The best HR & People Analytics articles of December 2021

It’s widely acknowledged that the pandemic has accelerated the future of work by 5-10 years, but the last two years have also elevated the role of human resources with topics like employee wellbeing, new ways of working and diversity, equity and inclusion all coming to the fore.

As I write in my 2022 Predictions for HR , HR’s influence is set to increase further as the function has a pivotal role to play in orchestrating the shift to hybrid and leading the transformation to a skills-based organisation.

FIG 1: Predictions for HR in 2022

Many of the topics I highlight in my predictions for 2022 are included in the selection of resources for December. There are also reviews of 2021 from Caroline Styr and Lexy Martin, predictions for the year ahead from Tom Haak and Josh Bersin, a brilliant case study from Dawn Klinghoffer on how Microsoft is addressing work-life balance, a treasure chest of insights on how to accelerate diversity, equity and inclusion through data and technology edited by Anna Tavis, and much more.

CONGRATULATIONS TO LEENA NAIR

A quick note of congratulations to Leena Nair, who as chief human resources officer at Unilever has been one of the most influential leaders in our field – and a former guest on the Digital HR Leaders Podcast (listen here ) too! Leena has recently been appointed CEO at Chanel , which is a tremendous achievement, and is set to be another example of Leena’s trailblazing – will we see more CHROs transition to the CEO role? Only time will tell.

THANK YOU

At times the pace in 2021 has seemed relentless, but from a personal perspective there have been many highlights not least the publication of my first book, Excellence in People Analytics , co-authored with my friend and Insight222 colleague, Jonathan Ferrar. Thank you to everyone involved in and who contributed to the book, as well as those who have bought Excellence in People Analytics. It means a lot and is much appreciated. ?

Finally, before we get into this month’s selections, I’d like to wish readers a healthy and successful 2022. Let’s hope that next year will be markedly better than this one (and 2020 for that matter). Thank you to everyone who has supported Insight222, myHRfuture and the Digital HR Leaders Podcast in 2021. It’s been quite a year!

REVIEW OF 2021

CAROLINE STYR - The Most Popular HR & People Analytics Resources of 2021

Caroline Styr examines some of the most popular HR and People Analytics resources that myHRfuture readers and listeners of the Digital HR Leaders podcast engaged with in 2021. Topics covered include: Focusing on employee mental health (see FIG 2), wellbeing and psychological safety, preparing the organisation for the future of work with skills-based workforce planning, upskilling HR professionals with the capabilities they need for the digital age and developing a data driven culture for HR to embed evidence-based decision making across the organisation. Read Caroline’s coruscating piece to explore each topic in more detail and use the further reading lists at the end of each section to dive deeper. Features a host of pioneering leaders in our field including Amy Edmondson (deservedly recognised as #1 on the Thinkers50 list in 2021), Ethan Bernstein, Jeroen Wels, Karen Powell, Toon van der Veer, Alexis Saussinan and Kathleen Hogan.

FIG 2: Source: McKinsey & Company

LEXY MARTIN - Top 5 Blog Posts of 2021 from the People Intelligence Alliance (PIA) Chairperson | PAUL RUBENSTEIN - Visier’s D&I Framework (Get Beyond Good Intentions, Part 1)

There are at least three good reasons to read Lexy Martin's well crafted round-up of 2021: i) For the way Lexy rephrases the oft quoted 'return to office' into something much more positive and accurate: 'return to others'; then ii) for Lexy's inclusion of her colleague Paul Rubenstein's 'Open Mind, Open Book, Open Heart' framework for diversity, equity and inclusion (see FIG 3); and finally iii) for Lexy's generous inclusion of my article on how people analytics can spur the consumerisation on HR .

FIG 3: Framework for D&I Progress (Source: Paul Rubenstein)

PREDICTIONS FOR 2022

TOM HAAK - 10 HR Trends for 2022: From Adaptation to Transformation | JOSH BERSIN, KATHI ENDERES, JANET MERTENS AND NEHAL NANGIA - Predictions for 2022: Everything Is About To Change | PRIYA SUNIL - HR in 2022: 7 key trends that will affect employee experience (and how to address them)

Putting my 2022 Predictions for HR aside, there are a plethora of other trends and predictions resources being published. Three I recommend delving into come from Tom Haak, Josh Bersin and Priya Sunil. Tom’s annual trends articles are always insightful and for 2022 are themed: From Adaptation to Transformation and include i) HR as Activists, ii) The End of the Employee, and iii) The split of HR – with all informed by the megatrends Tom sees impacting HR (see FIG 4). Josh Bersin and his team also make a bold set of predictions framed around the transformation of HR into a professional services organisation, and include: i) The CHRO role will be integral to organisational success, ii) Talent intelligence and skills taxonomy will become the cornerstone of your people strategy, and iii) People Analytics will touch on every aspect of your business (see FIG 5). Finally, Priya Sunil, writing for Human Resources Online, pulls together a number of resources to distil seven employee experience themed predictions for 2022 including: i) HR will become decentralised, spurring new management skills, ii) Diversity and inclusion will become a major competitive differentiator, and iii) New productivity KPIs will be needed to assess employee performance.

