The Nine Dimensions for Excellence in People Analytics will highlight the things that need to be focused upon in people analytics to improve your impact. The model is built from years of experience by Jonathan Ferrar and David Green.
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All People Analytics projects should aim to support the business make better decisions and ultimately drive real business value. The challenge, then, for many People Analytics teams is to keep up with the pace of the business and changing business priorities. Without truly getting to the heart of the business problem and prioritising the projects that will drive the most change, people analytics teams regularly set themselves up for failure by not providing measurable impact on the work that they’re carrying out.
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Presenting quite possibly the strongest monthly collection of the best HR and People Analytics articles yet for September, which looks at some of the latest research on remote working, the development of talent marketplaces, the increased focus on the disclosure of human capital metrics, the shifting role of HR and plenty of examples of how companies are developing new capabilities in people analytics. Contributors this month inc: Dave Ulrich, Tanuj Kapilashrami, Michael Arena, Andrew Marritt, Stacia Sherman Garr, Lynda Gratton, Diane Gherson, Gianpiero Petriglieri, Amit Mohindra, Volker Jacobs, Richard Florida, Ethan Bernstein, Stefan Seiler and many more.
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Innovation does not just change our behaviour, but also what we need to master to be relevant in the economy. Simply put, the faster we innovate, the faster jobs are redesigned to incorporate new technologies. The data on this issue suggests that there is a general trend towards more relationship-based and expertise-driven work. However, it also suggests that the type of expertise deployed is also changing more quickly. This results in a shrinking shelf life of technical skills. This is why concepts like ‘growth mindset’ and ‘agile mindset’ have caught the attention of business and HR leaders. In this blog Lewis Garrad outlines the critical core skills necessary to create a culture of lifelong learning within an organisation.
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Your people are the key to remaining competitive in an unpredictable marketplace. In this episode of the Digital HR Leaders podcast David Green speaks to Diane Gherson CHRO at IBM about the transformation that the HR function at IBM have undergone during Diane’s tenure and here, in this blog, we’re going to dive deeper into one area of their conversation: skills-centric career management and the talent marketplace approach at the tech giant.
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Presenting David Green’s selection of the best HR and People Analytics article of August, which shines a light on how HR has stepped up during the crisis. There are over 20 resources covering the impact of remote working, productivity, learning, people analytics in responsive organisations, employee segmentation, network analysis on open data and much, much more. It’s a must read!
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What are the challenges facing People Analytics and how should you navigate them? We interviewed leading People Analytics experts such as Heather Whiteman, Michael Arena, Michelle Deneau, Geetanjali Gamel, Jeremy Welland and Richard Rosenow, to hear their views on the challenges and opportunities for the people analytics profession. Some of the key challenges outlined focused on the need to build a data-driven culture in HR, the importance of data governance and the need to solve business problems first.
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There are many factors that are changing the way we approach human resources, from attracting and selecting talent, all the way through to talent development and retention. Whatever the external influences, the fact is that this change requires new applications in the way we think about our people and design our people management strategies. One of the most recent trends is Design Thinking, and how it can be used as a tool to understand and improve the customer experience of HR.
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David Green presents a ‘bumper’ addition of the best People Analytics & HR articles for July, with over 30 articles, podcasts and videos. As with June’s collection, the crises of 2020 continues to produce a slew of high-quality writing with a data driven theme. This months collection of articles focus on topics such as how HR drives value, the role of People Analytics in M&A and leadership and culture and features the likes of Michael Arena, Serena Huang, Dave Ulrich and Dr Tomas Chamorro-Premuzic to name a few.
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Organisational Network Analysis (ONA) has received considerable attention in recent years within People Analytics circles globally, ONA traditionally denotes the analysis of social interactions internally to inform organisational decision making. However there have been some exceptional examples of the insights that can be derived when ONA is applied to open source (publicly available data). There is great value in moving from a purely internal network view (a potential limitation of Organisational Network Analysis) to a view that includes external network analysis and when applied to a variety of datasets network analysis can generate unique people analytics insights for organisations. In this article Adam McKinnon and André Vermeij focus on how HR can inform decision making by applying network analysis to open data, sharing practical use cases and examples.
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