How is the Role of the People Analytics Leader Evolving?

People analytics is buoyant. And it has become more important than ever over the last 18 months as a result of the pandemic. Between 2019 and 2021 as Jonathan Ferrar and David Green undertook the research for their recent book, Excellence in People Analytics, they noticed a demonstrable change in the demand for and value delivered by people analytics as a result of the pandemic. In this blog Jonathan explores what People Analytics leaders should do to meet the huge expectation in their first 100 days.

People AnalyticsJonathan FerrarSeptember 27, 2021Leadership, HR AnalyticsComment

Six Reasons People Analytics Functions (and Leaders) Fail

People analytics has seen dizzying growth over the last few years and that growth is still accelerating. Almost every CHRO we have spoken to over the past year has shared that they will increase their investment in building out their people analytics capabilities. But with increased resource comes increased expectation. This blog summarises the most common failure points of people analytics functions. Its purpose is to help CHROs and people analytics leaders avoid a few critical mistakes, make investment decisions more confidently, and achieve the expected business outcomes.

People AnalyticsDirk PetersenSeptember 21, 2021Data-driven HR, Ethics, Data Privacy, STAKEHOLDER MANAGEMENTComment

Two Key Elements for Ethical People Analytics

Research found that 70% of employees would consider quitting if they discovered that monitoring was performed without their prior knowledge. With the future of work becoming hybrid and the expansion of tools available to collect employee data and conduct analyses, there is a real risk that a lack of transparency and a missing communication strategy do significant and lasting damage to employee trust, engagement, and retention. This blog discusses how to create a practical approach to transparency and communication in people analytics.

People AnalyticsDirk PetersenSeptember 6, 2021Data Privacy, Ethics, Governance, CommunicationComment

What are the Opportunities for People Analytics?

People analytics is the collection and application of talent data to improve critical talent and business outcomes. The field has been growing rapidly over the last decade, and investment in the field has only accelerated in response to the Covid-19 pandemic. Why are companies committed to investing in People Analytics? and what is the opportunity for People Analytics to impact the organisation? We explore these questions in more detail throughout this blog.

People AnalyticsGuest UserAugust 19, 2021People Analytics, HR AnalyticsComment

The Best HR & People Analytics Articles of July 2021

As expectations on HR to be more data driven, experience led and business focused rise, the essence of this month’s collection of the best HR and People Analytics resources is captured perfectly in the words of Dave Ulrich: “We (HR) cannot miss this opportunity for impact”. Contributors include: Dave, Aaron De Smet, Angelika Reich, Jennifer J. Deal, Alec Levenson, Caroline Styr, Rainer Strack, Dirk Petersen, Tom Davenport, Kate Bravery, Jean Martin, Alan Jope, David Creelman, Laura Hilgers, Kathi Enderes, Jacqui Brassey, PhD, MAfN, Soumyasanto Sen, Dr Tomas Chamorro-Premuzic, Amy Edmondson, Stacia Sherman Garr, Ellyn Shook, Serena H. Huang, Ph.D., Steven Baert, Thomas Otter and many more.

How Can Passive ONA Highlight the Impact of Relationships on Diversity and Inclusion?

It 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.

People AnalyticsJonathan Ferrar & David GreenAugust 9, 2021Power of People, ONA, Passive ONAComment

How to Get Started with Workforce Planning

Workforce planning is one of the key components of effective human capital management and a topic widely discussed as having an ever-growing importance on the future of work, yet we see so many HR functions failing to successfully embed effective workforce planning process. Why is this? This blog examines the opportunity presenting itself to HR and some of the things you can do to get started with workforce planning.

People Analytics, Workforce PlanningManpreet RandhawaAugust 5, 2021Strategic Workforce PlanningComment

Three Steps to Ethical People Analytics

The greatest risk for today’s people analytics functions is not technology, a lack of available skills, or budget. It’s the risk of abusing the foundational element of people analytics: employee data. And that risk is growing exponentially, because of the new ways in which we collect and use employee data. Organisations need a governance process for their people data. In this blog, we explore what a governance process is for People Analytics, who should own the governance process and the idea of the people data governance council.

People AnalyticsDirk PetersenJuly 22, 2021People Analytics, Governance, Data PrivacyComment

The Best HR & People Analytics Articles of June 2021

As HR job postings continue to spike, there’s never been a more exciting time to be in the field. This month’s collection of the best resources in HR and People Analytics is filled to the brim, and contains news of the publication of a new book on people analytics. Contributors this month include: Leena Nair, Rob Cross, Nickle LaMoreaux, Tanuj Kapilashrami, Dave Ulrich, Naomi Verghese, Mark Mortensen, Amy Armitage, Hung Lee, Caroline Styr, Ian Bailie, Karen Johnson, Peter Romero, Serena H. Huang, Ph.D.

The Importance of Data Ethics and Privacy in People Analytics

The amount of data being collected by organisations about employees is incredible. And the volume of data available will continue to grow exponentially. As the importance of people analytics grows so does the need for strong governance. Data ethics and privacy is the most critical ingredient in people analytics. Those working in the field simply cannot afford to get it wrong. The risk to employee trust and to the reputation of the people analytics function is too high. In this blog I explore why People Analytics functions have to consider ethics and privacy and how organisations should be using employee data.

People AnalyticsDavid GreenJune 18, 2021People Analytics, HR Analytics, HR, UNLEASH, Ethics, GDPRComment

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