The best HR & People Analytics articles of November 2021

November will hopefully prove to be an important milestone. For the first time in 21 months, I travelled to the US to co-host a Peer Forum for New York based clients of the Insight222 People Analytics Program with my colleague, Dirk Petersen. Seeing familiar faces in person after a gap of nearly two years was a wonderfully rewarding experience. With Covid cases rising to concerning levels again in many countries, the hope is that this trip doesn’t prove to be a false dawn.

This month’s collection of resources highlights once again the growing chasm between business leaders and their employees on return to office and hybrid work - and the need to use data to bridge this widening gap. Executives in many companies appear to be obsessed with the ‘where’ question and are imposing policies requiring workers to be in the office for three, four or even five days per week. Employees, on the other hand, emboldened by the remote work experiment of the last two years, crave the flexibility of working ‘where’, ‘when’ and ‘how’ they like, and are seemingly prepared to vote with their feet to achieve this. This battle is set play out in organisations all over the world in the coming months, and people analytics teams and HR leaders have a crucial role to play in supporting their leaders in taking data informed decisions about future ways of working. One such example is Salesforce, where as Ernest Ng explains to me in the latest episode of the Digital HR Leaders Podcast, the role of people analytics in Salesforce's 'success from anywhere ' approach to hybrid work .

My trip to New York and Philadelphia occurred the week before Thanksgiving. So, in the spirt of offering gratitude, I’d like to thank Maarten van Beek, who leads HR for ING in Belgium, the Netherlands and Luxembourg. Not only did Maarten share how ING is creating a culture of learning agility in a recent episode of the Digital HR Leaders Podcast, he also purchased a copy of Excellence in People Analytics for over 300 HR professionals at ING in the Benelux region (see picture). Maarten, thank you very much for this tremendous gesture, and your confidence in the book.

Let’s get to 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.

?If you enjoy a weekly dose of curated learning (and the Digital HR Leaders Podcast), the?Digital HR Leaders newsletter ?is published every Tuesday –?subscribe here .

FUTURE OF WORK, HYBRID WORK AND RETURN TO WORKPLACE

NICHOLAS BLOOM - Three Hybrid Work Trends Reshaping the Economy

Stanford University economics professor, Nicholas Bloom, has been studying remote work since 2004. He believes that “Hybrid work is the future” and sees opportunities for companies that embrace flexibility and think creatively. In this article, which is based on a series of conversations with Microsoft, Bloom outlines three ripple effects of hybrid work and how together these will reshape the economy. The three are: i) As cities change, so will companies’ approach to real estate, ii) Companies will onshore manufacturing and offshore more talent, and iii) Organisations will be able to pull talent from just about anywhere (“Individuals like working from home because it’s more convenient. And there’s quite a large and growing research base that shows productivity is actually higher.”)

FIG 1: Source: Microsoft Work Trend Index (2021)

GEORGE WESTERMAN - Rethinking Assumptions About How Employees Work

While many companies pivoted to deal with the disruption caused by the pandemic, preparing for what follows will require a change in leaders’ mindsets. I have been struck by several conversations I’ve had in past few months of the extent of the gulf between executives and employees on their expectations of what hybrid work actually entails. As such, George Westerman’s article really resonates. Westerman, who is a senior lecturer at MIT, lays out five assumptions about how employees work that may need rethinking in the post-pandemic era. These assumptions include: i) If people aren’t in the office, they’re not productive (“In considering a return to the office environment, managers need to think more broadly than a simple binary in/out decision. They need to think about how to restructure jobs so that they can be better managed through a remote approach, where they don’t need as much top-down supervision”) and, ii) We need to locate where the talent is (in the pandemic “companies found that they can access talent well beyond their commuting zones if they are willing to allow remote work”).

Preparing for the post-pandemic era requires that leaders now weigh what’s possible and what’s not

BONNIE DOWLING, TAYLOR LAURICELLA AND BILL SCHANINGER - Your return-to-office announcements are missing the mark: Here's how to get them right

As the authors of this McKinsey penned article write, there is no singular right way to communicate return-to-office announcements, but there are certainly many foolhardy ways. The disconnect between employer and employee expectations is stark, and is already leading more fuel to be poured on the scale of the fire, the ‘Great Resignation’ is wreaking in many organisations. The article highlights five helpful strategies to help determine and communicate return-to-office plans: i) One size does not fit all, ii) Get clear on why, iii) Acknowledge the impact on work-life, iv) Treat it as engagement, not communication, and; v) Consider it a living document, not a commandment.

