What is the future of People Analytics, where is it headed and how do we ensure that we’re adding real value? In this blog Marta Gascón Corella shares four key considerations for the future of people analytics. She examines the role of predictive vs advanced analytics, the necessary ethical improvements and considerations required when leveraging data and finally the role of people analytics in managing people based on evidence for organisational improvement.
Read MoreDuring 2020, Ethan Bernstein, Associate Professor of Business Administration at Harvard Business School, conducted research in collaboration with Ben Waber, CEO of Humanyze, to understand the impact of remote work on employees. The findings of this research have been widely cited and used to help guide organisations and their workforces through the pandemic. In this blog post we explore three things HR can do to prepare their organisations for hybrid working in a post pandemic world.
Read MoreWith an end in sight and a return to ‘normal’ imminent David Green’s collection of the top HR and People Analytics articles for February has a strong focus on the role of hybrid work, return to the workplace and new ways of working, with articles from: John Boudreau, Susan Lund, Gerald Kane, Dave Ulrich, Heather E. McGowan, Anna Lundström and Ethan Bernstein and many others its a great collection of resources and a must read!
Research suggests that curiosity is linked to better job performance, communication and creativity just to name a few, however despite it’s clear positive impacts, it is often discouraged in organisations for fear of slowing down decision-making processes, people becoming harder to manage and disrupting the status quo. In this article, we’re going to beat the drum once again for more curiosity! And amongst people analytics professionals in particular, by looking at three aspects of curiosity that will ensure your people analytics projects deliver clear business value.
Read MoreTraditional methods of connecting skills with job roles are unreliable. Research from Gartner shows that 40% of employees are frequently completing tasks outside their job description, proving that roles are ill-designed to capture the skills required for today’s workflows. Using skills adjacency to inform internal mobility and talent redeployment in workforce planning activities is a significantly more agile way of connecting the dots between learning and work, that can accommodate the rapid changes impacting almost all organisations. In this blog we explore how talent marketplace can drive greater workforce agility.
Read MoreHR needs to tell better data-driven stories because the human brain is wired for stories. The concept of storytelling with data is about finding the tension, guiding the audience through that rising tension, through the narrative arc, and then ultimately to resolution. If there is no compelling story behind the data that the audience will resonate with, the chances of them taking action as a result of your presentation are minimal. HR has not previously been a function driven by data, however, with the rise of people analytics, HR is becoming increasingly data-focused. If we are going to make that data work for us, we have to become better at telling data-driven stories.
Read MoreDavid Green’s collection of the best HR and people analytics resources in January really emphasises the level of innovation in the field of People Analytics and features content from the likes of Stacia Sherman Garr, Laura Stevens, PhD, Patrick Coolen, Tertia Wiedenhof, Valérie Du Bois, Stefan Hierl, Jonny Gifford, Chris Gagnon, Jaime Teevan, Dawn Klinghoffer, Dave Ulrich, Amit Mohindra, Adam McKinnon, PhD., Amy Armitage, Kevin Martin, Ravin Jesuthasan, CFA, FRSA, John Boudreau and Jeff Schwartz just to name a few.
Read MoreFor people analytics teams to be successful, they have to remain focused on the needs of the business. In other words, when prioritising people analytics projects, the team should concentrate on work that will drive significant business value, instead of carrying out work that has no relationship to the broader business strategy. In this article, we’re going to look at how you can set your people analytics team up for success
Read MoreWith such rapid rates of change, successful partnership between HR and the business is imperative, to ensure that the workforce – in terms of skills, capabilities and availability – and the work – in terms of how work gets done, are in line with shifting business objectives. However, research has shown that the most important workforce planning challenge for HR is that it has difficulty getting access to relevant business executives and subsequently struggles to keep up with the internally evolving business needs. The question arises as to how you understand changing organisation activities and objectives, and what they mean for the workforce? The answer is with a data-driven approach to workforce planning.
Read MoreBrigette McInnis-Day, Head of HR at Google Cloud was one of three HR experts who formed a panel to discuss the Future of HR for the first episode of series 11 of the Digital HR Leaders podcast. In conversation with Dave Ulrich, and Rupert Morrison, CEO at orgvue, Brigette ruminated on the most common questions she gets from both customers, “What is Google doing from a people perspective with regards to organisational change and culture?” and candidates, “How is Google going to manage their culture during times of change?” In this blog, we’ll take a closer look at some of the insights Brigette shared around culture at Google.
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