How can Human Centred Design be used in HR?

Human Centred Design enables HR to think beyond the typical process and programmatic approach to service delivery and focus instead on experience and outcomes. Its goal is to generate solutions that bring value to all stakeholders. In HR's case, this could be the managers, employees, or candidates that experience any part of the HR process. In this blog we explore how Human Centred Design can be used in HR, the business value of designing experiences with the human at the centre and six steps to using HCD principles when designing the best experiences for your organisation.

Caroline StyrNovember 4, 2021Comment

Where is People Analytics Adding the Most Business Value in 2021?

Instead of focusing on solving business challenges, all too often the expectation is that many HR leaders think people analytics is just for improving HR processes. But this is not where the function can add the most value. Excitingly, people analytics has the potential to deliver impact further beyond the four walls of the organisation. The function can address broader societal challenges, such as access to opportunities, diversity and inclusion and, of course, health and mental wellbeing as highlighted during the COVID-19 pandemic. In this blog we explore the value that people analytics is adding in 2021.

People AnalyticsCaroline StyrOctober 29, 2021People Analytics, Future of Work, HR Strategy, HR AnalyticsComment

The Role of the People Analytics Leader in Developing a Data Driven Culture

When we asked over 100 people analytics leaders how they would define a data driven culture for HR, we had a myriad of responses ranging from “making data readily available and having the skills to interpret it to make better decisions” to “using people data to unlock value.” Upon analysis, it was determined that “using data to make decisions” was the most common response. An impressive 90% of companies surveyed in our recent research, state that their CHRO has made it clear that data and analytics are an essential part of HR strategy. In this blog we explore the role of the People Analytics leader in developing a data driven culture in HR.

People AnalyticsCaroline StyrOctober 28, 2021Power of People, People Analytics, Data-driven HR, Data-Driven CultureComment

Accelerating People Analytics: A Data Driven Culture for HR

The Insight222 People Analytics Trends 2021 study shows that people analytics is growing in size – and in importance. To be successful, the people analytics leader needs to continue to invest in people analytics professionals and technology, as well as take the responsibility to create a data driven culture. The CHRO demands this culture across HR so that people analytics is not just the preserve of the C-Suite. The use of data and analytics should be used for in-the-moment people decisions across the enterprise, whilst allowing the C-Suite to also tackle the most complex workplace and societal topics of the current era – hybrid working, mental wellbeing and diversity, equality, inclusion, and belonging. For more details on this research and to read recommendations for building a data driven culture for HR, download the Insight222 People Analytics Trends 2021 report.

The Best HR & People Analytics Articles of September 2021

In this months collection of the best People Analytics and HR resources David Green’s curated, provides another indicator of the demand for and impact of people analytics and data driven HR. There are insights from chief human resources officers as well as senior human resources and people analytics leaders from companies including: Microsoft, IBM, PepsiCo, Walmart, Unilever, Uber, General Mills, Zurich Insurance, JPMorgan Chase, PayPal, Johnson & Johnson, Syngenta, eBay, Novo Nordisk, Philip Morris International and Bristol Myers Squibb.

How is the Role of the People Analytics Leader Evolving?

People analytics is buoyant. And it has become more important than ever over the last 18 months as a result of the pandemic. Between 2019 and 2021 as Jonathan Ferrar and David Green undertook the research for their recent book, Excellence in People Analytics, they noticed a demonstrable change in the demand for and value delivered by people analytics as a result of the pandemic. In this blog Jonathan explores what People Analytics leaders should do to meet the huge expectation in their first 100 days.

People AnalyticsJonathan FerrarSeptember 27, 2021Leadership, HR AnalyticsComment

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

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