We’re nearly at the end of January and with the year still in its infancy optimism still abounds with regards to the likely growing impact of HR in 2018. Although as I am typing this in San Francisco in the run up to co-chairing People Analytics & Future of Work, my confidence may just be a case of jet lag combined with wishful thinking.
So, with a cup brimming full of sanguinity here are some trends I expect to see more of in the HR space in 2018…
Read MorePart 1: Building the team and growing organisational capability. See also Part 2 on the roles and responsibilities of the people analytics leader, how to create an analytical culture and the future of analytics here
As I’ve written before, there are a number of characteristics shared by organisations that have successfully developed and built sustainable capability in people analytics and data driven decision making in HR…
Read MoreI believe 2017 was a breakthrough year for people analytics. The last 12 months has seen the discipline move from the periphery towards the centre of the HR function.
This doesn’t mean that people analytics has yet crossed the chasm of widespread adoption. The champagne remains on ice...
Read MoreWhen I last collated a list of conferences dedicated to or prominently featuring people analytics in 2016, I found 24 conferences around the world – and I remember at the time being surprised to find that many.
Fast forward two years, with 2018 in its infancy and people analytics accelerating...
Read MoreWinning the battle for Employee Experience in a ‘zero-sum’ talent market will depend on HR Leadership teams’ appetite to master the fundamental tenets of CXHR and execute the approach quickly. Employee journey analytics are the missing link between intentions (visualization, training, hackathons, etc…) and effective, sustained CXHR practice across all HR services.
Read MoreA digital HR strategy provides the opportunity for HR to shape the future of work for their business and have a clear view on how jobs will be lost and gained. A roadmap sets course and speed for the HR function and for people priorities within the company. Companies with a distinct HR Digital Roadmap endow themselves with a foundation to not only cope with these changes but to influence them to gain competitive advantage.
Read MoreNo doubt – HR is not exactly a data savvy function: Between 80% and 100% of CEOs require strategic decision support informed by people data, yet less than 20% of them receive such information from the HR function. That message is well understood by HR: In our recent research, European Heads of HR Analytics report that they would like to significantly increase their analytics maturity.
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