***UPDATE - 14 JAN***

Since publishing the December compilation of articles, there have been a slew of other 'predictions' articles published including the four below, which are all worth delving into:

• Katarina Berg - 2022 Predictions: Same Base Colours, New Patterns
• Laszlo Bock - 2022: Time to Simplify
• Kevin Wheeler - 6 Probable and 4 Doubtful Predictions for Recruiting 2022
• Lars Schmidt - 7 Ways HR Will Look Different in 2022

FIG 4: 14 Megatrends that shape HR (Source: Tom Haak)

FIG 5: Impact of Advanced People Analytics on Outcomes (Source: The Josh Bersin Company)

FUTURE OF WORK, HYBRID WORK AND RETURN TO WORKPLACE

TOMAS CHAMORRO-PREMUZIC - The Essential Components of Digital Transformation

Tomas Chamorro-Premuzic breaks down five essential components of a digital transformation: people, data, insights, action and results (see FIG 6) in his article for Harvard Business Review. As Tomas helpfully explains: “The fundamental meaning of transformation is not about replacing old technologies with new ones, or capturing high volumes of data, or hiring an army of data scientists, or trying to copy some of the things Google or Amazon do. In fact, the essence of digital transformation is to become a data-driven organization, ensuring that key decisions, actions, and processes are strongly influenced by data-driven insights, rather than by human intuition.”

FIG 6: The 5 Essential Components of a Digital Transformation (Source: Tomas Chamorro-Premuzic, HBR)

DAWN KLINGHOFFER - Hybrid Tanked Work-Life Balance. Here’s How Microsoft Is Trying to Fix It.

After the company went virtual during the pandemic, research by Microsoft’s people analytics team found that employees’ satisfaction with work-life balance dropped by 13 percentage points. To find out why this was happening, the team studied the aggregate and de-identified collaboration activity and survey data of thousands of Microsoft employees over the course of many months. The major drivers of the fall in work-life balance were found to be over-collaboration, lack of uninterrupted focus and skipping time off. In her article for Harvard Business Review, Dawn Klinghoffer, the Head of People Analytics, outlines the four strategies that Microsoft has subsequently rolled out through managers to make more systemic change: i) prioritising work (“one of the most important things a manager can do to improve work-life balance is to help their team prioritize”), ii) reevaluating meetings, iii) protecting focus time (“more focus time means more progress, which means less overwhelm”), and iv) encouraging vacation. ?

The most powerful thing I’ve learned from our study of work-life balance is that we as managers have an opportunity to challenge the status quo and say, “this can be better.”

PEOPLE ANALYTICS

ASHISH PARULEKAR - Using People Analytics to Improve the Productivity of Knowledge Workers – Part 1 | Part 2 | Part 3

As Ashish Parulekar (Head of Recruiting Analytics at Capital One) writes in the first of his fascinating three-part series, identifying “How to sustainably improve the productivity of knowledge workers is the big unsolved problem in People Analytics.” Ashish then proceeds to apply three problem solving techniques to answering his question: i) Cartesian (“Divide a complex problem into components which are less complex and repeat until the parts become simple to solve”), ii) Systems thinking?(“Understand how different components relate to each other i.e. dependencies, relative importance, relative effort”), iii) Math?(“An equation that helps the different components add up into the final product”).

FIG 7:?First 3 levels of the productivity issue tree with components (Source: Ashish Parulekar)

NAOMI VERGHESE - What Can We learn from Leading Companies in People Analytics?

In Insight222’s recent People Analytics Trends research – Accelerating People Analytics: A Data Driven Culture for HR – we highlight the particular attributes of Leading Companies that deliver business value to their organisation. A comparative analysis of Leading Companies reveals that they have: i) a greater investment in people analytics professionals than non-leading companies, ii) a greater investment in people analytics technology than non-leading companies, and iii) a data driven culture for HR. In her article, Naomi Verghese digs deeper into each of these areas, highlights examples from companies including Uber, Capital One, Microsoft, Vertex Pharamceuticals, IBM and Merck, and provides insights in areas including how leading companies invest in their operating model for people analytics (see FIG 8).

