What is the Future of Employee Experience in 2022?

The Great Resignation has led many businesses to really stop and consider their employee experience. Many that have resigned over the last year have stated that their reason for doing so was to seek better pay, better opportunities and the more importantly the desire to have the freedom to work remotely and embrace flexibility. In our most recent series of the Digital HR Leaders podcast asked 5 thought leaders, how they believe employee experience will evolve over the next 12 months and beyond and what organisations can do to continue to build and measure the employee experience in their organisation.

Employee ExperienceManpreet RandhawaMarch 11, 2022Employee Wellbeing, Employee Engagement, People AnalyticsComment

How can People Analytics Deliver Solutions at Scale through Productisation?

Alongside the Demand Engine and the Solution Engine, the Insight222 Operating Model for People Analytics recommends a Product Engine with an Implementation team who ensure the effective design and product management of people analytics solutions. It includes the associated project management and change management to provide effective adoption of each solution. This article will explore the role of productisation in scaling people analytics by answering the following questions: 1. What is Productisation? 2. How have Leading Companies invested in the Product Engine to ensure productisation is successful? 3. What is the first solution at scale that People Analytics teams should deliver? 4. What are examples of advanced solutions at scale that People Analytics teams deliver?

How ING Uses Skills Data To Support Workforce Planning And Employee Experience

There is an increasing shift towards a focus on skills, which is arguably leading to a radical transformation of HR. Perhaps this isn’t a surprise given that 74% of CEOs are concerned about the availability of key skills, and worried that the shortage of talent will constrain growth. In this expert interview David Green speaks to Luigi Maria Fierro, Head of HR Strategy and People Analytics at ING to hear more about how ING is using people data to derive insights into the skills and capabilities required across the bank and how these insights can be used to inform their future workforce strategy.

People Analytics, Employee ExperienceLuigi M Fierro & David GreenFebruary 23, 2022Skill Management, Advanced AnalyticsComment

The Business Value of Democratising Access to People Data at Tata Steel

In this expert interview David Green speaks to Vipin Sharma, Head HR Strategy, Analytics & HR Innovation Labs at Tata Steel, to understand how his team is tackling the challenge of creating a data driven culture in HR. Their focus on simultaneously democratising access to people data for decision making and upskilling HRBPs and the wider HR community has stood them in good stead to address important business challenges with people analytics, including bias in performance management, which we discuss here also.

3 Common Myths about using Employee Surveys to Improve Employee Experience

Organisations have significantly increased their focus on employee experience since the start of the pandemic. Recent research from Insight222 and TI People investigating the business impact of employee experience revealed that 70% of survey respondents agree that business leaders have shown more interest in employee experience since the start of the Covid-19 pandemic. The importance of frictionless and frustration-free employee experience (EX) is attracting more attention than ever before. In this article, we look at three common myths that companies get wrong about using employee surveys to improve employee experience, and how to address these.

Is Strategic Workforce Planning the Real End-to-End Solution for HR?

How is the engagement of our employees impacting their performance? How can we optimise team leadership to avoid voluntary turnover? These are questions that remain, still without a clear answer because we have not been able to develop tools that describe the relationship between somehow abstract concepts, such as engagement or leadership, with others that are not, such as performance or turnover. In this blog Marta Gascón Corella explores whether strategic workforce planning really provides us with an end to end solution to be able to support the organisation answer these questions as HR as a function continues to move to becoming a strategic pillar in the organisation.

How Setting Goals impacts your Learning Journey

Goals are an important and effective way to spark motivation. They serve to energise the goal setter into action, either through intrinsic motivation (e.g., the feeling of satisfaction you get when you achieve a goal and subsequent increased confidence or self-esteem) or through extrinsic motivation (e.g., an end of year bonus is dependent on achieving your goals). Goal setting therefore leads to increased performance and outcomes as effort increases in line with enhanced motivation. Many of the goals being set by our community of learners at the myHRfuture Academy focus on upskilling to become an experience led, business focused and data driven HR professionals. We’ve been looking at the most popular HR skills and HR resources from 2021 and shifting 2022 HR predictions into practice over on the myHRfuture blog to help shape these goals.

Future of Work, People AnalyticsCaroline StyrJanuary 17, 2022Learning and Development, Lifelong Learning, LearningComment

Why Content Curation is a must-have Skill for Lifelong Learners in HR

It has been reported that the average employee spends about nine and a half hours a week searching for information. We can all agree that time is precious, in fact ‘not having enough time’ is often cited as the number one reason why employees are struggling to engage with learning activities. This challenge only increases as, with each passing day, more and more content becomes available. In this blog we explore who is responsible for finding useful learning resources – employees or employers, which resources employees spend the most time learning from and why is curated content valuable.

Caroline StyrJanuary 10, 2022Comment

Six Ways to put HR Trends and Predictions in 2022 into Practice

The myriad of 2022 predictions are supremely useful for giving HR leaders a sense check, to ensure that their investments are targeting the most important elements for their function to thrive in the digital age. Similarly, HR professionals can use predictions to target their learning and development goals for the coming year, enabling them to keep a pulse on “what’s hot” in the field. In this blog, we take a look at a handful of HR’s 2022 prediction blogs and convert these insights into action, by guiding HR leaders to insights and models that can help inform their strategy in 2022, and HR professionals to resources to upskill in these areas.

What are the Top Skills that HR Professionals have Learnt in 2021

HR has a significant role to play in guiding the organisation through digital transformation. The function is under pressure from all corners of the organisation to deliver a people strategy fit for the digital age. Over 60% of HR leaders report pressure from the CEO to ensure employees have the skills they need in the future. In order to meet this challenge and support the organisation in the digital age, HR professionals must develop new, up-to-date skills. In this blog we explore the top skills HR professionals have been developing to become more data driven and business focused, as well training courses you can take to help you get setup for success in 2022.

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