The Role of the People Analytics Leader in Developing a Data Driven Culture

When we asked over 100 people analytics leaders how they would define a data driven culture for HR, we had a myriad of responses ranging from “making data readily available and having the skills to interpret it to make better decisions” to “using people data to unlock value.” Upon analysis, it was determined that “using data to make decisions” was the most common response. An impressive 90% of companies surveyed in our recent research, state that their CHRO has made it clear that data and analytics are an essential part of HR strategy. In this blog we explore the role of the People Analytics leader in developing a data driven culture in HR.

People AnalyticsCaroline StyrOctober 28, 2021Power of People, People Analytics, Data-driven HR, Data-Driven CultureComment

Accelerating People Analytics: A Data Driven Culture for HR

The Insight222 People Analytics Trends 2021 study shows that people analytics is growing in size – and in importance. To be successful, the people analytics leader needs to continue to invest in people analytics professionals and technology, as well as take the responsibility to create a data driven culture. The CHRO demands this culture across HR so that people analytics is not just the preserve of the C-Suite. The use of data and analytics should be used for in-the-moment people decisions across the enterprise, whilst allowing the C-Suite to also tackle the most complex workplace and societal topics of the current era – hybrid working, mental wellbeing and diversity, equality, inclusion, and belonging. For more details on this research and to read recommendations for building a data driven culture for HR, download the Insight222 People Analytics Trends 2021 report.

The Best HR & People Analytics Articles of September 2021

In this months collection of the best People Analytics and HR resources David Green’s curated, provides another indicator of the demand for and impact of people analytics and data driven HR. There are insights from chief human resources officers as well as senior human resources and people analytics leaders from companies including: Microsoft, IBM, PepsiCo, Walmart, Unilever, Uber, General Mills, Zurich Insurance, JPMorgan Chase, PayPal, Johnson & Johnson, Syngenta, eBay, Novo Nordisk, Philip Morris International and Bristol Myers Squibb.

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

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