?FIG 8: Insight222’s Operating Model for People Analytics (Source: Insight222)

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ETHICS

WEF | MATISSA HOLLISTER, TUN? ACARKAN & RODERICK BEUDEKER - Human-Centred AI for HR: State of Play and the Path Ahead

In response to the rapid growth in use of AI in HR, the World Economic Forum has established the Human-Centred Artificial Intelligence for Human Resources project with the objective being to create a practical toolkit for the responsible use of AI in HR. This white paper presents an overview of the landscape of AI in HR and covers: i) what companies are already doing with AI in HR and the challenges they face, ii) demystifying some of the misconceptions about AI and how it should be governed, and; iii) new issues on the horizon, including the approach of AI regulation and its likely impact on the HR industry. The white paper has a host of stellar contributors including Eric Bokelberg, Stela Lupushor, Ernest Ng and Frida Polli.

FIG 9: Developers are creating AI tools for almost every stage of the HR life cycle (Source: World Economic Forum)

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KAY FIRTH-BUTTERFIELD - Building an Organizational Approach to Responsible AI

In her article for MIT Sloan Management Review, Kay Firth-Butterfield, head of AI and machine learning at the World Economic Forum, presents three principles of responsible AI: i) the whole organisation must be engaged with the AI strategy, ii) all employees need education and training to understand how AI is used in the company, and iii) responsibility for AI products does not end at the point of sale. Butterfield also writes about responsible AI in the context of the employee experience: “For companies seeking to attract and retain employees with AI skills, it helps to develop responsible AI policies.” For more about responsible AI in the context of HR, watch the video below featuring Anshul Sheopuri speaking to me on the Digital HR Leaders Podcast about five pillars of trustworthy AI in HR at IBM .

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THE ‘GREAT RESIGNATION'

LYNDA GRATTON - Why It’s So Hard to Keep and Recruit Employees Right Now

Astute analysis by Lynda Gratton, professor of management practice at London Business School, on three forces that have emerged since the start of the pandemic to cause the turbulence we are currently witnessing in the workforce: i) people are generally living longer so are more focused on health, resilience and flexibility, ii) the rise of the two income family, and iii) a shift in the employer-employee relationship from parent/child to adult/adult, where the employee operates with a heightened sense of personal agency. Lynda then frames the future in the context of these three forces: “In every sector right now, there are outliers that are pushing at the margins of what they’re willing to do to find and keep talented employees. The practices they adopt — particularly around flexibility — could well become industry standards. When they do, employees all across those sectors will be asking why their own companies aren’t offering the same opportunities. It will be critical to keep abreast of these experiments as they emerge.”

SERENA HUANG - Data-Driven Retention Strategy in the Era of the Great Resignation

Many of the people analytics teams we work with at Insight222 are being inundated with questions from panicking executives about the ‘Great Resignation’. As PayPal’s Head of People Analytics Serena Huang writes in her latest article, the role of people analytics teams is to help their organisation use data to separate noise from facts. As Serena goes on to explain, this helps identify if attrition is a problem, and if so where – e.g. do the reported increased exits of female leaders (see FIG 10) apply in your company? Serena then highlights the importance of continuous listening, proactive approaches to retention and building trust with employees on your approach to hybrid as three other tips to stem the tide.

FIG 10: Source: Qualtrics

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AARON DE SMET, BONNIE DOWLING, BRYAN HANCOCK AND MARINO MUGAYAR-BALDOCCHI - The Great Attrition: What to do about the labor shortage

McKinsey’s Organization Blog is running a series of excellent analyses on what they are referring to as the ‘Great Attrition’. This article focuses on the broad set of actions organisations should take to mitigate the reasons why employees are intent on leaving (see FIG 11): Make work more fulfilling and sustainable (including enhancing the employee experience), improve the employer-employee relationship (including investing in leadership and better bosses), and act boldly to entice people back into the workforce and onto your team (including creating flexible employment options).

FIG 11: Employers do not fully understand why employees are leaving (Source: McKinsey)

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WORKFORCE PLANNING

MICHAEL GRIFFITHS, SUE CANTRELL, KARI STROBEL AND JAMES WESTON - The skills-based organization

In a recent episode of the Digital HR Leaders Podcast, IBM’s Anshul Sheopuri describes “skills as a ‘silver thread’ connecting all parts of the employee journey” . This article from Deloitte illustrates perfectly this shift to skills as a focal point enabling agility across an organisation’s talent operations (see FIG 12). As the authors explain: “To enable agility and maintain competitiveness, organizations must shift from understanding the unit of work in terms of fixed, static jobs to reimagining it in terms of a dynamic landscape of skills that can be agilely deployed to work as it continuously evolves.”

