Using Precision Insights to Improve the Productivity of Knowledge Workers Part 3

In the part one and two of this three part blog series Ashish Parulekar, Head of People Analytics at Capital One, explored the role of the cartesian method and systems thinking in taking a structured approach to solving the complex and ambiguous problem of improving the productivity of knowledge workers. Having used the cartesian method to break down the underlying components and then used systems thinking to understand the order in which these components should be optimised. In this third and final article he focuses on the role of precision insights in figuring out which actions have the highest leverage.

People AnalyticsAshish ParulekarDecember 9, 2021Advanced Analytics, productivityComment

How are Leading Companies Investing in the People Analytics Operating Model?

Investment in people analytics has accelerated in 2021, as the function continues to deliver value to the business and support the C-Suite. 61% of companies grew their people analytics teams between June 2020 - 2021 and a further quarter stayed the same size. When we look at the next 12 months to June 2022, 75% of people analytics leaders predict they will receive even more investment for their teams. Increasing investment in people analytics teams often leaves leaders pondering “where should I invest?” or “which role or skills should I hire for next?”. Sharing insights from the People Analytics Trends 2021 Report we explore some of these questions.

Future of Work, People AnalyticsCaroline StyrDecember 3, 2021People Analytics, Leading CompaniesComment

Using Systems Thinking to Improve the Productivity of Knowledge Workers Part 2

In his last blog, Ashish Parulekar, Head of People Analytics at Capital One, discussed how the cartesian method can be applied to take a structured approach to solving the complex and ambiguous problem of improving the productivity of knowledge workers. He also discussed the challenge of getting overwhelmed as we go deeper in the cartesian tree in search of precise and actionable insights. In part two of this three part series, he discusses how Systems Thinking can be used to help determine where to start and where to end, in the quest to solve the challenge of improving the productivity of knowledge workers.

People Analytics, Future of WorkAshish ParulekarDecember 2, 2021People AnalyticsComment

Using People Analytics to Improve the Productivity of Knowledge Workers Part 1

In this three part blog series Ashish Parulekar, Head of People Analytics at Capital One, explores the role of People Analytics in improving the productivity of knowledges workers. In part one, he examines how breaking complex problems down into smaller, less complex components can drive greater productivity and business value. Specifically he looks at how the cartesian method can help address productivity challenges in response to events like COVID-19 + Working from home (WFH).

People AnalyticsAshish ParulekarNovember 25, 2021People Analytics, productivityComment

How to Use Skills Data for Workforce Planning

In its simplest form, workforce planning is a “framework for analysing both the current and desired future states of the workforce”, which must be scoped in accordance with business context and strategy. Because of the importance of the business context, there can be no “one size fits all” roadmap to successful workforce planning applicable to all organisations. In this blog we explore the business benefit of skills based workforce planning and how IBM have used internal skills data to infer skills across their workforce.

The Best HR & People Analytics Articles of October 2021

In this month’s collection of the best People Analytics and HR articles David Green features four powerful new research studies are included: i) RedThread Research and Degreed team up to analyse what a skills-based approach to Diversity, Equity, Inclusion and Belonging looks like, ii) Jason Corsello looks at the macro trends impacting the future of work, iii) McKinsey and LeanIn.Org present the seventh edition of their Women in the Workplace study, and iv) the team at Insight222 present our People Analytics Trends 2021 study and much more!

Where is People Analytics Adding the Most Business Value in 2021?

Instead of focusing on solving business challenges, all too often the expectation is that many HR leaders think people analytics is just for improving HR processes. But this is not where the function can add the most value. Excitingly, people analytics has the potential to deliver impact further beyond the four walls of the organisation. The function can address broader societal challenges, such as access to opportunities, diversity and inclusion and, of course, health and mental wellbeing as highlighted during the COVID-19 pandemic. In this blog we explore the value that people analytics is adding in 2021.

People AnalyticsCaroline StyrOctober 29, 2021People Analytics, Future of Work, HR Strategy, HR AnalyticsComment

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.

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