The journey towards a data-driven HR has been a slow but steady one. From traditional methods of recruitment, employee engagement and performance evaluation to using data and analytics to inform decisions, the HR industry has come a long way.
Read MoreThis blog underscores the transition from reactive to proactive HR practices, advocating for a data-driven culture that not only listens to but truly understands employee sentiment, enabling targeted interventions and a more nuanced approach to talent management. With predictive analytics and sophisticated algorithms, HR is empowered to anticipate and address potential issues before they escalate, positioning analytics not as a fleeting trend but as a cornerstone of future HR success.
Read More"AI will not take your job; someone who knows how to use AI will”. This now widely used quote encapsulates why Artificial Intelligence is not simply a tool that employees utilise but an extension and augmentation of their capabilities. While already 14% of organisations report that they regularly use AI in marketing and sales, HR's utilisation is near the bottom with only 3%.
Read MoreThe progression of business success has always been an intriguing narrative of innovation and strategic planning. From the days of the Industrial Revolution to the digital age, companies have relied on their ability to adapt and evolve to thrive. However, one factor has always remained constant: people.
Read MoreRecent research published by TI People on The State of EX revealed a concerning finding regarding the relationship between EX teams and finance leaders, which is that they don't really have one. Indeed, figure 1 indicates that of all cross-functional partners, EX/HR teams partner least with Finance, indicating their frequency of partnership over the last 12 months as ‘rare’.
Read MoreThe integration of artificial intelligence (AI) into the fabric of our work environments is neither a new concept nor an easily digestible one. We have been using it for years. However, since the arrival of generative AI and large language models (LLMs) such as OpenAI's ChatGPT, DALL-E, and Google's BARD, their presence in our daily lives has become more apparent.
Read MoreCompanies across the world are looking for ways to incorporate or expand their use of AI in HR processes, either by purchasing HR technology with AI built in, or by recruiting data scientists to join or support their people analytics team to develop in-house solutions.
Read MoreAs businesses face increasing challenges and complexities of navigating hybrid and remote working models, understanding EURSD regulations, economic uncertainty, and the rise of generative AI changing the way that the workforce operates - senior executives are now placing a greater emphasis on understanding their people data and utilising it to make informed decisions.
Read MoreIn this online training course HRBP 2.0: The Data-Driven and Digital HR Business Partner , Dave Ulrich, discusses how the expectations for a HR Business Partner have shifted since the origin of the HR Business Partner over 20 years ago. Explaining that HR is not about HR, it’s about creating value for the key stakeholders we serve, and how the job of the HR Business Partner is not about doing the work of HR, such as building purpose and belonging, but is about doing work that helps the company win in the marketplace. In this short bitesized learning video, taken from the course, Dave Ulrich helps us understand what it means to be a HR Business Partner in today’s world.
Read MoreIt's time to bust these myths and misconceptions so that HR can harness the full power of statistics in their people analytics function — functions which – by the way – have grown by 43% since 2020. Therefore, in this article, we're going to answer the top six common questions we hear about the basics of statistics in HR.
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