Long before the onset of the pandemic in early 2020, organisations preached a people-centric approach to business. Nevertheless, the impact of Covid-19 accelerated a demonstrable commitment to this goal. In a world where organisations are having to reinvent themselves constantly, it is essential that HR is able to understand and measure employee experience. In this article, we examine how to go about measuring employee and manager perceptions of HR.
Read MoreHR professionals must prove agile. As the HR function continues to be disrupted by digital technology, automation and AI, HR professionals must be ready to adapt to new tasks and responsibilities. This research presents an often-overlooked element of understanding the potential of HR professionals: Recognising individual behaviours and soft skills, alongside hard skills, to gain deeper, more powerful insight into the talent at the organisation’s disposal and their propensity for adapting to strategic roles. In the course of undertaking this research, we collaborated with pymetrics to gather and analyse behavioural assessments of top performing HR professionals, largely at the HR Manager level. The result is a unique behavioural profile of today’s HR professional. Organisations can use this evidence, as well as the report’s guidance, to advance the success of HR in the digital age.
Read MoreThe amount of data being collected by organisations about employees is incredible. And the volume of data available will continue to grow exponentially. As the importance of people analytics grows so does the need for strong governance. Data ethics and privacy is the most critical ingredient in people analytics. Those working in the field simply cannot afford to get it wrong. The risk to employee trust and to the reputation of the people analytics function is too high. In this blog I explore why People Analytics functions have to consider ethics and privacy and how organisations should be using employee data.
Read MoreA skills-based approach to workforce planning is becoming increasingly attractive to organisations. Skill availability is well and truly on the CEO’s agenda, with research from McKinsey showing that 79% of CEO’s are concerned about skill availability impacting innovation, cost, quality and growth. In our own research at Insight222 on the future of workforce planning, nearly all companies surveyed expressed a desire to build a skills-based workforce planning process. However, only a quarter of companies were actively doing so. In this article we explore the surging interest in a skills-based approach to workforce planning and how the Insight222 model expands on the traditional, well-known model of workforce planning.
Read MoreIn research conducted by Insight222 in 2020 into a new People Analytics Operating Model, the role of ‘Data Scientist’ had the highest predicted growth, with 57% of companies surveyed predicting an increase in headcount. This suggests a shift to undertaking more advanced and sophisticated analytics. In this blog we explore the evolution of analytics and the case for using advanced analytics in HR.
Read MoreFor People Analytics teams to be successful, they must focus on the needs of the business. The Insight222 Operating Model for People Analytics recommends a Demand Engine of consultants who work directly with business executives to provide a funnel of the most important business (not just HR) challenges and opportunities. In this article, we explore the Demand Engine and the consultant role in more detail, focusing on why the Consultant role is so important for People Analytics to deliver business value, what skills the People Analytics consultant should have and what the future holds for the Consultant role.
Read MoreRecently, on the Digital HR Leaders podcast, we were fortunate enough to be joined by two fantastic leaders – Arianna Huffington, Global Founder and CEO of Thrive Global and Donna Morris, CHRO at Walmart. In this blog, we’re going to take a closer look at one topic that was top of mind throughout the episode: employee wellbeing. In particular we examine why wellbeing should be a company priority, problematic corporate cultures that promote hard work over health as well as technology’s emerging role in understanding workplace wellbeing.
Read MoreWhen done well, workforce planning delivers millions of dollars to the organisation through predicting where skills and workforce costs will be in the future and how to plan for them in the right locations, while managing existing costs. However there are a number of complexities surrounding workforce planning that make it difficult to achieve the business value. In this blog, we will explore the skills needed to take on these challenges. To navigate these complexities, it is imperative for the workforce planning team to build skills in the following three areas 1. Consulting and influencing 2. Analytical skills 3. Stakeholder management.
Read MoreCompanies without a people analytics capability are at a competitive disadvantage. All organisations need data and insights to identify drivers of key outcomes like engagement, productivity, and retention of top talent, as these are often contrary to the untested assumptions and theories that all too often guide critical talent decisions in HR. The unfortunate reality is that advanced people analytics tech is currently price prohibitive for most companies – especially smaller organisations. In this expert interview David Green speaks to Craig Starbuck Vice President of People Analytics at Mastercard about his role in ensuring that people analytics is made available to all, through the creation of OrgAcuity.
Read MoreCommitment to employee experience is growing. In a recent TI People study1, 90% of EX Leaders indicate increased organisational intent around understanding and improving people's experiences of work. As the invesement In EX grows so does the need for Executive stakeholders to see quantified impact against their specific business or functional objectives and proof that investments are yielding. This raises the question: does EX drive greater business impact? Research being conducted by Insight222 and TI-People aims to identify the activities and capabilities EX teams need to better demonstrate business impact.
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