How to Upskill HR and Build a Data Driven Culture

Not only do HRBPs need to develop their data literacy skills to help achieve the Chief HR/People Officer’s strategic goals, they also need to adopt the right mindset to foster a data-driven culture. By acting as key change agents for the entire HR function and by modelling a data-driven culture, HRBPs can influence decision-making processes in their organisation and fully unlock the value of people analytics for the business. Throughout this article, we explore three guiding principles for successfully building greater data literacy skills in HR as well as share how Insight222 can support you and your organisation to succeed in the digital age.

Eight Steps to Successfully Democratise People Analytics Data

Data democratisation is the process of making data and insights accessible to a much wider group of people across an organisation who will benefit from its usage. A question that is top of mind for many people analytics leaders is, “what is the first solution at scale I should deliver to democratise data?”. This article will explore eight steps that are important for success when democratising people data with analytics dashboards.

Should the People Analytics Function Report into HR or Enterprise Analytics?

This question has been around for several years. But once again, several organisation are asking themselves, should People Analytics report into HR? Leading People Analytics teams are focussing more and more on delivering business value. In a recent study by Insight222 97% of people analytics leaders report to the CHRO themselves or into the HR function, and only 3% report into Enterprise Analytics. Some might argue that reporting into Enterprise Analytics would allow them more ability to deliver business value. But it’s not that simple. If you are asking yourself this question, we share three important topics to consider.

People AnalyticsKate MarksMarch 28, 2022Comment

What is the Future of Corporate Learning in 2022?

Organisations are evaluating their main goal for work-based learning. They are continuing to cultivate a learning culture environment because they understand the importance of their employees upskilling and that the relationship between learning and work is evolving. But they are now asking the hard questions about what the aim of their work-based learning is and how they can best achieve the results that are most beneficial to the employee and the company. In this blog we explore what the future of corporate learning is, new digital learning trends emerging and how you can ensure you’re building a learning strategy that supports your organisation upskill their employees.

Guest UserMarch 23, 2022Comment

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.

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