The best HR & People Analytics articles of July 2021

There’s no doubt that in many organisations, HR has stepped up during the pandemic to play a pivotal role in such as prioritising employee wellbeing, leading discussion on return to workplace and implementing plans on future (mostly hybrid) ways of working. In our work at Insight222, we are fortunate to have seen the amazing work by people analytics teams to bring data to all of these critical conversations.

Perhaps not surprisingly this has raised the expectations on HR from business leaders – and employees. As Dave Ulrich, writes in one of the articles I’ve selected this month: “We (HR) cannot miss this opportunity for impact.” There’s a nice parallel here to research we’ve recently undertaken at Insight222, into the future skills required by HR professionals. Nine skills (see later in FIG 4) and three categories are identified for the future HR professional: data driven (encompassing analytical thinking, workforce planning and data analysis), experience led (human centred design, EX implementation and digital literacy), and business focused (organisational acumen, stakeholder management and storytelling.

We’ve also developed a new assessment so that HR professionals can answer the following question: Do you have the 9 skills for the future of HR?

I’d also like to offer a huge thank you on behalf of Jonathan Ferrar and myself to the amazing response to the publication of our book Excellence in People Analytics . We are so grateful to the many people who have sent us personal notes and those others that have posted about the book on social media – particularly on LinkedIn. It is extremely humbling, so thank you.

Let’s get on with this month’s selections. As ever, enjoy reading and if you do, please share some data driven HR love liberally with your colleagues and networks.

HYBRID WORK & RETURN TO WORKPLACE

AARON DE SMET, BONNIE DOWLING, MIHIR MYSORE & ANGELIKA REICH - It’s time for leaders to get real about hybrid ?

Two illuminating reads from McKinsey on the topic on everyone’s lips: return to workplace. In this first article, the writers suggest that this is a once in a generation opportunity to: “Create a new, more effective operating model that works for companies and people navigating a world of increasing uncertainty.” Unfortunately, there is a wide (and growing) disconnect between employers, who are ready to get back to significant in-person presence, and employees, who aren’t. Cue all the endless articles about the ‘Great Resignation’. Instead, leaders should focus on deeper listening and meeting their workforces where they are today - and embrace the opportunity to experiment.

FIG 1: Source: McKinsey & Company

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AARON DE SMET, MIHIR MYSORE,?ANGELIKA REICH & BOB STERNFELS - Return as a muscle: How lessons from COVID-19 can shape a robust operating model for hybrid and beyond

The second McKinsey article develops the theme further by identifying what companies should do to create a robust and productive operating model for hybrid work. The research finds that: “Companies that increased performance throughout the pandemic invested more time crafting clear goals and clarifying strategy; empowered small, cross-silo teams to make decisions; spent more time on coaching and recognition; and adopted new collaboration technologies.”

FIG 2: Source: McKinsey & Company

JENNIFER J. DEAL & ALEC LEVENSON - Figuring Out Social Capital Is Critical for the Future of Hybrid Work

As Jennifer Deal and Alec Levenson write in their article, the depletion of social capital in organisations through persistent remote work as a result of the pandemic is real. Social capital networks are a significant contributor to productivity, so it is important for leaders to factor strengthening these networks into their return to workplace planning. The authors recommend a focus on three key areas: strengthening weak ties, building social capital in new teams, and onboarding employees.

Rather than returning to the status quo where teams, even ones that may not work together regularly in person, form via face-to-face kick-off events, it is arguably better to have new teams meet wholly online in the beginning

HR’S ROLE AND FUTURE CAPABILITIES

DAVE ULRICH – How HR Must Rise to Today’s Opportunity

This week, Jonathan Ferrar and I had the pleasure of recording a podcast with Dave Ulrich (which will be released on 7th September). In our conversation, something Dave said really resonated. Essentially, he said that due to the pandemic much more is expected of HR (by leaders, by employees, by investors), which led to a discussion as to whether HR is positioned to deliver on these expectations. As Dave says in his article on the same topic: “We (HR) cannot miss this opportunity for impact.” Dave then offers four suggestions to help HR rise to the opportunity, reinvent HR for the future and “summon the courage and agility to implement.” A must-read.

