The concept of culture varies depending on who you ask, but one thing remains true—organisational culture is a key factor in any company's success and sustainability.
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An ongoing struggle for people analytics is the translation of insights into impactful actions. As Piyush Mathur put it on the Digital HR Leaders Podcast: insight without action is just overhead. The imperative to demonstrate impact is becoming urgent, because people analytics teams have received significant investments in the past several years, often growing while the rest of HR stagnated or contracted. Making recommendations is not sufficient; impact is created through action.
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No matter what industry vertical you are in or what role in HR or people analytics you hold in a company, everything you do at work is to solve the pressing issues of your organisation. But are we solving these issues the best that we possibly can? Are we really focusing on what is essential? More importantly, are we taking a holistic view of the evidence around us?
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Two of the key findings from the Insight222 People Analytics Trends Report for 2023 are: influence, developing relationships with C-suite and senior stakeholders is essential to deliver on key business priorities and value, measuring and delivering value, from people analytics efforts, is key for the impact of the function. Given the importance of these two topics for the field of people analytics, Influence and Value were the key themes for the Insight222 Peer Meeting in London.
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As the economic climate continues to shift and technological advancements reshape industries, people analytics has become an essential tool for businesses to stay competitive and make informed decisions. Our Insight222 People Analytics Trends 2023 research: “Investing to Deliver Value: A New Model for People Analytics” is a testament to this, revealing that from 2020 - 2023, people analytics has grown by 43%, with 51% of the organisations surveyed admitting to increasing their team size in the next 18-24 months.
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The 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.
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As we near the end of another successful year here at Insight222, we want to reflect on the top themes that have emerged in our content. From data-driven insights to real-world examples, our team has worked meticulously to deliver informative and persuasive articles that aim to enhance the HR and people analytics function. And we have seen some exciting changes and advancements in the field this year.
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As businesses grapple with economic uncertainties and the rapid pace of technological change, the need for agility in workforce planning has become more pertinent than ever. This is where strategic workforce planning (SWP) emerges as a beacon of light for organisations looking to navigate these evolving challenges and build a competitive advantage.
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During November, people analytics leaders and practitioners from 18 large, global organisations, many of them household names, met in Copenhagen for the final Insight222 Peer Meeting of 2023. Insight222 Peer Meetings are different to any other people analytics conference! These events are exclusively for clients of the Insight222 People Analytics Program®. There are no vendors present and no parts of the meeting are recorded.
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The Insight222 People Analytics Trends Report for 2023 explores the eight characteristics of Leading Companies in People Analytics. Leading Companies in People Analytics are those that invest, measure, and scale their work to have the greatest impact across the enterprise. They focus on the most important business priorities, ensuring their investments provide a return, and deliver value at scale.
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