Many announcements to date have been rule based, inflexible, and have treated remote work as a perk, rather than a pandemic necessity that proved to be successful for many

AMY COLEMAN AND JEN COLLETTA - 10 things Microsoft has learned about successful hybrid work | KATHLEEN HOGAN AND KATHRYN MAYER - 6 HR lessons from Microsoft’s CHRO

Two complimentary articles, which together demonstrate the extent and pace of change that HR leaders have had to contend with thanks to the shift to hybrid work, and why Microsoft is one of the organisations creating the template for others to follow. In the first article, Amy Coleman – Corporate Vice-President, HR and Corporate Functions, breaks down ten elements Microsoft has learned about successful hybrid work (see summary in FIG 2). Then, in the second article, Kathleen Hogan, Microsoft’s Chief People Officer and recent guest on the Digital HR Leaders Podcast (listen here ) shares six lessons that have helped her including: i) recognising the power of your leadership team, HR and peers, and ii) Rely on data and insights: “Investing in data and insights, and then trying to operationalize those insights, has been absolutely essential.”

FIG 2: 10 things Microsoft has learned about successful hybrid work (Created from source material from Amy Coleman)

THE FUTURE ROLE OF HR

MIKE ULRICH, PATRICK WRIGHT, ERIN BURNS AND DAVE ULRICH - What is Required to Be More Effective in HR?

Research on the ingredients required for more effective HR by the Michigan Ross School of Business Executive Education and The RBL Group has helped the authors define how to navigate HR’s impact on the results that matter most to companies. The article, co-authored by Dave Ulrich, Mike Ulrich, Patrick Wright and Erin Burns, addresses insights on three questions: i) What competencies do HR professionals need to deliver results? ii) What should be the characteristics of an effective HR department, and what individual HR competencies shape HR department effectiveness? and, iii) What business or organization capabilities should HR help create to deliver business results, and what individual HR competencies help embed business capabilities? The results are illuminating and include (see FIG 3), a blueprint for HR moving forward.

FIG 3: Human Capability: A Blueprint for HR going forward (Source: Mike Ulrich, Patrick Wright, Erin Burns and Dave Ulrich.

PEOPLE ANALYTICS

STACIA GARR AND PRIYANKA MEHROTRA – Unlocking the Hidden C-Suite Superpower: People Analytics – Article (Gated) | Download Report

A fascinating new report from the team at RedThread Research, which studies the different responsibilities of the C-Suite (“inviting insights, setting expectations”), chief human resources officers (“providing context, visibility and resources”), and people analytics leaders (“framing ambiguity, scaling insights and truth”) – and the partnership required between the three – to drive value and impact from people analytics. The role of each stakeholder is explored in depth with a helpful ‘do’s and don’ts’ provided for each (see FIG 4 for the CHRO below). Features case studies and insights by people analytics leaders including from the likes of Jeremy Shapiro, Esther Bongenaar, RJ Milnor, Courtney McMahon and Jacob Jeppesen.

FIG 4: CHRO Do’s and Don’ts for People Analytics (Source: RedThread Research)

CAROLINE STYR - The Role of the People Analytics Leader in Developing a Data Driven Culture

90% of the 114 companies surveyed as part of the Insight222 People Analytics Trends 2021 study told us that their chief human resources officer has made it clear that data and analytics are an essential part of HR strategy. In her article, Caroline Styr explores the role of the people analytics leader in developing a data driven culture in HR - 60% of people analytics leaders believe that they have the primary task for creating this culture (see FIG 5). Three elements are outlined to guide leaders in achieving this goal: i) invest in the people analytics function to fuel growth, ii) embed data driven decision making across HRBPs and managers through productisation and upskilling, and; iii) focus on demonstrating business value.

FIG 5: Source: Insight222 People Analytics Trends 2021

MICAH LUECK - Just because you can doesn't mean you should

A thoughtful article by Micah Lueck, Head of People Analytics at Qualcomm, on ensuring that predictive attrition models are applied ethically, fairly and accurately. As he explains, in addition to focusing people analytics work on solving the most important business questions in your company, when it comes to using predictive models there is one other important consideration at the outset, namely: How do you responsibly use a model that can tell you what's expected to happen? Micah then walks through the actions you could do, and the steps to minimise unintended consequences (e.g. the data could be used improperly or without proper context), minimise risks to the integrity of the model (e.g. changing behaviours) and data sets that should be included in a predictive attrition model. With great power comes great responsibility, and in people analytics we are custodians of our employees data, which means transparency (on the data we collect and its intended use), trust, and being clear on the benefits for the company – and the workforce – are all critical components of the work we do.