FIG 3: Evolution of HR competencies over 35 years (Source: Dave Ulrich)

CAROLINE STYR - 9 Skills HR Professionals Need to Succeed in the Digital Age

In a survey by Capgemini of 500 global HR and People leaders, 86% said HR skillsets need to change. According to research from IBM, talent executives are rising to the challenge by planning to double their efforts in the next two years to skill their HR teams in new capabilities, such as design thinking. In this article, Caroline Styr explains why the time is now for HR functions and professionals alike to upskill. She also examines the impact of automation and augmentation on HR, as well as HR’s role in supporting digital transformation. Finally, Caroline outlines the Insight222 Nine Skills of the Future HR Professional (see FIG 4), and our short HR skills of the future assessment to understand your current skill level and areas of opportunity.

FIG 4: Insight222’s Nine Skills of the Future HR Professional (Source: myHRfuture)

BCG | JENS BAIER, JEAN-MICHEL CAYE, RAINER STRACK, PHILIPP KOLO, AMIT KUMAR, FANG RUAN, BOB MORTON, ANTHONY ARIGANELLO, JORGE JAUREGUI, LUCAS VAN WEES, TRENT BURNER & WILSON WONG - Creating People Advantage 2021: The Future of People Management Priorities – Summary | Full Report

BCG’s Creating People Advantage series of reports is always worth digging into, and the 2021 edition, which covers 6,600 participants across 113 countries is packed full of insights. The report identifies five priorities for people management leaders (and therefore the focus of HR): i) Put employees at the centre (personalised experiences and solutions), ii) Shape the future of work (“Foster affiliation by sharpening the organization’s purpose and culture to inspire employees”), iii) Accelerate in digital (“HR must step up its capabilities in digital, IT, and analytics to future-proof the organization’s workplace, improve employee experiences, and play a more strategic role”), iv) Set new paradigms for skills and employees (“This entails adequate workforce planning, sophisticated upskilling and reskilling opportunities, and a holistic talent management approach.”) and v) Transform the people management function (“HR must become the motor of a continuously changing organization that serves employees.”). As ever, there are some great visualisations to pore over too.

HR must become the motor of a continuously changing organization that serves employees

FIG 5: Segmenting HR Topics by Current Capabilities and Future Importance Identifies People Management Priorities (Source: BCG)

PEOPLE ANAYTICS

DIRK PETERSEN - Three Steps to Ethical People Analytics

Our research over the past four years at Insight222 teaches us that the most significant risk for today’s people analytics functions is not technology, a lack of available skills (to conduct analytics), or even budget. It’s the risk of abusing the foundational element of people analytics: employee data. And that risk is growing exponentially, because of the new ways in which we collect and use employee data. We believe that organisations need a governance process for their people data. In this article, my colleague, Dirk Petersen, explores what a governance process is for People Analytics, who should own it and introduces the people data governance council (see FIG 6) that is outlined in more detail by Jonathan Ferrar and me in Excellence in People Analytics .

FIG 6: People Data Governance Council (Source: Insight222)

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TOM DAVENPORT & REN ZHANG - Achieving Return on AI Projects

As Tom Davenport and Ren Zhang write in their essay for MIT Sloan, the minority of companies who have achieved economic return on their AI and data science investments typically use a combination of six strategies to guide the data science team to success. While the article is about data science in general, these strategies could be equally applied to a people analytics team seeking to build analytics products and scale them across their organisation. The six strategies are: i) Focus on partnerships with ‘friendly’ business units, ii) Select projects with tangible values and a clear path to production, iii) Foster stakeholder trust and sponsorship in advance of development, iv) Build reusable products to drive scale, v) Use PoCs selectively, but create a path to implementation, and vi) Manage the project pipeline toward full implementation.

Bringing the benefits of artificial intelligence into a company requires good working relationships between the data team and the business units — and a clear focus on tangible value

SKILLS & WORKFORCE PLANNING

BRIAN FISHER, KATE BRAVERY, JEAN MARTIN, JEN SAUNDERS, KABIR NATH, MARY ANN SARDONE, ADRIENNE CERNOGOI & ELANA ABERNATHY - Gaining a skills edge through agile talent practices Summary | Full Report

A topical new paper from Mercer offering guidance on how organisations can build and accelerate their journey to a skills-led talent model. The writers believe that: “Success will depend on companies showing that skills are the dominant language of the organization (not jobs or functions) and creating a culture that supports learning.” Guidance is provided on i) the importance of skills, ii) transitioning from jobs to skills, and iii) the skills-based talent continuum (see FIG 7).

