The Top Three Areas Where People Analytics Adds Value

As the people analytics function continues to evolve, it is vital for teams to create tangible business impact in order to deliver more value and gain further investment and buy in from the business. Many organisations face a number of key challenges when trying to achieve this such as defining the business challenges, prioritising projects and scaling people analytics products across the enterprise . In this blog Caroline Styr examines insights captured in research carried out by insight222 on a new operating model for People Analytics.

People Analytics, Workforce PlanningCaroline StyrDecember 17, 2020Strategic Workforce Planning, People AnalyticsComment

How do you Build an Effective Workforce Planning Capability?

Strategic workforce planning presents a huge opportunity for HR as a function to deliver real value and insight to the business – by providing them with a holistic view of their workforce including the skills present within the organisation and an understanding of how the talent strategy aligns to the business strategy. When done well, strategic workforce planning has the power to drive greater innovation, talent generation and process improvement within an organisation, allowing more informed, data-driven talent decisions to be made, that are aligned to strategic priorities and underpinned by advanced and predictive analytics.

Workforce PlanningManpreet RandhawaDecember 7, 2020People Analytics, Strategic Workforce PlanningComment

The Best HR & People Analytics Articles of November 2020

In November’s collection of the best resources in People Analytics and HR, David Green includes research published at Insight222 into how people analytics can deliver value at scale by taking an outside-in approach focused on business challenges. This is complemented by articles from practitioners like Robert Kruzel (Uber), Dawn Klinghoffer (Microsoft), Ben Teusch (Facebook), Adam McKinnon (QBE), Isabel Naidoo (FIS), Katarina Berg and Gary Munro (both Spotify).

The Value of Measuring Employee Skill Data

A common problem among companies of all sizes is that most organisations are unaware of the skills residing within their employee population. The notion of employee skill data has garnered considerable interest of late, with interested parties ranging all the way from tech-savvy vendors looking to apply rapidly advancing Artificial Intelligence (AI) to Chief Learning Officers (CLO’s) looking to provide a tailored learning offerings to employees. In this article Adam McKinnon & Mikaël explore the two fundamental considerations when it comes to skills management. First, how do you acquire your employees’ relevant skill data? Second, what practical value can you then generate from this wealth of information?.

Future of Work, People AnalyticsAdam McKinnon & Mikaël WornooNovember 25, 2020ONA, Organisational Network AnalysisComment

How a New Operating Model for People Analytics will help Deliver Value at Scale

People analytics is fast becoming one of the most important areas of Human Resources (HR). Yet, people analytics functions too often fall into the trap of primarily offering ‘white glove’ treatment to a handful of – often very senior – business executives. This makes it difficult to deliver tangible business value at scale. This research conducted by Jonathan Ferrar, Caroline Styr and Anastasia Ktena suggests a new Operating Model for people analytics, focused on delivering value at scale. This model is essential to Chief Human Resources Officers (CHROs) and business executives who want to use people data to deliver value to their businesses. The focus of this model is on creating business value – not just HR value – and scaling people analytics solutions across the enterprise.

Connecting People to Purpose – The Ultimate HR Mission

Connecting people to your organisation’s purpose does not happen by chance. It requires conscious thought, planning, work. While your employees can be committed personally, believe in your vision and be your #1 biggest fan ever. However, to truly ensure that your workforce is enabling the achievement of your purpose, it must must must have the right capacity and capability to do so. In this fascinating blog Alicia Roach examines how you can connect your people to your purpose through strategic workforce planning.

Workforce PlanningAlicia RoachNovember 20, 2020Strategic Workforce Planning, HR Data, HR StrategyComment

The Best HR & People Analytics Articles of October 2020

We are now nine months into a crisis that looks set to last for some time yet. October saw the release of several research studies that dig into the impact of the crisis and the future role of HR. Common themes that emerge include: trust, humanity, skills, wellbeing, collaboration, personalisation and learning. Whatever the future holds, it seems clear that HR and People Analytics teams will be at the forefront of reshaping work – for the better. This months collection of articles includes new research studies from IBM, Accenture, Mercer, RedThread Research and the World Economic Forum, contributions from senior HR leaders at global companies like Unilever, Novartis, Ericsson, McKinsey and Mastercard. If that wasn’t enough, there are also contributions from some of the leading thinkers in our field including Dave Ulrich, Tomas Chamorro-Premuzic and Amy Edmondson.

David GreenNovember 9, 2020Comment

What Skills do HR professionals need to support Business Transformation?

To achieve this new, more human, understanding of the workforce requires excellence in people analytics and employee experience – two key areas that will help organisations understand people more deeply, and at scale, and translate that understanding into better, more personalised experiences for the employee. In their latest report, ‘Accelerating the Journey to HR 3.0,’ IBM describe this new era of people management as ‘HR 3.0’. According to their research, only 10% of HR executives are operating in HR 3.0 today. We spoke with Amy Wright, co-author of the paper, to understand more about how to upskill HR for the future of work.

How to Prioritise your People Analytics Projects

Figuring out how to prioritise projects is a crucial step towards successful people analytics. A common concern from people analytics professionals is, how can I possibly manage the concerns of - and bombardment of requests from - multiple business stakeholders? In this blog Caroline Styr outlines the steps you can take to prioritise your People Analytics Projects.

The Role of Learning and Development in 2030: Four Emerging Trends

In the latest series of the Digital HR Leaders podcast, we spoke with five leading thinkers in the Learning and Development (L&D) space. From academics and thought leaders to practitioners and vendors, four recurring themes emerged about the future of learning over the next 10 years: 1. Learning will be central to redefining the nature of work, ensuring talent agility above all else. 2. The business impact of learning is better understood as learning and work become firmly intertwined. 3. Learning breaks out of a vertical silo and instead has impact across the business. 4. To sustain remote learning, new technologies like VR will increase in popularity.

Digital HR, Future of WorkCaroline StyrOctober 28, 2020Lifelong Learning, Learning and Development, Learning, Continuous LearningComment

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