What are the Top 10 Trends Impacting the Future of HR?

In this article, we’re going to explore the application of talent market analytics to HR. Working with HRForecast, we’ve analysed a plethora of macroeconomic data to reveal insights about the future of HR, including which skills are important, what the key trends impacting HR are, and how the pandemic has impacted the requirements for HR professionals. We’ll take a look at: 1. The top ten trends impacting HR roles and skills, 2. How these trends have evolved over the last 18 months, 3. How different industries are hiring against emerging roles and skills and 4. How HR can prepare for a digital, data-driven future

Christian Vetter, Caroline Styr & Julius BährSeptember 23, 2021Comment

Six Reasons People Analytics Functions (and Leaders) Fail

People analytics has seen dizzying growth over the last few years and that growth is still accelerating. Almost every CHRO we have spoken to over the past year has shared that they will increase their investment in building out their people analytics capabilities. But with increased resource comes increased expectation. This blog summarises the most common failure points of people analytics functions. Its purpose is to help CHROs and people analytics leaders avoid a few critical mistakes, make investment decisions more confidently, and achieve the expected business outcomes.

People AnalyticsDirk PetersenSeptember 21, 2021Data-driven HR, Ethics, Data Privacy, STAKEHOLDER MANAGEMENTComment

How to Demonstrate the Business Value of Employee Experience

The business world has long understood that external customer experience (CX) is a key differentiator in the market. Or, in other words, that business impact is determined by the experience centricity of products and services. An experience-centric approach should not be limited to external customers. Positive internal customer experience – for the people who work for and with an organisation – is equally as important. Insight222 Research and TI People conducted research in 2021 to understand how EX and people analytics leaders can demonstrate the business value of EX, by focusing on interaction-level experience data. This approach is essential for Chief Human Resources Officers (CHROs) and business executives looking to understand and improve the business impact of EX in their organisation.

Two Key Elements for Ethical People Analytics

Research found that 70% of employees would consider quitting if they discovered that monitoring was performed without their prior knowledge. With the future of work becoming hybrid and the expansion of tools available to collect employee data and conduct analyses, there is a real risk that a lack of transparency and a missing communication strategy do significant and lasting damage to employee trust, engagement, and retention. This blog discusses how to create a practical approach to transparency and communication in people analytics.

People AnalyticsDirk PetersenSeptember 6, 2021Data Privacy, Ethics, Governance, CommunicationComment

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