FIG 7: Skills-based Talent Continuum (Source: Mercer)

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ALAN JOPE - Jobs Should Be Made Redundant, Not People. That’s Why We Need To Reskill

In the Epilogue to Excellence in People Analytics , Jonathan Ferrar and I identify four themes that will drive growth and exponential value in people analytics, in the coming years. One of these is what we call the ‘CEO Skills Conundrum’. With research by PwC finding that over three-quarters of CEOs are concerned about the availability of key skills and the impact this has on growth, HR – and people analytics teams have an important role to play. One company where skills is at the top of the CEO’s agenda is Unilever. In his article for The Times, Alan Jope, Unilever’s CEO, discusses the importance of reskilling as workers face the “double disruption” of automation and the long-term effects of the pandemic.

Creating a workforce with the skills for the future isn’t just an economic necessity, it is a moral one.

DAVID CREELMAN – The Rise of Skills Taxonomies

A skills taxonomy opens up a world of opportunity: You could automatically match candidates to job openings, find internal candidates for projects, identify the skill gap between a person and the job they aspire to, find career paths between jobs with similar skills, and more. AI-based skill taxonomy technologies are on hand to support this effort, but as David Creelman succinctly writes: They’re not full proof.

LAURA HILGERS - 6 Things to Consider When Setting Compensation for Skills-Based Hiring

An important topic to consider when grappling with a skills-based view of the workforce is compensation. Part of the challenge is certainly measurement and analysis – how do you assess skills and certifications effectively and how do you connect skills data to compensation? Another consideration is structural – who do you apply this model to? Everyone, or a select group of workers? This article explores these questions and more.

EMPLOYEE EXPERIENCE & WELLBEING

KATHI ENDERES - The Definitive Guide to Employee Experience: What Really Matters

Kathi Enderes provides a summary of research she’s conducted on employee experience together with Josh Bersin. The article presents a framework for employee experience: ‘The irresistible Organization,’ where the “The goal of employee experience is to help people DO their best and BE their best.” Kathi also presents a maturity model for EX, busts six myths about the topic and provides a powerful illustration of the business outcomes the right EX strategies can lead to (see FIG 8).

FIG 8: The business, people and innovation outcomes of EX (Source: Kathi Enderes)

JACQUELINE BRASSEY, ANNA GüNTNER, KARINA ISAAK, AND?TOBIAS SILBERZAHN - Using digital tech to support employees’ mental health and resilience

Since the onset of the pandemic, 42 per cent of employees have reported a decline in their mental health. Poor mental health takes a heavy toll on individuals and businesses. Indeed, the World Health Organization estimate that it costs the global economy over $1 trillion in lost productivity a year. However, as this article from McKinsey reports, for every dollar companies spend on wellness programs, healthcare costs fall by approximately $3.27 and absenteeism costs by about $2.73. The article goes on to outline six types of digital offerings to support companies implementing an employee well-being strategy covering the entire mental health continuum (see FIG 9).

FIG 9: Mental health is a continuum ranging from mental wellness to acute illness (Source: McKinsey)

SOUMYASANTO SEN & CHRISTINE McCARTHY - Triple eX: Adaptive Culture Shift – a Road to Human- Centric Experience

When the workplace is built on trust and respect as well as encouraging motivation and engagement, its chances of helping people find meaning in their work are greatly enhanced. In their article, Soumya and Christine examine how to build a human-centric organisation by using digital disruption as an opportunity to achieve this. This is framed around six principles (see FIG 10) that they believe should be embraced to guide the impactful changes that enable adaptive cultures.

FIG 10: Triple eX Adaptive Culture Shift (Source: Soumyasanto Sen and Christine McCarthy)

LEADERSHIP & CULTURE

TOMAS CHAMORRO-PREMUZIC AND AMY EDMONDSON - How to spot the warning signs of an insecure leader (and how to work with one)

We’re fortunate to have had some brilliant guests on the Digital HR Leaders Podcast including Tomas and Amy . In this article, they join forces to explore bad leadership. Why people tend to gravitate towards arrogant leaders, how to spot arrogance, as well as how to helpfully reframe it as insecurity. “When we stop to recognize the havoc caused by bad leaders, we are better able to select better leaders by recognizing arrogance for what it is: A weakness that we cannot afford in an increasingly uncertain and challenging world.”??