?FIG 12: The Skills Based Organisation (Source: Deloitte)

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DIVERSITY, EQUITY AND INCLUSION

INGA CARBONI, ANDREW PARKER AND NAN S. LANGOWITZ - Mapping Exclusion in the Organization

This article is a powerful example of how organisational network analysis can reveal ways to bolster inclusivity. Based on their analysis of the organisational networks of dozens of companies, surveys of thousands of employees, and interviews with senior executives, Inga Carboni, Andrew Parker and Nan Langowitz have identified specific ways leaders can improve inclusivity at their companies. The article examines the case of Valitron (a pseudonym), a Silicon Valley based global computer hardware manufacturer, to illustrate how knowledge of organisational networks affects the success of efforts to build a more gender-inclusive company in two critical ways: by providing a better measure of inclusion, and by fostering actionable insights into precisely where and how to target DEI efforts.

FIG 13: Who is best connected? (Source: Carboni, Parker and Langowitz, MIT Sloan Management Review)

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ANNA TAVIS - Accelerating Diversity, Equity, and Inclusion through Data and Technology | SHERI FEINZIG - Bold Actions, New Pathways, and the Supporting Role of Data, Analytics and Technology | BEVERLY TARULLI - What HR Practitioners Need to Know About Gender Pay Equity | STACIA GARR - Inclusion Analytics: Five Insights to Get You Started | ANDREA DERLER AND LEXY MARTIN - Resignation rates of women: It’s not (just) the pandemic, stupid | KEITH SONDERLING - How People Analytics Can Prevent Algorithmic Bias

The 4th Quarter issue of Workforce Solutions Review is a veritable treasure chest of insights on how to accelerate diversity, equity and inclusion through data and technology. There are ten articles to consume, and as it proved impossible to select one (I am notoriously indecisive!), I’ve included links to six of the articles above (although all ten are worth a read). As such, I suggest starting with the editor’s overview by Anna Tavis, as it provides a helpful summary of each of the nine articles that follow. Look out too for the lead article by Sheri Feinzig as well as contributions from Beverly Tarulli, Stacia Garr (see FIG 14), Lexy Martin / Andrea Derler and EEOC Commissioner Keith Sonderling on how people analytics can prevent algorithmic bias.

FIG 14: Examples of Data & Analyses to Understand Inclusion (Source: RedThread Research)

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SIRI CHILAZI, IRIS BOHNET AND OLIVER HAUSER - Achieving Gender Balance at All Levels of Your Company

While many companies have gender parity or close to it in entry-level roles, in most cases the percentage of female employees decrease as you get closer to the top. When the data is analysed, this drop-off can primarily be attributed to gender disparities in promotion rates rather than in hiring or retention. To address this challenge, the authors of this Harvard Business Review article developed the gender proportionality principle (GPP – see FIG 15), which is designed so that a given level in an organisation should aim to reflect the gender composition of the level immediately below it. The article provides examples of companies including Unilever that have implemented GPP and subsequently achieved sustainable improvement in gender equity across all levels of the organisation.

FIG 15: The Gender Proportionality Principle in Action (Source: Chilazi, Bohnet and Hauser, Harvard Business Review)

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LEADERSHIP AND CULTURE

PETER GRAY, ROB CROSS AND MICHAEL ARENA - Use Networks to Drive Culture Change

Combining survey data with network analysis can help leaders identify and subsequently address obstacles to cultural change in their team or company. Indeed, as Peter Gray, Rob Cross and Michael Arena explain in their article for MIT Sloan Management Review, mapping patterns of collaboration can provide an X-ray view of the inner workings of an organisation. The article identifies five ways to drive culture change through informal networks: i) unearthing the subcultures, ii) finding your real cultural leaders (see FIG 16), iii) shining a light on hidden tensions, iv) evoking positive emotions, and v) giving adoption the time it needs.

FIG 16: Formal versus informal influence (Source: Gray, Cross and Arena, MIT Sloan Management Review)

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DAVE ULRICH - How Business and HR Leaders Can Rise to the Opportunity

If you don’t already follow Dave Ulrich on LinkedIn, I highly recommend you do. As well as being widely recognised as the ‘Father of Modern HR’, Dave publishes a new article on LinkedIn every two weeks. His latest article pulls together a number of resources from Dave and the RBL Institute into one helpful guide for those looking to achieve better outcomes through people including a human capability blueprint for people organisation and the future of work (see FIG 17). The three meta themes Dave shares particularly resonate: i) HR is not about HR, but delivering value to all stakeholders inside (employees, business strategy) and outside (customer, investor, community), ii) HR contributes human capability (talent, leadership, and organization) to all stakeholders, and; iii) HR reinvention occurs through the HR department, HR people, and business conversations.