The challenge (with people analytics) is no longer having a model, but knowing how to use it and creating the right strategy that benefits both employees and the company

NICK LYNN - Including Rewards In People Analytics

As Nick Lynn writes in his article, reward invariably operates as a separate function in organisations from people analytics. Nick believes this is a missed opportunity: “Getting total rewards right can mean the difference between competing effectively in the global talent marketplace and being left behind.” In the article, Nick presents a model (see FIG 6), where total rewards features prominently as one of four key dimensions of a High-Performance Employee Experience. He then expands and constructs a persuasive case: “If you exclude rewards, you’re not capturing the whole picture and you’re not thinking systemically,” before describing an approach – Total Rewards Optimisation (TRO), which not only brings reward into people analytics but aligns reward investments with employee experience.

FIG 6: High-Performance Employee Experience (Source: 2021 Employee Experience Survey , Willis Towers Watson)

SKILLS AND WORKFORCE PLANNING

SUE CANTRELL, JONATHAN PEARCE AND MICHAEL GRIFFITHS – Skills: The new workforce operating system – Goodbye talent management, hello skills-based organization

In this article from Deloitte, the authors posit that to succeed in the post-pandemic environment, organisations need to make a radical shift in their workforce operating system: “shifting from managing work performed in jobs organized in a hierarchy to orchestrating the dynamic matching of skills to work.” The scale of the transformation to a skills-based organisation should not be underestimated, and as shown in FIG 7 sees talent management turned on its head, with practices focused on skills not jobs: “Skills-based organizations are agile, tech-enabled, and democratized to give the humans at the center of work far more agency, choice, opportunity, and equity.” The article then goes on to further describe and illustrate each of the boxes highlighted in FIG 7: inching, progressing, transforming and actualising the skills-based organisation.

FIG 7: Skills transforms every talent management practice (Source: Deloitte)

JOSEPH FULLER AND MATT SIGELMAN - Manage Your Talent Pipeline Like a Supply Chain

For time ad infinitum, companies have adopted a short-term, ad hoc approach to talent management — and it’s increasingly obvious that this is a problem with profoundly harmful implications for the economy. So, what should organisations do instead? In their thoughtful article for Harvard Business Review, Joseph Fuller (Harvard Business School) and Matt Sigelman (CEO, Emsi Burning Glass), argue that instead companies should follow a three-step process to develop a good supply chain for talent: i) Working actively to draw from a broader talent base, ii) Invest in ‘growing their own’, and iii) Implementing fundamental principles of supply-chain management.

Employers need to invest in their workforce in the same way that they invest in R&D, by recognizing that near-term investments yield earn long-term returns

DIVERSITY, EQUITY AND INCLUSION

SERENA HUANG - Inclusion and Belonging – An Untapped Potential for People Analytics

As well as being the Global Head of People Analytics and HR Technology at PayPal, Serena Huang is a prolific writer and features regularly in these monthly compendiums. In her latest article, Serena analyses the opportunities that people analytics can unlock on diversity, equity, inclusion and belonging (DEIB) topics, and offers a few ideas to get started (including how ONA can be used to understand inclusion – see FIG 8). With DEIB emerging as the top area where people analytics is adding value in Insight222’s recent People Analytics Trends 2021 study, Serena’s article is as helpful as it is well-timed.

FIG 8: Source: TrustSphere

JENNIFER FLOCK AND DUSTIN SEALE - Creating an inclusive culture: Five principles to create significant and sustainable progress

Research conducted by Heidrick & Struggles found that 82% of CEOs from global organisations have focused on culture as a priority in the past three years, and that increasing engagement and improving diversity and inclusion are two of the top three goals related to this focus. However, their research also finds that only 27% of leaders report that their company was inclusive. In this article, the writers lay out five core principles for companies to create an inclusive culture (see FIG 9) that supports their business objectives.

FIG 9: Five principles for creating an inclusive culture (Source: Heidrick & Struggles)

EMPLOYEE EXPERIENCE AND WELLBEING

CAROLINE STYR AND IAN BAILIE - How can Human Centred Design be used in HR?

In recent research by Insight222 and TI People studying employee experience , 71% of respondents agreed or strongly agreed that their company had become more people-focused during the pandemic. As Caroline Styr highlights in her article, this means that Human Centred Design is an important and emerging skill for HR professionals: “Human Centred Design enables HR to think beyond the typical process and programmatic approach to service delivery and focus instead on experience and outcomes. Its goal is to generate solutions that bring value to all stakeholders. In HR's case, this could be the managers, employees, or candidates that experience any part of the HR process.” Caroline’s article is twinned with a clip from a new course on the myHRfuture Academy: Using Human Centred Design Principles in HR . The clip (see below) features Ian Bailie walking through a six-phased approach to using Human Centred Design in HR.

MICHAEL SCHRAGE - What’s Your Return on Visibility?

