What is the future of People Analytics, where is it headed and how do we ensure that we’re adding real value? In this blog Marta Gascón Corella shares four key considerations for the future of people analytics. She examines the role of predictive vs advanced analytics, the necessary ethical improvements and considerations required when leveraging data and finally the role of people analytics in managing people based on evidence for organisational improvement.
Read MoreDuring 2020, Ethan Bernstein, Associate Professor of Business Administration at Harvard Business School, conducted research in collaboration with Ben Waber, CEO of Humanyze, to understand the impact of remote work on employees. The findings of this research have been widely cited and used to help guide organisations and their workforces through the pandemic. In this blog post we explore three things HR can do to prepare their organisations for hybrid working in a post pandemic world.
Read MoreWith an end in sight and a return to ‘normal’ imminent David Green’s collection of the top HR and People Analytics articles for February has a strong focus on the role of hybrid work, return to the workplace and new ways of working, with articles from: John Boudreau, Susan Lund, Gerald Kane, Dave Ulrich, Heather E. McGowan, Anna Lundström and Ethan Bernstein and many others its a great collection of resources and a must read!
Research suggests that curiosity is linked to better job performance, communication and creativity just to name a few, however despite it’s clear positive impacts, it is often discouraged in organisations for fear of slowing down decision-making processes, people becoming harder to manage and disrupting the status quo. In this article, we’re going to beat the drum once again for more curiosity! And amongst people analytics professionals in particular, by looking at three aspects of curiosity that will ensure your people analytics projects deliver clear business value.
Read MoreHR needs to tell better data-driven stories because the human brain is wired for stories. The concept of storytelling with data is about finding the tension, guiding the audience through that rising tension, through the narrative arc, and then ultimately to resolution. If there is no compelling story behind the data that the audience will resonate with, the chances of them taking action as a result of your presentation are minimal. HR has not previously been a function driven by data, however, with the rise of people analytics, HR is becoming increasingly data-focused. If we are going to make that data work for us, we have to become better at telling data-driven stories.
Read MoreDavid Green’s collection of the best HR and people analytics resources in January really emphasises the level of innovation in the field of People Analytics and features content from the likes of Stacia Sherman Garr, Laura Stevens, PhD, Patrick Coolen, Tertia Wiedenhof, Valérie Du Bois, Stefan Hierl, Jonny Gifford, Chris Gagnon, Jaime Teevan, Dawn Klinghoffer, Dave Ulrich, Amit Mohindra, Adam McKinnon, PhD., Amy Armitage, Kevin Martin, Ravin Jesuthasan, CFA, FRSA, John Boudreau and Jeff Schwartz just to name a few.
Read MoreFor people analytics teams to be successful, they have to remain focused on the needs of the business. In other words, when prioritising people analytics projects, the team should concentrate on work that will drive significant business value, instead of carrying out work that has no relationship to the broader business strategy. In this article, we’re going to look at how you can set your people analytics team up for success
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 MoreIt is no secret that HR professionals need to upskill. A whopping 71% of HR professionals think that their core job skills will be obsolete in just three years, according to recent research by Degreed. What can you, as an HR professional, do to understand what your professional development looks like over the next three years, as existing skillsets continue to erode, and new skillsets emerge? How can you shift from a place of uncertainty and insecurity, to empowerment, action and progress? In this blog, we’re going to look at four stages that you can work through to help future proof your career in HR.
Read MoreDavid Green has curated his annual collection of the 60 best articles on People Analytics, HR and the Future of Work for 2020, which is intended to act as a resource library for those working, researching or interested in the field of people analytics and data-driven HR. The collection features articles and research covering human resources, people analytics, employee experience, future of work, diversity, ethics, culture, learning, leadership, HR tech, workforce planning, organisational network analysis, remote work, HR analytics, org design and much more.
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