FIG 17: A human capability blueprint for people organisation and the future of work (Source: Dave Ulrich)

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HR TECH

JOSH BERSIN - The Mad Scramble to Lead the Talent Marketplace Market

As Josh Bersin writes in his article breaking down the field, the talent marketplace has proved to be one of the most successful recent innovations in HR. Whether companies decide to build it themselves (e.g. Allstate, Vertex and IBM) or buy a specialised platform like Gloat, Eightfold or Fuel50, all seem to have reaped positive results fast. Josh analyses the market, its evolution (see FIG 18), the leading players and the different ways companies are using talent marketplaces to drive internal mobility, projects and learning as well as identify mentors. To hear examples of how two companies have developed talent marketplaces, listen to the Digital HR Leaders Podcast episodes with Jeroen Wels (How Unilever has created a culture of internal talent mobility ) and Tina Kao Mylon (How Schneider Electric is building a successful talent marketplace ). ?

FIG 18: The evolution of talent marketplace (Source: Josh Bersin)

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HR TECH VOICES

Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from December that I recommend readers delve into:

• ANDREW VIOLANTE - Big tech and the big empathy gap – Some fascinating research by Textio, which finds that the language used by the largest technology companies in their job posts are less empathetic and more aggressive in 2021 compared to 2020 (see FIG 19).
• ALICIA ROACH – SWP v Org Design - Alicia Roach, eQ8’s CEO, has?written a number of thoughtful articles on workforce planning for our myHRfuture blog , including?a recent collaboration with me . In this video blog, Alicia demystifies the difference between strategic workforce planning and org design, arguing that putting the latter before the former is like putting the cart before the horse.
• RJ MILNOR AND IAN COOK - How Uber Successfully Enabled Their People Managers with People Analytics – Uber’s Head of People Analytics explains to Visier’s Ian Cook how his team deliver people insights to people managers across the organisation, highlighting three elements that helped make scaling people analytics successful: i) making security a top priority, ii) asking leaders what they need, and iii) making the data timely and easy to understand.
• JESSICA BRANNIGAN - Do's & don'ts of encouraging engagement survey participation – A helpful guide by Culture Amp’s Senior People Scientist on the do’s (e.g. outlining how feedback will be reviewed and the approach for taking action) and the don’ts (e.g. inadvertently referencing how you would like participants to respond) of encouraging survey participation.
• WILLIS TOWERS WATSON – 2021 Employee Experience Survey Highlights | Report – Thanks to Nick Lynn for highlighting this resource, which I somehow missed earlier in the year. There are a number of fascinating insights not least that more than nine in ten employers are making enhancing the employee experience a top priority for post-pandemic success. Despite this, the study finds that only one in ten companies currently have a ‘Transformative EX’ (see FIG 20).

FIG 19: Big Tech’s empathy gap (Source: Textio)

?FIG 20: Source: Willis Towers Watson

PODCASTS OF THE MONTH

This month I’ve selected three podcasts to dive into (you can also check out the latest episodes of the?Digital HR Leaders Podcast?– see ‘From My Desk’ below):

• SUNDAR PICHAL AND MATT MURRAY - Google's CEO on the Future of Work – The CEO of Alphabet, Google’s parent company talks tech regulation, cybercrime and the considerations about when/if workers will return to the office.
• TIM DICKINSON, STACIA GARR, DANI JOHNSON AND CHRIS PIRIE – The Skills Odyssey: A Peek Inside a Skills Transformation – Tim Dickinson, Global Head of Learning Systems and Innovation at Novartis, joins the RedThread Research team to talk about the Skills experiments Novartis is running and how the supply and demand of Skills drives the work that they do.
• JULIE DERVIN, JOHN BOUDREAU AND MICHAEL GRIFFITHS - The Skills-Based Organization - A terrific episode of Deloitte's Capital H Podcast, hosted by Michael Griffiths, which discusses skills-based organizations with Julie Dervin, who has been leading a skills-based transformation at Cargill, and John Boudreau, who is consistently at the leading edge of bringing talent to the strategy table.
• IRA WOLF AND MATT ALDER - The Never Normal – Ira Wolf joins Matt Alder for the 399th episode (wow!) of the Recruiting Future podcast to share a slew of valuable perspectives on what employers can do to support their employees to make the behavioural changes needed to be effective in our new never normal.

