Presenting David Green’s selection of the best HR and People Analytics article of August, which shines a light on how HR has stepped up during the crisis. There are over 20 resources covering the impact of remote working, productivity, learning, people analytics in responsive organisations, employee segmentation, network analysis on open data and much, much more. It’s a must read!
Read MoreWhat are the challenges facing People Analytics and how should you navigate them? We interviewed leading People Analytics experts such as Heather Whiteman, Michael Arena, Michelle Deneau, Geetanjali Gamel, Jeremy Welland and Richard Rosenow, to hear their views on the challenges and opportunities for the people analytics profession. Some of the key challenges outlined focused on the need to build a data-driven culture in HR, the importance of data governance and the need to solve business problems first.
Read MoreThere are many factors that are changing the way we approach human resources, from attracting and selecting talent, all the way through to talent development and retention. Whatever the external influences, the fact is that this change requires new applications in the way we think about our people and design our people management strategies. One of the most recent trends is Design Thinking, and how it can be used as a tool to understand and improve the customer experience of HR.
Read MoreDavid Green presents a ‘bumper’ addition of the best People Analytics & HR articles for July, with over 30 articles, podcasts and videos. As with June’s collection, the crises of 2020 continues to produce a slew of high-quality writing with a data driven theme. This months collection of articles focus on topics such as how HR drives value, the role of People Analytics in M&A and leadership and culture and features the likes of Michael Arena, Serena Huang, Dave Ulrich and Dr Tomas Chamorro-Premuzic to name a few.
Read MoreOrganisational Network Analysis (ONA) has received considerable attention in recent years within People Analytics circles globally, ONA traditionally denotes the analysis of social interactions internally to inform organisational decision making. However there have been some exceptional examples of the insights that can be derived when ONA is applied to open source (publicly available data). There is great value in moving from a purely internal network view (a potential limitation of Organisational Network Analysis) to a view that includes external network analysis and when applied to a variety of datasets network analysis can generate unique people analytics insights for organisations. In this article Adam McKinnon and André Vermeij focus on how HR can inform decision making by applying network analysis to open data, sharing practical use cases and examples.
Read MoreIf there is one organisational function that is under enormous pressure today to catapult itself into tomorrow, it’s HR. The seismic impact of the pandemic on the profession has (once and for all) necessitated a digital transformation in HR. COVID-19 has provided HR the perfect opportunity to prove the function’s clear-cut business value. In this blog Hanadi El Sayyed shares five key ways that HR can drive more business value as we navigate this pandemic.
Read MoreOrganisations with the strongest cultural orientation to data-driven insights and decision-making were twice as likely to have significantly exceeded business goals. Almost all organisations are undergoing some form of digital transformation which has only been accelerated by the current pandemic. Central to confronting digital transformation, is the need to confront an onslaught of data and make sense of it. Data analytics, big data and AI are types of projects that virtually every organisation is investing in. However many feel the challenges to becoming data-driven are in people, process and culture - not technology.
Read MoreCareers are changing. The era of linear career paths as the #1 form of professional growth is coming to an end. Slowly but surely, “career switches” are becoming less of a surprise (or even concern) as the global workforce acknowledges the rapidly changing job market. What’s more, the spotlight is on lifelong learning to keep employee skillsets – and employees – agile throughout their careers. In this blog Caroline Styr examines the role of the Talent Marketplace in attracting and retaining top talent, along side the three components of a culture that supports internal mobility and talent marketplace adoption.
Read MoreIt is crucial to devise a good hypothesis for your people analytics project in order to connect people data to real business problems. A good hypothesis also helps to ensure that you select the right analytical approach for your project and that the project isn’t biased by pre-conceived notions. In this short bitesized learning video, taken from our online course - Framing Business Questions and Developing Hypotheses for People Analytics, Jonathan Ferrar helps us understand how we might begin building a clear and concise hypothesis for any analytics projects we’re embarking on.
Read MoreFor decades employee surveys have enabled conversation, however getting to the nitty-gritty of what employees are trying to communicate isn’t always straight-forward. Text analytics gives organisations the opportunity to tap into a wealth of rich data and turn around insights quickly. Andrew Marritt CEO of OrganizationView, shares his thoughts on how text analytics can be used to not only understand employee sentiment, but also drive real business impact.
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