Should the People Analytics Function Report into HR or Enterprise Analytics?

This question has been around for several years. But once again, several organisation are asking themselves, should People Analytics report into HR? Leading People Analytics teams are focussing more and more on delivering business value. In a recent study by Insight222 97% of people analytics leaders report to the CHRO themselves or into the HR function, and only 3% report into Enterprise Analytics. Some might argue that reporting into Enterprise Analytics would allow them more ability to deliver business value. But it’s not that simple. If you are asking yourself this question, we share three important topics to consider.

People AnalyticsKate MarksMarch 28, 2022Comment

How can People Analytics Deliver Solutions at Scale through Productisation?

Alongside the Demand Engine and the Solution Engine, the Insight222 Operating Model for People Analytics recommends a Product Engine with an Implementation team who ensure the effective design and product management of people analytics solutions. It includes the associated project management and change management to provide effective adoption of each solution. This article will explore the role of productisation in scaling people analytics by answering the following questions: 1. What is Productisation? 2. How have Leading Companies invested in the Product Engine to ensure productisation is successful? 3. What is the first solution at scale that People Analytics teams should deliver? 4. What are examples of advanced solutions at scale that People Analytics teams deliver?

How ING Uses Skills Data To Support Workforce Planning And Employee Experience

There is an increasing shift towards a focus on skills, which is arguably leading to a radical transformation of HR. Perhaps this isn’t a surprise given that 74% of CEOs are concerned about the availability of key skills, and worried that the shortage of talent will constrain growth. In this expert interview David Green speaks to Luigi Maria Fierro, Head of HR Strategy and People Analytics at ING to hear more about how ING is using people data to derive insights into the skills and capabilities required across the bank and how these insights can be used to inform their future workforce strategy.

People Analytics, Employee ExperienceLuigi M Fierro & David GreenFebruary 23, 2022Skill Management, Advanced AnalyticsComment

The Business Value of Democratising Access to People Data at Tata Steel

In this expert interview David Green speaks to Vipin Sharma, Head HR Strategy, Analytics & HR Innovation Labs at Tata Steel, to understand how his team is tackling the challenge of creating a data driven culture in HR. Their focus on simultaneously democratising access to people data for decision making and upskilling HRBPs and the wider HR community has stood them in good stead to address important business challenges with people analytics, including bias in performance management, which we discuss here also.

Is Strategic Workforce Planning the Real End-to-End Solution for HR?

How is the engagement of our employees impacting their performance? How can we optimise team leadership to avoid voluntary turnover? These are questions that remain, still without a clear answer because we have not been able to develop tools that describe the relationship between somehow abstract concepts, such as engagement or leadership, with others that are not, such as performance or turnover. In this blog Marta Gascón Corella explores whether strategic workforce planning really provides us with an end to end solution to be able to support the organisation answer these questions as HR as a function continues to move to becoming a strategic pillar in the organisation.

How Setting Goals impacts your Learning Journey

Goals are an important and effective way to spark motivation. They serve to energise the goal setter into action, either through intrinsic motivation (e.g., the feeling of satisfaction you get when you achieve a goal and subsequent increased confidence or self-esteem) or through extrinsic motivation (e.g., an end of year bonus is dependent on achieving your goals). Goal setting therefore leads to increased performance and outcomes as effort increases in line with enhanced motivation. Many of the goals being set by our community of learners at the myHRfuture Academy focus on upskilling to become an experience led, business focused and data driven HR professionals. We’ve been looking at the most popular HR skills and HR resources from 2021 and shifting 2022 HR predictions into practice over on the myHRfuture blog to help shape these goals.

Future of Work, People AnalyticsCaroline StyrJanuary 17, 2022Learning and Development, Lifelong Learning, LearningComment

Six Ways to put HR Trends and Predictions in 2022 into Practice

The myriad of 2022 predictions are supremely useful for giving HR leaders a sense check, to ensure that their investments are targeting the most important elements for their function to thrive in the digital age. Similarly, HR professionals can use predictions to target their learning and development goals for the coming year, enabling them to keep a pulse on “what’s hot” in the field. In this blog, we take a look at a handful of HR’s 2022 prediction blogs and convert these insights into action, by guiding HR leaders to insights and models that can help inform their strategy in 2022, and HR professionals to resources to upskill in these areas.

What are the Top Skills that HR Professionals have Learnt in 2021

HR has a significant role to play in guiding the organisation through digital transformation. The function is under pressure from all corners of the organisation to deliver a people strategy fit for the digital age. Over 60% of HR leaders report pressure from the CEO to ensure employees have the skills they need in the future. In order to meet this challenge and support the organisation in the digital age, HR professionals must develop new, up-to-date skills. In this blog we explore the top skills HR professionals have been developing to become more data driven and business focused, as well training courses you can take to help you get setup for success in 2022.

The Most Popular HR & People Analytics Resources of 2021

As 2021 draws to a close, we take a look back at some of the most popular HR and People Analytics resources that the myHRfuture readers and the Digital HR Leaders podcast listeners have engaged with this year. There have certainly been some trending topics: Focusing on employee mental health, wellbeing and psychological safety, Preparing the organisation for the future of work with skills-based workforce planning, Upskilling HR professionals with the capabilities they need for the digital age and developing a data driven culture for HR to embed evidence-based decision making across the organisation. Read on to explore each topic in more detail and use the further reading lists at the end of each section to dive even deeper into these themes.

What Can We learn from Leading Companies in People Analytics?

Leading Companies are those companies or organisations that have demonstrated that they have a people analytics function that is considered a leader in the field. In these companies, analytics has enabled Human Resources to unlock value for employees and the business. We have segmented the findings of our Insight222 People Analytics Trends 2021 research by Leading Companies who are paving the way for the field of people analytics. In this blog, we share more about what makes those companies great, and what every people analytics team can learn from their work.

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