Five Steps to Making Organisational Culture Tangible

Organisational culture is more important than ever. Continuous digitisation, scarcity in talent and skills are a fact that organisations are increasingly dealing with, so for a People Analytics team and/or other relevant practitioners’ organisational culture should be addressed as a matter of importance. Organisations often are well equipped to report on ‘hard’ organisational outcomes such as safety or risk indicators. However, gaining a grasp on ‘soft’ culture indicators and their relationship to these outcomes is more difficult. In this article five steps are shared to enable people analytics teams, organisational researchers and other relevant practitioners to start with quantifying this big concept and provide organisations with tools for working on organisational culture.

Employee Experience, People AnalyticsMartijn WiertzApril 20, 2022Culture, Organisational Culture, Culture ChangeComment

Why is Data Storytelling an Important Skill for HR Business Partners?

You can understand what the key business challenges in the organisation are. You can prioritise your work effectively, ensuring you’re working on the most pressing business challenge. You can do great analysis and generate fantastic insights. You can even come up with some great recommendations for action to be taken that will deliver business value… but if you can’t communicate the insights and recommendations effectively to your audience, all of this great work will be wasted, and you won’t get the action that you need. In this blog we explore why data storytelling is an important skill for all HR business partners to master.

People Analytics, Digital HRManpreet RandhawaApril 13, 2022Data StorytellingComment

Eight Steps to Successfully Democratise People Analytics Data

Data democratisation is the process of making data and insights accessible to a much wider group of people across an organisation who will benefit from its usage. A question that is top of mind for many people analytics leaders is, “what is the first solution at scale I should deliver to democratise data?”. This article will explore eight steps that are important for success when democratising people data with analytics dashboards.

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.

Subscribe to our Newsletter

Thank you!