As the role of the HR Business partner continues to evolve the need to build a develop new skills to support your organisation win in the marketplace is imperative. Being able to use analytics in HR to have data driven conversations with the business that drive actionable outcomes has never been more important. In this blog we explore three ways HRBP’s can drive greater business impact.
Read MoreCritical skills are essential to the success of any company, after all your people are your biggest asset. Skills are the talents and abilities of employees, managers, and leaders to accomplish company goals and support your organisation to win in the marketplace. But it is not always easy for organisations to know and identify what skills their employees need to strive in the business and drive growth. HR leaders are in a unique position to assist decision makers with identifying the critical skills organisations need to succeed and what individuals and teams may need those skills.
Read MoreWhile diversity and inclusion initiatives have made great strides in terms of gender, race, sexuality, creed, nationality, and more, there is one population that is still conspicuously absent from most D&I strategies: neurodivergent workers. And yet, 15-20% of the population is neurodivergent. Which means you are likely managing and/or working with neurodivergent colleagues, whether you realise it or not. Despite the prevalence of neurodiversity, most companies don’t include it in their broader D&I agendas. In this blog Sonia Allinson-Penny shares ideas to help you build a workforce strategy that accommodates neurodiversity.
Read MoreMost people are remarkably tolerant of time wasted at work due to bad data: Sales people spend a couple of hours a day correcting bad leads from marketing; Finance people spend even more time tracking down discrepancies; and managers delay making important decisions because they can’t trust the reports they need to make those decisions. It as if dealing with bad data is simply part of the job. In this article Tom Redman explores three ways that you can embrace the data generation improving how you use data in your day to day role to drive greater impact.
Read MoreOrganisational culture is more important than ever. Continuous digitisation, scarcity in talent and skills are a fact that organisations are increasingly dealing with, so for a People Analytics team and/or other relevant practitioners’ organisational culture should be addressed as a matter of importance. Organisations often are well equipped to report on ‘hard’ organisational outcomes such as safety or risk indicators. However, gaining a grasp on ‘soft’ culture indicators and their relationship to these outcomes is more difficult. In this article five steps are shared to enable people analytics teams, organisational researchers and other relevant practitioners to start with quantifying this big concept and provide organisations with tools for working on organisational culture.
Read MoreYou can understand what the key business challenges in the organisation are. You can prioritise your work effectively, ensuring you’re working on the most pressing business challenge. You can do great analysis and generate fantastic insights. You can even come up with some great recommendations for action to be taken that will deliver business value… but if you can’t communicate the insights and recommendations effectively to your audience, all of this great work will be wasted, and you won’t get the action that you need. In this blog we explore why data storytelling is an important skill for all HR business partners to master.
Read MoreNot 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.
Read MoreData 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.
Read MoreThis 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.
Read MoreOrganisations 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.
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