VIDEO OF THE MONTH

TIM PEFFERS - How to use employee centricity techniques to retain talent

I’ve featured Tim Peffers and his excellent video blog, Random Walks in HR , a number of times in these monthly compendiums in 2021. His latest video is a presentation Tim recently gave at HR.com’s HR Tech Symposium and covers an employee-centric approach to retention. Tim covers: How to use data to analyse pain points on retaining employees, how to use survival analysis to project turnover and how to build the business case for internal mobility. Lots to learn here.

BOOK OF THE MONTH

KEITH McNULTY - Handbook of Graphs and Networks in People Analytics

To write one book during the pandemic is impressive, but to write two, as Keith McNulty has achieved, is stupendous. Keith follows up the hugely popular Handbook of Regression Modeling in People Analytics with the second instalment in a series of technical textbooks for professionals working in analytics. This time Keith focuses on network analysis, which he describes in the introduction to the book as: “the most exciting, most fun and fastest developing field in People Analytics.” In the words of Professor Jeff Polzer of Harvard Business Review in his Foreword : “(Keith) draws on a rich tradition of social science to distill what we know about networks and clearly explain how to analyze and apply network data to organizational challenges.” This book is set to be very popular with people analytics professionals, who will be filled with joy that they can also access the online version of the book for free.

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RESEARCH REPORT OF THE MONTH

ELSELOT HASSELAAR, TILL LEOPOLD, MINJI SUH, ANGELA BERG, KATE BRAVERY, MOLLY CLINE, ANNE HETTERICH, ISIL CAYIRLI KETENCI, LEA L?NSTED AND HAIG NALBANTIAN - ?Pathways to Social Justice: A Revitalized Vision for Diversity, Equity and Inclusion in the Workforce

This collaboration between Mercer and the World Economic Forum is a highly recommended read as it provides an integrated and practical four-step framework (see FIG 21) and comprehensive overview of measures for companies to adopt to improve diversity, equity, inclusion and social justice for their workforce.

For business, real progress on social justice begins with an integrated approach to DEI at the company level

FIG 21: Strategy for managing change and communication (Source: Mercer/WEF)

FROM MY DESK

As well as my 2022 Predictions for HR article, December saw me collaborate on an article with Tom Marsden of Saberr and three episodes of the Digital HR Leaders Podcast:

• The Role of Psychological Safety in Creating High Performing Teams - To create highly effective teams, organisations have to enable two things: One is psychological safety and the second is high performance standards. Tom Marsden tells me how his company, Saberr, is helping organisations driver greater business value by creating high performing teams.
• How ABN AMRO Delivers Business Value Through People Analytics – Patrick Coolen joins me to walk through the journey of creating and growing the people analytics function. He outlines the main priorities for people analytics at ABN AMRO in 2022 and provides a number of helpful tips to people analytics leaders and HR professionals looking to create a thriving data driven culture in HR.

• How IBM Deploys Ethical AI & Builds Data Literacy in HR – Anshul Sheopuri, Chief Technology Officer for HR at IBM, joins me to discuss the five pillars of trustworthy AI in HR at IBM, scaling analytics through productisation and creating a data driven culture in HR.
• How to Build an Exceptional Employee Experience – Nerys Mutlow, an evangelist in the chief innovation office at ServiceNow, joins me to discuss how to think beyond personas to design employee experience at the individual level.

Until next month. Stay safe and stay well – and Happy New Year!

David

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CATCH UP ON THE DIGITAL HR LEADERS PODCAST

If you haven't listened to all of the episodes of the Digital HR Leaders Podcast, you can catch up now by clicking on the links below.

