4 Steps to Develop Data-Driven HR and People Teams

We’ve looked back on the most popular skills that HR professionals have been learning in myHRfuture in 2020. The same pattern is emerging, that it’s not just technical skills that HR is focused on, but consulting and influencing skills as well. We’ve grouped the most in demand training into four themes. As talent executives plan to double their efforts in the next two years to upskill their HR teams in new capabilities, let this list be a guide to what’s trending in HR upskilling and how you might develop your HR and People teams.

The Most Popular HR & People Analytics Resources of 2020

2020 has been one for the history books. As we near the end of the year we thought we’d share some of the most popular HR and People Analytics resources being leveraged to support HR professions build their data-driven skills. We’ve curated the most popular blogs, people analytics certifications and Digital HR Leaders podcast episodes of 2020 to help you kick 2021 off with a bang and press PLAY on your Career®.

The Top Three Areas Where People Analytics Adds Value

As the people analytics function continues to evolve, it is vital for teams to create tangible business impact in order to deliver more value and gain further investment and buy in from the business. Many organisations face a number of key challenges when trying to achieve this such as defining the business challenges, prioritising projects and scaling people analytics products across the enterprise . In this blog Caroline Styr examines insights captured in research carried out by insight222 on a new operating model for People Analytics.

People Analytics, Workforce PlanningCaroline StyrDecember 17, 2020Strategic Workforce Planning, People AnalyticsComment

The Best HR & People Analytics Articles of November 2020

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).

The Value of Measuring Employee Skill Data

A 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?.

Future of Work, People AnalyticsAdam McKinnon & Mikaël WornooNovember 25, 2020ONA, Organisational Network AnalysisComment

How a New Operating Model for People Analytics will help Deliver Value at Scale

People 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.

What Skills do HR professionals need to support Business Transformation?

To 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.

How to Prioritise your People Analytics Projects

Figuring 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.

Nine Dimensions for Excellence in People Analytics

The 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.

How to Run a Successful People Analytics Project

All 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.

People AnalyticsJonathan FerrarOctober 14, 2020People Analytics, Power of People, Purposeful AnalyticsComment

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