Our 2022 Insight222 People Analytics Trends report Impacting Business Value: Leading Companies in People Analytics, found that DEIB is one of the top five areas where people analytics adds business value. This is even more true for Leading Companies, which are the companies we surveyed that are the "best of the best" when it comes to people analytics adding tangible business value.
Read MoreWith economic headwinds knocking at our doors, businesses are trying everything to stay competitive. And while yes, investing more in strategic workforce planning and finding innovative ways to cut costs can make a significant difference, the most overlooked business tool is often right under our noses – understanding the voice of your employees and leveraging it to drive desired business results. As we found with our 2022 Insight222 People Analytics Trends Survey, Employee Listening is one of the top five areas where people analytics adds the most business value.
Read MoreAs human beings, our everyday decisions are based on the way we interpret and act upon our emotions. These emotions, opinions, attitudes, and beliefs are the sentiment that drives our behaviours. And as HR Leaders and professionals, understanding the sentiment of our employees is key to ensuring a successful and dynamic workplace.
Read MoreLike all aspects of modern business, technology is changing how we operate and function, and if you're not leveraging it to your advantage, you will be left behind with the dust. As our 2022 Insight222 People Analytics Trends report "Impacting Business Value: Leading Companies in People Analytics" highlights, people analytics as a function has a stronger influence on strategic HR decisions.
Read MoreIn today's business landscape, relying on intuition or personal biases for strategic decision-making in HR is no longer sustainable. While pre-pandemic times saw a gradual shift towards a data-driven HR function, the COVID-19 pandemic has accelerated the need for HR departments to become more systematic and aligned on data-driven capabilities.
Read MoreSince ChatGPT was launched in November 2022, there has been a surge of interest and some concern about the potential impact of GPT and Generative AI models on business as well as on HR and workers. One recent report by Goldman Sachs suggests that AI could replace the equivalent of 300 million full-time jobs, as well as a quarter of work tasks in the US and Europe. However, the same report also predicts that, similar to previous industrial revolutions, there will be new jobs and a productivity boom.
Read MoreOne of the most impressive examples of how to scale people analytics successfully comes from Capital One. During his five-year tenure as Head of People Strategy and Analytics at Capital One, from 2017 to 2022, Guru Sethupathy quadrupled the size of the function to around a hundred people and delivered significant value with his team to the business as well as Capital One’s Associates. Guru shared a case study of this transformation in Excellence in People Analytics and an episode of the Digital HR Leaders podcast: How Capital One Delivers Value at Scale with People Analytics.
Read MoreAccording to PwC, three-quarters of CEOs are concerned about the availability of key skills and how this could constrain them from acquiring, developing, and retaining the talent they need to drive growth. This is prompting an increasing number of companies to transition towards a ‘skills-based organisation’. The effort to do so should not be underestimated especially as the consequence of this shift is that the dominant structure of work for the past century – the job – is increasingly being disrupted.
Read MoreHR should be a key partner in shepherding organisations towards bias-free decision making, to ensure optimal outcomes for both employees and employers. It is the position of these authors that data and Machine Learning (ML) (i.e., a subset of Artificial Intelligence) can play a significant role in enhancing the conditions for minimising bias in decision making at all stages of the employee lifecycle.
Read MoreArtificial Intelligence (AI) in HR is the wave of the future. AI-enabled tools and technologies can be used to streamline processes, automate data management, and power people analytics. HR Leaders and professionals are quickly adopting the power of AI and data-driven insights to make more informed decisions when hiring, managing performance data, and developing better employee retention strategies.
Read More