• Bonus Episode: Nerys Mutlow - How to Build an Exceptional Employee Experience
• EP 90: Anshul Sheopuri -?How IBM deploys ethical AI and build a data driven culture in HR
• EP 89: Patrick Coolen -?How ABN AMRO Delivers Business Value Through People Analytics
• EP 88: Nicky Hoyland -?How can Workplace Technology Support A New World of Work
• EP 87: Ernest Ng -?How People Analytics Enables Employee Success at Salesforce
• EP 86: Jaclyn Lee -?How to Enable and Measure Culture Transformation
• EP 85: April Rinne -?How to Navigate Change and Thrive in a World of Flux
• EP 84: Tina Kao Mylon -?How Schneider Electric is building a high-touch, high-tech and inclusive culture
• EP 83: Janice Burns -?How Can Businesses Provide the Right Environment for Employees to Learn?
• EP 82: Joan C. Williams -?How Companies Can Interrupt Bias to Truly Create Inclusion
• EP 81: Peter Manniche Riber -?How does a great learning experience deliver value to the business?
• EP 80: Maarten van Beek -?How does ING create a culture of learning agility?
• EP 79: Ralf Buechsenschuss -?How to take a skills-based approach to workforce planning
• EP 78: Mika?l Wornoo -?How Do You Understand the Skills of Your Workforce?
• EP 77: Rob Cross -?How Can You Reduce Collaborative Overload?
• EP 76: Dave Ulrich, Jonathan Ferrar and David Green -?How to Build Excellence in People Analytics
• Bonus Episode: Kathleen Hogan -?Microsoft's Chief People Officer on Creating a Data Driven Culture in HR
• EP 75: Toon van der Veer -?How AB InBev uses Data, Analytics and AI in Talent Management
• EP 74: Joanne Kuipers -?How Tata Steel uses skills data for learning and workforce planning
• EP 73: Rick van Echtelt -?What are the benefits of measuring employee skills data?
• EP 72: Tertia Wiedenhof -?How Rabobank Has Created an Agile HR Function
• EP 71: Ron Friedman -?How Can You Reverse Engineer Success?
• EP 70: Steven Baert -?How is Novartis reimagining Performance Management?
• EP 69: Melissa Corwin -?How Does AT&T Link Business Transformation, Culture and Performance Management?
• EP 68: Greg Harris -?Why Employee Experience And Performance Management Are Two Sides Of The Same Coin
• EP 67: Jolen Anderson -?How BNY Mellon Supports Employee Wellbeing and Resilience
• EP 66: David Rock -?How neuroscience can help organisations drive meaningful change
• EP 65: Jimmy Zhang -?How Vertex has build a world-class people analytics function
• EP 64: Jignasha Grooms -?How to build a culture of trust and measure its impact
• EP 63: Ian White -?How to manage and visualise people data to create actionable insights
• EP 62: Isabel Naidoo -?How to design HR programs for impact and personalised experiences
• EP 61: Claude Silver -?Building a culture that drives business success and wellbeing
• Bonus Episode: Arianna Huffington & Donna Morris -?How Walmart is helping its associates achieve healthier habits
• EP 60: Alexis Saussinan -?Creating business impact with people data and technology
• EP 59: Karen Powell -?Getting started with a skills-based talent strategy
• EP 58: Ruslan Tobulatov -?What are the business benefits of a Talent Marketplace?
• EP 57: Jeroen Wels -?How Unilever has created a culture of internal talent mobility
• EP 56: Ina Gantcheva -?Why Are So Many Companies Building Talent Marketplaces?
• EP 55: Guru Sethupathy -?How Capital One delivers value at scale with People Analytics
• EP 54: Ethan Bernstein -?How Can HR Help Organisations Prepare for Hybrid Working?
• EP 53: Wagner Denuzzo -?How HR enables business transformation at Prudential Financial
• EP 52: Wenshan Xu -?How Singapore uses skills data to support lifelong learning
• EP 51: Dave Ulrich, Brigette McInnis-Day and Rupert Morrison -?The Future of HR: How can HR can be more value and business focused?
• BONUS EPISODE: David Green & Ian Bailie -?'All Eyes on HR' - HR Predictions for 2021
• EP 50: Renil Kumar -?How Wipro uses People Analytics to enable hyper-personalisation
• EP 49: Michael Arena -?How ONA can help understand the impact of virtual and hybrid working on innovation and wellbeing
• EP 48: Daniel West -?How to Democratise People Analytics to Drive Agile Decision Making
• EP 47: Melissa Harper -?How Bayer is redefining the workplace around Purpose, Innovation & Culture
• EP 46: Chin Yin Ong -?How people data can drive better business and employee outcomes
• EP 45: Vidya Krishnan -?Making learning a habit that matters at Ericsson
• EP 44: Simon Brown -?How Novartis promotes learning curiosity to drive business value
• EP 43: Kat Kennedy -?Improving Employee Experience through Learning, Skill Development & Mobility
• EP 42: Gianpiero Petriglieri -?How Do You Create a Learning Culture in the Workplace?
• EP 41: Lynda Gratton -?How can HR help shape the re-skilling and learning agenda?
• Bonus Episode: Diane Gherson -?How IBM is Reinventing HR with AI and People Analytics