STACIA GARR - Designing Performance Management to Work for Hybrid Work

As Stacia Garr writes: “Performance management is critical, even in the most ordinary of times. It’s one of the few talent practices that touches every single employee in the organization.” With the post-pandemic world of work becoming more hybrid, leaders need a plan for refreshing performance management. In her article, which is based on a study by her firm RedThread Research, Stacia identifies four practices that fit snugly into RedThread’s 3 C Model of Modern Performance Management (see FIG 11): i) Goal or objective clarity is job No. 1, ii) Check-ins and alignment conversations need to happen weekly, iii) Broaden the pool of feedback sources, and iv) Make time to reduce bias in assessments. To learn about these practices can be deployed in an organisation, I recommend listening to my recent podcast episode with Steven Baert, Chief People and Organization Officer, about how Novartis is reimagining performance management .

FIG 11: Performance Management Practices for a Hybrid Working Model (Source: RedThread Research)

DIVERSITY & INCLUSION

ELLYN SHOOK - How to Set — and Meet — Your Company’s Diversity Goals

A powerful piece by Ellyn Shook, Accenture’s CHRO, on the approach Accenture has taken to hold itself publicly accountable to its diversity, equity and inclusion (DEI) priorities. The article is framed around five key actions: i) Analyse locally so your goals reflect the communities where your people work and live; ii) Focus on skills, not education; iii) Work the education-location equation and identify the proportion of residents with and without bachelor’s degrees, by race/ethnicity, in your largest office locations; iv) Pressure test your goals to ensure rigour and reasonability; v) Build your own pipeline.

Becoming a more inclusive and diverse organization is not just the right thing to do — it’s essential to innovation and business success

EMPLOYEE RETENTION

SAMANTHA MCLAREN - 5 Things You Can Do to Avoid the 'Great Resignation' at Your Company | SERENA HUANG – A Summer of Breakups? | THOMAS OTTER – HR Systems Must Lose Flight Risk Indicators

Unless you’re in hibernation, you’ll have seen some of the sheer volume of column inches devoted to ‘The Great Resignation.’ Certainly, many of the people analytics teams we work with at Insight222 are being deluged with questions from concerned executives in response to the number of articles in the HR and wider press on this theme. Three articles to dive into on this topic. First, Samantha McLaren outlines five steps companies can take to minimise turnover. Serena Huang, who leads people analytics at PayPal, offers five ideas all with an underlying theme of data and analytics. Finally, Thomas Otter write provocatively on the dangers of individual flight risk indicators arguing that they have no basis in science and need to be clamped down upon by ethics committees.

HR TECH

CHRIS METINKO - HR Tech Funding Explodes As Companies Grapple With Transforming Workforce |?JOSH BERSIN - HR Tech Is White Hot: Is Every Vendor Now A Unicorn? ?

Writing for Crunchbase (and as illustrated in FIG 12 below), 2021 is shaping up to be a record years for investment in HR Tech with nearly $3.6 billion in venture funding for 260 deals – already surpassing the $2.2 billion invested in the whole of 2020. Josh Bersin looks at the some of the recent investments and breaks down the ever-growing number of unicorns in the HR Tech field.

FIG 12: Annual HR Tech investment (Source: Crunchbase)

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 July that I recommend readers delve into:

• GREG LEWIS, ERIC KNUDSEN & KATIE REID - Hybrid Work Is Here to Stay, But New Data Reveals One Critical Issue Companies Should Tackle - Lots of data from Glint and LinkedIn to unpack in this article, which highlights that 87% of employees would prefer to stay remote at least half of the time, even after it’s safe to return to their workplace. You’ll also find data on the continued rise of remote only jobs (see FIG 13), how workers expectations are changing and why work-life balance will be a big challenge.
• JAN JORIS VEREIJKEN - Data Privacy & People Analytics: An Expert View - Great piece from Crunchr, which examines the importance of an advanced authorisation model to ensure data privacy and data security. Data privacy is integral to people analytics, so this article is a recommended read.
• JOSEPH FREED - The Future Of Enterprise Work Culture Is All About Change - An insightful read from Cultivate CEO, Joe Freed, where he argues that business leaders should take the opportunity presented by the pandemic to rethink workplace policies, systems and approaches so they can better adapt to workplace change.
• ROBERT SULLIVAN & JOE HOENESS - 5 Ways Employee Experience Experts Use People Analytics – Excellent insights from two of Visier’s team where they ask a series of experts for leading practices when it comes to applying people data and analytics to five areas of employee experience: career pathing, learning, recruitment and onboarding, diversity and inclusion, and wellbeing. Read on for insights from the likes of Allen Hornung, Melissa Arronte and Lydia Wu.
• JEFF SCHWARZ - After 20 years at Deloitte’s leading Human Capital practice, why I chose Gloat for my encore career – I’ve always enjoyed learning from Jeff, and he had his finger on the pulse about talent marketplace way before most, so it makes perfect sense for him to decide to spend his ‘encore career’ at Gloat. Best of luck, Jeff and great signing, Gloat.

