In research conducted by Insight222 in 2020 into a new People Analytics Operating Model, the role of ‘Data Scientist’ had the highest predicted growth, with 57% of companies surveyed predicting an increase in headcount. This suggests a shift to undertaking more advanced and sophisticated analytics. In this blog we explore the evolution of analytics and the case for using advanced analytics in HR.
Read MoreFor People Analytics teams to be successful, they must focus on the needs of the business. The Insight222 Operating Model for People Analytics recommends a Demand Engine of consultants who work directly with business executives to provide a funnel of the most important business (not just HR) challenges and opportunities. In this article, we explore the Demand Engine and the consultant role in more detail, focusing on why the Consultant role is so important for People Analytics to deliver business value, what skills the People Analytics consultant should have and what the future holds for the Consultant role.
Read MoreCompanies without a people analytics capability are at a competitive disadvantage. All organisations need data and insights to identify drivers of key outcomes like engagement, productivity, and retention of top talent, as these are often contrary to the untested assumptions and theories that all too often guide critical talent decisions in HR. The unfortunate reality is that advanced people analytics tech is currently price prohibitive for most companies – especially smaller organisations. In this expert interview David Green speaks to Craig Starbuck Vice President of People Analytics at Mastercard about his role in ensuring that people analytics is made available to all, through the creation of OrgAcuity.
Read MoreCommitment to employee experience is growing. In a recent TI People study1, 90% of EX Leaders indicate increased organisational intent around understanding and improving people's experiences of work. As the invesement In EX grows so does the need for Executive stakeholders to see quantified impact against their specific business or functional objectives and proof that investments are yielding. This raises the question: does EX drive greater business impact? Research being conducted by Insight222 and TI-People aims to identify the activities and capabilities EX teams need to better demonstrate business impact.
Read MorePresenting another bumper edition of the best HR and People Analytics resources of the month – Continuing the experimentation theme many of the articles focus on how HR and people analytics teams are using data to help shape strategies relating to return to workplace, hybrid work and new ways of working. Contributors this month include: Nickle LaMoreaux, Tanuj Kapilashrami, Isabel Naidoo, Dave Ulrich, John Boudreau, Claude Silver, Madhura Chakrabarti, PhD Lynda Gratton, Amy Edmondson, Stacia Sherman Garr, Lexy Martin (she/her) Dylan Mendelson, Andreas Kyprianou, Bruce Daisley, Sayantani Pyne, + many more.
Read MoreWe had the pleasure of speaking with Bhushan Sethi, joint global leader of PwC’s People & Organisation practice, to discuss insights from their recent Workforce and CHRO Pulse Surveys. The surveys have been running since the start of Covid-19 with the aim of understanding the business community’s sentiment and experience with different aspects of the pandemic. The results we discuss here are based on responses from 2000 US workers and nearly 100 CHROs.
Read MoreIn this article, we’re taking a look at “corporate venturing” – how large organisations engage with innovative start-ups. While typically these collaborations aim to innovate consumer-facing products and services, they can also be used to disrupt organisations internally as well. We look at a specific example of this from Unilever, a large organisation that developed their internal Talent Marketplace with HR tech start-up, Gloat.
Read MoreWhat 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!