• Summer Special #5: Sophie Rwegera Khadhraoui -?Building a People Analytics Function in a Humanitarian Organisation
• Summer Special #4: Dan Cable -?How to help people love what they do at work
• Summer Special #3: Torin Ellis -?What is HR's Role in Creating Diverse and Inclusive Organisations?
• Summer Special #2: Tomas Chamorro-Premuzic -?What is the role of leadership in times of crisis?
• Summer Special #1: Amy Edmondson -?How to create Psychological Safety at work
• EP 40: David Green -?How can People Analytics drive business value?
• EP 39: Jeremy Shapiro -?How People Analytics has progressed in the last ten years
• EP 38: Heather McGowan -?How Covid-19 is accelerating the Future of Work
• EP 37: Thomas Rasmussen -?How National Australia Bank has scaled People Analytics
• EP 36: Ravin Jesuthasan -?Six imperatives for HR in the Future of Work
• BONUS EPISODE: Amit Mohindra & Dawn Klinghoffer -?What is the future of People Analytics?
• EP 35: Peter Hinssen -?What is the role of HR in driving and enabling innovation?
• EP 34: Bruce Daisley -?What do business leaders want from HR?
• EP 33: Dirk Jonker -?Why People Analytics needs to behave like a start-up
• EP 32: Cole Nussbaumer Knaflic -?The role of storytelling in People Analytics and Data Visualisation
• EP 31: Piyush Mathur -?How Johnson & Johnson uses People Analytics to drive business outcomes
• BONUS EPISODE - Heather Whiteman, RJ Milnor & Ian Bailie (Live at PAFOW) -?How to develop the HR skills of the future
• EP 30: Katy Gray -?How Arup uses reward data to drive behavioural change
• EP 29: Uri Ort -?What is the future of talent assessment?
• EP 28: Zara Nanu -?The role of People Analytics in Gender Pay Analysis
• EP 27: Julia Shaw -?How can technology reduce bias in the workplace
• EP 26: Stela Lupushor -?How HR can be a Catalyst for Change
• BONUS EPISODE: Volker Jacobs -?How to scale Employee Experience
• EP 25: Julie Digby -?How HR Drives Transformation and Org Design at Mars
• EP 24: RJ Milnor -?How McKesson uses ONA to identify what drives high performance in sales
• EP 23: Rupert Morrison -?Rethinking Workforce Planning & Organisation Design
• EP 22: Dawn Klinghoffer -?The Evolution of People Analytics at Microsoft
• EP 21: John Boudreau -?Reinventing Jobs: The Future of Work and it's impact on HR
• EP 20: Tanuj Kapilashrami -?How Standard Chartered designed an exceptional Employee Experience
• EP 19: Anna Tavis:?What is Agile HR and how are companies adopting it?
• EP 18: Sarah Johnson:?How to use employee surveys to create strategic value
• EP 17: Leena Nair -?How HR drives business value at Unilever
• EP 16: Keith McNulty -?HR 3.0: more data driven, more agile and more business focused
• EP 15: Jason Corsello -?The Shift From HR Tech to Work Tech
• EP 14: Jill Larsen -?How does the CHRO successfully partner with the CEO
• EP 13: Frida Polli -?How AI and Behavioural Science can reduce bias in recruiting
• EP 12: Ian O'Keefe -?The Workforce Analytics journey at JP Morgan Chase
• EP 11: Dave Ulrich -?The role of HR in the Digital Age
• EP 10: Jordan Pettman -?How Nestlé uses People Analytics to measure Gender Pay Gap and Equity
• EP 9: Catalina Schveninger -?The Evolution of Corporate Learning at Vodafone
• EP 8: Richard Collins -?How is Automation, AI and Analytics changing recruiting?
• EP 7: Katarina Berg -?Spotify's CHRO on Leading HR in a digital world
• EP 6: Nick Holley -?How HR can become more business relevant ?
• EP 5: Eden Britt -?How to build a People Analytics team in a global organisation | The People Analytics journey at HSBC ?
• EP 4: Yvette Cameron -?How Blockchain will disrupt the Future of Work and HR Technology ?
• EP 3: Didier Elzinga -?How to Create a Culture First Company ?
• EP 2: Edward Houghton -?The Head of Research at the CIPD on Driving Business Performance with People Data ?
• EP 1: Sharon Doherty -?How to transform HR to be more digital and building a culture of diversity

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David is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work.?As Managing Partner and Executive Director at?Insight222 , he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 70 global organisations.?Prior to co-founding Insight222 and taking up a board advisor role at?TrustSphere , David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics.?David also hosts the?Digital HR Leaders Podcast ?and is an instructor for Insight222's?myHRfuture Academy . His book, co-authored with Jonathan Ferrar,?Excellence in People Analytics: How to use Workforce Data to Create Business Value ?will be published in the summer of 2021.

SEE ME SPEAK AT THESE EVENTS

I'll be speaking about people analytics, the future of work at a number of upcoming events:

• 27 Jan 2022 -?People Analytics World - People Analytics in 2022: Plan your Strategic Digital HR Agenda ?(Online)
• 14-15 March 2022 -?HR Core Lab ?(Online)