FIG 14: Remote jobs continue to climb (Source: LinkedIn)

PODCASTS OF THE MONTH

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

• SEAN BROWN, SUSAN LUND & SVEN SMIT – The workforce of the future – A stimulating episode of McKinsey’s Inside the Strategy Room podcast examines how the pandemic is transforming skills requirements and how leaders can prepare for this uncertain future.
• TSEDAL NEELEY & MARTIN REEVES - Remote Work Revolution - In a conversation with Martin Reeves, Chairman of the BCG Henderson Institute, Harvard Business School’s Tsedal Neeley introduces a trust palette and a “trust curve” to understand which types of trust are particularly challenging in a remote setting and how they develop over time, and explains how agile teams can still thrive in a remote setting.
• ANTOINETTE WEIBEL & TRACI RUBLE – Trust in the workplace – Antoinette Weibel, a researcher and professor at the University of St Gallen, joins Traci on the Sidewalk Talks podcast to explore trust within organisations, employee engagement and wellness, and what Antoinette hopes will shift in the future when it comes to trust in the workplace.
• GREG URBAN & ALISON BEARD – What Anthropologists Can Teach Us About Work Culture - Greg Urban, an anthropologist from the University of Pennsylvania, joins the HBR IdeaCast on how anthropology helps us better understand, people, teams and organisations.
• DIDIER ELZINGA & BILL KERR - People analytics: Getting from data to meaningful impact - Didier Elzinga, founder and CEO of Culture Amp (who've just announced a $100m Series F funding ), joins Harvard’s Managing the Future of Work podcast to ?discuss employee engagement and wellbeing and the need for data-literate managers.
• SONIA MOONEY & BILL STAIKOS - Agile & Digital Transformation in HR – Sonia Mooney joins the Be Customer Led podcast with Bill Staikos to discuss the impact of the pandemic on employee experience, the role of agile and digital transformation in HR (amongst other topics). If you enjoy the content Sonia shares on LinkedIn and Unleash, you’ll love listening to this.
• JULIE ZIDE, BOBBY FORD & BRAD ANDERSON – Employee listening at Goldman Sachs & Hewlett Packard Enterprise – In the inaugural episode of Qualtrics’ ctrl +B podcast, Julie Zide and Bobby Ford share the approach to employee listening at Goldman Sachs and Hewlett Packard Enterprise respectively.

VIDEO OF THE MONTH

TIM PEFFERS – Strategic Workforce Planning 101

Tim Peffers’ Random Walks in HR video blog continues to hit the right notes. In this first video of a series focused on strategic workforce planning, Tim provides a definition of SWP and covers related topics such as: What is demand planning? What is scenario planning? What is the skills gap and how do we close it? As usual, Tim combines terrific insights with humour and a nice line in self-deprecation. Unmissable.

FROM MY DESK

It’s been another hectic month with a new book and several podcast episodes. If you have time to dig in, I hope you enjoy:

• Excellence in People Analytics ?– My new book with Jonathan Ferrar was finally published globally in July 9 and features 30 case studies as well as a detailed breakdown of the Insight222 Nine Dimensions for Excellence in People Analytics model. The book is available to purchase direct from the publishers , selected bookstores and Amazon .
• How Rabobank has created an agile HR function – Rabobank’s People Analytics leader, Tertia Wiedenhof, joins me on the Digital HR Leaders Podcast to discuss the impact that the bank’s shift to agile has had on HR, the work of people analytics and how it has intensified the focus on employee experience.
• What are the benefits of measuring employee skills data? - Rick van Echtelt joins me on the Digital HR Leaders Podcast to discuss the value of measuring employee skills data and to approach it.
• How Tata Steel uses skills data for learning and workforce planning – Joanne Kuipers, from the Tata Steel Academy, joins me on the Digital HR Leaders Podcast to explain how Tata Steel visualises skills data and uses it to support learning and workforce planning as well as to make it actionable for managers.
• How AB InBev uses Data, Analytics and AI in Talent Management – Toon van der Veer rightly believes that “Data gives us so many opportunities as HR professionals.” In this episode of the Digital HR Leaders Podcast, Toon walks through AB InBev’s agile approach to piloting and scaling people technology, analytics and data products.

Until next month. Stay safe and stay well.

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.

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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ABOUT THE AUTHOR

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.