If you work for a company that has a human resources department, or are responsible in some way to fill the role of human resources within a smaller company, I would hope that you've heard some of the hype surrounding people analytics over the last year or two. Perhaps you’ve heard it called talent analytics or HR analytics, but at the end of the day it all refers to the same thing.
Read MoreIn tribute to the World Cup, I’ve extended the usual 10 articles to an XI this month. I’m confident that this line-up could take on anyone:
Read MoreAI is changing our lifes in many ways. From automation of repetitive time-consuming tasks, to the augmentation and amplification of human capabilities, AI has the potential to radically transform the way we live and work. For HR, this means not only an opportunity but also an urgency to adapt and adopt. Companies already taking advantage of AI in HR see gains in recruitment and selection efficiency, better (unbiased) decision making and improved employee experience.
Read MoreLast month I highlighted that people analytics had emerged as the joint top trend in the Deloitte 2018 Global Human Capital Trends report. This signal that people analytics has now properly ‘arrived’ continued to grow in May, first as data featured prominently as part of the superb UNLEASH show in Las Vegas (see my key takeaways article). Further reinforcement also came with the publication of the HR Open Source (#HROS) Future of Work Report
Read MoreOver the last couple of years, we’ve been increasingly hearing about the concept of Continuous Listening being applied to employees - just as it has long been used by marketing to understand and act upon customer sentiment.
Read MoreThe recent 2018 Global Human Capital Trends report from Deloitte highlighted the rising importance of people data and analytics to organisations in Asia Pacific. Figure 1 highlights the top 10 trends in the APAC region, with People Data ranking as the fourth most important trend (it ranked second globally). The study shows that 89% of respondents (the global figure was 85%) believe that people data is important or very important, but that only 38% (42% globally) believe that their organisations are ready or very ready in this category.
Read MoreApril was a momentous month both personally for me and also, I believe for the field of people analytics too.
From a personal perspective, I left IBM to go out on my own, launched my new website and blog (where the next monthly collection of articles will be published - please feel free to subscribe here) as well as gladly accepted board advisor roles with Insight222 (see here) and TrustSphere (here).
Read MoreThe blanket news coverage and general opprobrium following the expose of the Cambridge Analytica/Facebook data breach was a good reminder that ethics and data privacy is arguably the most important part of any analytics program – particularly when it comes to HR and employee data.
With perfect (but albeit fortunate) timing, the role of ethics in people analytics was the subject of my presentation at UNLEASH in London little more than three days after the full extent of Cambridge Analytica’s practices were exposed…
Read MoreFebruary began in the sun of San Francisco and ended in the snow of the South of England. It’s been a month of contrasts!
As interest in and adoption of people analytics continues to rise and as the discipline continues to broaden and deepen, the range of subjects written on people analytics continues to diversify.
Read MoreThe Head of People Analytics is absolutely pivotal in determining whether an organisation is able to successfully implement people analytics and create a sustainable long-term culture of data driven HR.
Arun Chidambaram has helped four Fortune 500 companies build sustainable capability in people analytics, and is widely recognised amongst peers as one of leading proponents and visionaries in the field…
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