) and business executives who want to use people data to deliver value to their businesses. The focus of this model is on creating business value – not just HR value – and scaling people analytics solutions across the enterprise.
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 MoreFiguring out how to prioritise projects is a crucial step towards successful people analytics. A common concern from people analytics professionals is, how can I possibly manage the concerns of - and bombardment of requests from - multiple business stakeholders? In this blog Caroline Styr outlines the steps you can take to prioritise your People Analytics Projects.
Read MoreThe Nine Dimensions for Excellence in People Analytics will highlight the things that need to be focused upon in people analytics to improve your impact. The model is built from years of experience by Jonathan Ferrar and David Green.
Read MoreAll People Analytics projects should aim to support the business make better decisions and ultimately drive real business value. The challenge, then, for many People Analytics teams is to keep up with the pace of the business and changing business priorities. Without truly getting to the heart of the business problem and prioritising the projects that will drive the most change, people analytics teams regularly set themselves up for failure by not providing measurable impact on the work that they’re carrying out.
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 MoreYour people are the key to remaining competitive in an unpredictable marketplace. In this episode of the Digital HR Leaders podcast David Green speaks to Diane Gherson CHRO at IBM about the transformation that the HR function at IBM have undergone during Diane’s tenure and here, in this blog, we’re going to dive deeper into one area of their conversation: skills-centric career management and the talent marketplace approach at the tech giant.
Read MorePresenting David Green’s selection of the best HR and People Analytics article of August, which shines a light on how HR has stepped up during the crisis. There are over 20 resources covering the impact of remote working, productivity, learning, people analytics in responsive organisations, employee segmentation, network analysis on open data and much, much more. It’s a must read!
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