Since the pandemic to our current state of concerns on economic growth, the fires HR are called to put out have become more taxing and intricate. They need everything in their toolbelt to help them be a service to the employees and provide real value to business leaders. Applying data to the many pain points, HR professionals face in today's work environment gives them an edge over their competitors and delivers better results.
Read MoreCompanies face incredible challenges with labour shortages and skills gaps as they struggle to get work done. The traditional ways of filling open positions where HR professionals would post the job description and undergo the lengthy recruitment process to find qualified candidates are no longer effective. So, HR professionals and business leaders focus on a skills-based talent strategy to stay competitive in the tight talent marketplace.
Read MoreIn this article Jonathan Ferrar outlines a common challenge that is frequently experienced by People Analytics leaders - Identifying value in People Analytics Projects. Leveraging the Nine Dimensions in People Analytics Model to support many clients navigate this challenge has led Jonathan to identify seven questions that People Analytics leaders should be asking themselves to ensure they’re on the right path to success. He also provides access to short survey that will help you identify your current level of excellence in People Analytics.
Read MoreEmployees play a significant role in driving businesses forward. And why? Because it is your employees that are delivering customer support, producing products, overseeing operations, and coming up with innovative ways of doing business. So, when considering new means of enhancing trade and employee engagement, looking at employees' skills and talent development makes sense.
Read MoreIn today’s tight labour market, companies strive to stay competitive by improving their recruitment strategies, enhancing employee engagement, or expanding their diversity and inclusion. As difficult as these challenges are, some companies have found an edge over their competitors by including behavioural science insights when developing best Human Resources practices. It has been discovered that businesses see higher results from their efforts by understanding how behavioural science can assist in the company’s approach to everything from organisational culture to the employee experience.
Read MoreBusinesses large and small can utilise people analytics to immensely drive their business forward while remaining competitive in the tight labour market everyone is experiencing today. The key here is understanding the real value of people analytics delivered by watching the current and new trends, developing an operating model for people analytics, and taking action. In this blog we explore the business value that you drive within your organisation leveraging people analytics and exploring some of the key trends we’ve identified through the People Analytics Trends 2021.
Read MoreData is one of the biggest assets available to a HR function - not only does it allow us improve the decisions we make but it also enables us to improve the employee experience, optimise processes and generally drive greater business value. While many CHRO’s believe data is integral to their HR strategy only 42% of HR Business Partners believe that they are capable of having data driven conversations. If HR wants to continue driving greater business value we must embrace and build a data driven culture across all of HR. In this blog we explore how we can support HR professionals build the confidence they need to effectively use HR data to communicate with the business, enabling them to not only frame the right business questions but also build hypotheses that can be used in their people analytics projects.
Read MorePsychological safety is becoming widely known as a large benefit to companies. But the question comes as to whether your company has psychological safety - If it does, what level of psychological safety exists within the organisation and how effectively is it working for the company? To discover the answers to those questions, it is important to understand the means of measuring psychological safety This way, if you were looking to continue building or improving the level of psychological safety within your company you’ll know where to invest your time and effort. In this blog we explore how organisations can begin measuring psychological safety within their organisation and the steps they can take to build more psychologically safe environments that drive greater innovation and productivity.
Read MorePeople Analytics needs a solid foundation. This is routed in having strong governance with clear purpose, standards, privacy, ethics and security. Governance is the underpinning element of all analytics. It ensures the right people provide direction for work, that the structure and stewardship for managing data are appropriate and applicable to your organisation and that you are managing the risks associated with people analytics in a clear and proper manner.
Read MoreWhile diversity and inclusion initiatives have made great strides in terms of gender, race, sexuality, creed, nationality, and more, there is one population that is still conspicuously absent from most D&I strategies: neurodivergent workers. And yet, 15-20% of the population is neurodivergent. Which means you are likely managing and/or working with neurodivergent colleagues, whether you realise it or not. Despite the prevalence of neurodiversity, most companies don’t include it in their broader D&I agendas. In this blog Sonia Allinson-Penny shares ideas to help you build a workforce strategy that accommodates neurodiversity.
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