How Can Workforce Planning Help Organisations Access the Skills they need to Thrive in the Digital Age?

79% of CEOs are concerned about skill availability impacting innovation, cost, quality and growth at their organisation. The pandemic has only exacerbated the problem, as Covid-19 continues to disrupt work and workforce models. In a bid to tackle this skills conundrum, organisations are turning to skills-based workforce planning. According to Insight222’s own research, nearly all companies (90%) express a desire to build a skills-based workforce planning process. However, only a quarter of companies (26%) are actively doing so. I had the opportunity to speak with Alicia Roach Co-Founder and Director at eQ8 to learn more about the future of workforce planning and how it can be used to help organisations access the skills they need to thrive in the digital age.

David Green & Alicia RoachAugust 30, 2021Comment

How is Microsoft Transforming its Organisational Culture?

Company culture is a strategic priority with significant impact on the bottom line. According to the Society of Human Resources Managers (SHRM), nearly a quarter of a trillion dollars has been lost in the past five years due to regretful turnover caused by unfit workplace culture. Research from i4cp shows that, despite a clear financial imperative to do so, only 15% of companies successfully transform culture. Effective leaders understand the significance of getting culture right. One such leader is Satya Nadella, CEO of Microsoft. In this blog we explore how the CEO and CHRO at Microsoft are working together to transform their organisational culture.

Future of Work, Customer Experience of HRCaroline StyrAugust 25, 2021Organisational Culture, CultureComment

How is the Skillset of the Future HR Professional Evolving?

Building digitally savvy and analytically willing people across the human resources function is the basis for innovation, curiosity and delivering value for the organisation. The HR function has a responsibility to upskill itself to thrive in the digital age. Roles with more administrative, repetitive elements, such as those in Shared Services, are significantly more likely to be fully automated in ten years than strategic roles, such as HR Business Partners and Centre of Excellence roles, that depend on less automatable, “human” skills. In this blog we explore how the role of HR is evolving and the skills that HR professionals need to build to survive.

Digital HRCaroline StyrAugust 20, 2021HR Skills of the Future, Upskilling, Future of WorkComment

What are the Opportunities for People Analytics?

People analytics is the collection and application of talent data to improve critical talent and business outcomes. The field has been growing rapidly over the last decade, and investment in the field has only accelerated in response to the Covid-19 pandemic. Why are companies committed to investing in People Analytics? and what is the opportunity for People Analytics to impact the organisation? We explore these questions in more detail throughout this blog.

People AnalyticsGuest UserAugust 19, 2021People Analytics, HR AnalyticsComment

The Best HR & People Analytics Articles of July 2021

As expectations on HR to be more data driven, experience led and business focused rise, the essence of this month’s collection of the best HR and People Analytics resources is captured perfectly in the words of Dave Ulrich: “We (HR) cannot miss this opportunity for impact”. Contributors include: Dave, Aaron De Smet, Angelika Reich, Jennifer J. Deal, Alec Levenson, Caroline Styr, Rainer Strack, Dirk Petersen, Tom Davenport, Kate Bravery, Jean Martin, Alan Jope, David Creelman, Laura Hilgers, Kathi Enderes, Jacqui Brassey, PhD, MAfN, Soumyasanto Sen, Dr Tomas Chamorro-Premuzic, Amy Edmondson, Stacia Sherman Garr, Ellyn Shook, Serena H. Huang, Ph.D., Steven Baert, Thomas Otter and many more.

How Can Passive ONA Highlight the Impact of Relationships on Diversity and Inclusion?

It is almost universally accepted that companies with diverse leadership outperform those without; Gallup found that gender-diverse business units have higher average revenue than less diverse business units. Despite this, McKinsey’s Women in the Workplace 2020 report on workplace practices in over 300 companies highlights that although there has been a significant increase in women joining the workforce, women are not advancing into leadership. In this article David Green and Jonathan Ferrar discuss how ONA data can be used to understand how structural homophily within professional networks may be impacting career progression.

People AnalyticsJonathan Ferrar & David GreenAugust 9, 2021Power of People, ONA, Passive ONAComment

How to Get Started with Workforce Planning

Workforce planning is one of the key components of effective human capital management and a topic widely discussed as having an ever-growing importance on the future of work, yet we see so many HR functions failing to successfully embed effective workforce planning process. Why is this? This blog examines the opportunity presenting itself to HR and some of the things you can do to get started with workforce planning.

People Analytics, Workforce PlanningManpreet RandhawaAugust 5, 2021Strategic Workforce PlanningComment

The Role of AI in HR Decision Making

When it comes to AI-powered insights, there are many concerns floating around regarding data privacy, data completeness, and of course, matters of integrity and welfare. On the other hand, every department seems to be using AI and data to solve their problems: marketing, finance, product teams, the list goes on… so, why shouldn’t HR follow the trend? In this blog Ben Searle from TechWolf explores some of the unique challenges that HR must overcome in order to deliver value with AI-powered decision making.

Three Steps to Ethical People Analytics

The greatest risk for today’s people analytics functions is not technology, a lack of available skills, or budget. It’s the risk of abusing the foundational element of people analytics: employee data. And that risk is growing exponentially, because of the new ways in which we collect and use employee data. Organisations need a governance process for their people data. In this blog, we explore what a governance process is for People Analytics, who should own the governance process and the idea of the people data governance council.

People AnalyticsDirk PetersenJuly 22, 2021People Analytics, Governance, Data PrivacyComment

The Best HR & People Analytics Articles of June 2021

As HR job postings continue to spike, there’s never been a more exciting time to be in the field. This month’s collection of the best resources in HR and People Analytics is filled to the brim, and contains news of the publication of a new book on people analytics. Contributors this month include: Leena Nair, Rob Cross, Nickle LaMoreaux, Tanuj Kapilashrami, Dave Ulrich, Naomi Verghese, Mark Mortensen, Amy Armitage, Hung Lee, Caroline Styr, Ian Bailie, Karen Johnson, Peter Romero, Serena H. Huang, Ph.D.

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