Most AI investments in HR fail. Not because the technology doesn't work — but because users don't adopt. Product-orientation solves this.
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For decades, companies were trying to square the circle and deliver‘more for less’. They called it ‘HR Transformation’ or new, ‘P&O Transformation’. The promise: We will provide more business value at lower P&O (People & Organization) function cost. They largely underdelivered – sometimes on the cost side, and often on the business value side. With all the buzz about AI and digitization and in the light of rising expectations for better work experiences, is there finally a way to fulfill the promise of ‘more for less’?
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For decades, companies were trying to square the circle and deliver‘more for less’. They called it ‘HR Transformation’ or new, ‘P&O Transformation’. The promise: We will provide more business value at lower P&O (People & Organization) function cost. They largely underdelivered – sometimes on the cost side, and often on the business value side. With all the buzz about AI and digitization and in the light of rising expectations for better work experiences, is there finally a way to fulfill the promise of ‘more for less’?
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Our groundbreaking research, co-created with 15 major European enterprises including BASF, Deutsche Bahn, Novartis, thyssenkrupp, Symrise AG, Brose Group, GXO Logistics, Inc. and validated by industry experts including David Green 🇺🇦, John Boudreau, Thomas Otter, and others reveals exactly how AI is transforming HR roles and activities.
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Organizations worldwide are struggling with a critical challenge: while AI technologies promise transformational value, most companies cannot move beyond initial experiments to capture meaningful returns. The problem isn’t the technology—it’s the work friction that prevents employees from effectively adopting AI in their daily work.
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Since 2020, Insight222 has conducted one of the largest annual studies in people analytics every year, publicly available as the People Analytics Trends Report. Our latest research shows that sustained investment in people analytics materially improves how organisations adopt and realise value from AI, leading to stronger business outcomes. This article explores the key insights and highlights from the report.
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In today’s fast-changing business landscape and with rapidly evolving technological advances, the importance of being proficient in data literacy – in general, and in human
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In 2020 the human aspect of business was magnified by the global pandemic, and since then numerous topics of a “people nature” have topped business agendas – social justice and inclusion, well-being, hybrid working, hyperinflation and geo-political events – making people topics high profile for C-suite executives and boards of directors across the globe.
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If there is one question that is asked by Chief People Officers and other senior HR executives more than any other about people analytics, it is “what are the best doing”? Over the last three years, Insight222® has researched this in detail in our annual People Analytics Trends report.
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Every team and department within a business has a core set of roles and capabilities that contribute to the organisation's overall success. The structure, processes, and operating model within the function are all of the utmost importance. Each role serves a distinct purpose, but together, they form a cohesive system that turns data into impact. But what roles support these capabilities, and why are they critical to building a transformative people analytics team?
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