In this three part blog series Ashish Parulekar, Head of People Analytics at Capital One, explores the role of People Analytics in improving the productivity of knowledges workers. In part one, he examines how breaking complex problems down into smaller, less complex components can drive greater productivity and business value. Specifically he looks at how the cartesian method can help address productivity challenges in response to events like COVID-19 + Working from home (WFH).
Read MoreIn its simplest form, workforce planning is a “framework for analysing both the current and desired future states of the workforce”, which must be scoped in accordance with business context and strategy. Because of the importance of the business context, there can be no “one size fits all” roadmap to successful workforce planning applicable to all organisations. In this blog we explore the business benefit of skills based workforce planning and how IBM have used internal skills data to infer skills across their workforce.
Read MoreOrganisational culture is typically understood as comprising of the following elements, which are important measures of culture: signs and symbols, shared practices and underlying assumptions of an organisation. The pandemic has had a significant and indisputable impact on these basic elements of culture, and as organisations now look to adapt to new hybrid models of work, understanding how company culture has changed and how to develop effective culture change programmes is increasingly important. In this blog we share four top tips to measure culture in a hybrid workplace as well as examples of how organisations are putting these into practice.
Read MoreIn this month’s collection of the best People Analytics and HR articles David Green features four powerful new research studies are included: i) RedThread Research and Degreed team up to analyse what a skills-based approach to Diversity, Equity, Inclusion and Belonging looks like, ii) Jason Corsello looks at the macro trends impacting the future of work, iii) McKinsey and LeanIn.Org present the seventh edition of their Women in the Workplace study, and iv) the team at Insight222 present our People Analytics Trends 2021 study and much more!
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.
Read MoreInstead 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.
Read MoreWhen 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.
Read MoreThe 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.
Read MoreIn 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.
Read MorePeople 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.
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