As the acceleration of digitalisation due to the pandemic has in turn led to enhanced employee monitoring, many workers are uncomfortable – especially when this monitoring is experienced as corporate surveillance with little obvious benefit for employees themselves. The risk is that employee trust could be irrevocably damaged. As such, as Michael Schrage writes in this thoughtful article for MIT Sloan Management Review, perhaps ironically leaders are being pushed to make visibility far more visible. This leads to Schrage outlining a new KPI: “Return on visibility — the belief that measurable value can be had from ethically monitoring people and processes — is more than a provocative idea; it’s a credible key performance indicator.” ?Schrage develops this further, making a strong case that: “Greater visibility should make workers feel more empowered, not more vulnerable or exposed. Leaders can’t credibly hide its role as an instrument of managerial control. That means workforces should know where leaders unambiguously champion values-driven visibility and how they will reconcile visibility-driven values when clashes arise.” Thanks to Carol Braddick for highlighting this excellent article.

Visibility’s irresistible rise means that looking is always an option. How that option is responsibly, ethically, and productively exercised will define tomorrow’s digital cultures at work.

DAVE ULRICH - The Journey to Mental Health: A Business and HR Leader Imperative

As Dave Ulrich writes in his powerful article, positively managing mental health should be a primary responsibility for business and HR leaders. Getting it right as part of the wider employee experience has a positive impact on strategy, customers, investors and communities (see FIG 10). In his article, Dave unveils six ways business and HR leaders can positively respond to the mental health challenges of our day including: i) acknowledging and attending to mental health challenges (“Destigmatize mental health concerns by talking about them and allowing employees to recognize, define, and face them”), ii) personalise the employee experience (“Personalizing the employee experience means that less attention is given to where and how people work and more attention to why people work and what they do”), and iii) Create the right culture (“When the right culture for mental health links internal actions and external identity, it is more likely sustainable”).

FIG 10: Employee experience and stakeholder results (Source: Dave Ulrich)

LEADERSHIP AND CULTURE

TOMAS CHAMORRO-PREMUZIC - Six Overrated Human Traits According to Science

The prolific Tomas Chamorro-Premuzic was recently included in the recently announced Thinkers 50 list for 2021 . His recent article in Forbes is prime example of why this accolade is so deserved. Tomas presents six work-related traits that often cited as positive markers of talent and/or potential. However, as Tomas explains there is little scientific evidence for their actual importance as drivers of high job performance or productivity. So, if you think traits such as confidence, growth mindset, charisma and intuition are desirable, you may change your mind once you’ve reflected on this article by Tomas.

If culture eats strategy for breakfast, talent eats culture for lunch, dinner, and brunch on the weekends...

SAM RANSBOTHAM, FRAN?OIS CANDELON, DAVID KIRON, BURT LAFOUNTAIN, AND SHERVIN KHODABANDEH - The Cultural Benefits of Artificial Intelligence in the Enterprise

The MIT SMR and BCG 2021 study into AI and Business Strategy provides some powerful findings relating to organisational culture. The study finds that not only do the benefits of AI extend to improved efficiency and decision-making, but that AI can also improve organisational effectiveness and strengthen teams and enterprise cultures too. The report provides detailed analyses of the results and how through the Culture-Use-Effectiveness dynamic, each component – as it relates to team culture and organisational culture – can lead to a virtuous cycle of continuous improvement (see FIG 11).

FIG 11: (L-R) The Culture-Use-Effectiveness and Organizational Culture-Use-Effectiveness Dynamics (Source: MIT SMR and BCG)

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 November that I recommend readers delve into:

• MEREDITH METSKER - The Great Resignation is happening. It’s not as bad as you think – Writing for labour market analytics firm Claro, Meredith Metsker pops the ‘Great Resignation’ balloon by highlighting two glaring pieces of the jigsaw that are missing amidst all the hype and sensationalist headlines: i) many of the headlines stem from survey results with absurdly small sample sizes, and ii) these surveys measure intent not action. Yes, resignations are increasing and passive job seeking behaviour is on the rise (see FIG 12) but as Meredith writes: “The situation is not as apocalyptic as recent surveys have led us to believe.” Thanks to Michael Beygelman and Richard Rosenow for highlighting this piece.
• LASZLO BOCK - 5 New Rules for Leading a Hybrid Team – Humu’s CEO revisits his seminal book, Work Rules - which was written based on his time at Google, to identify the five new rules of hybrid work. Two of the five are: i) Trust your people more than feels comfortable, and ii) (with a nod to Bock’s work at Google and now Humu) Learn in the small moments: send people – and yourself – nudges.
• ALICIA ROACH – Skills and Strategic Workforce Planning – 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 helps viewers understand the skills that matter for their organisation and how to integrate external skills insights with internal demand forecasting through workforce planning.
• ESTER MARTINEZ AND JEFF SCHWARTZ – Take advantage of the biggest reframing moment for careers and work in our lifetime – A fascinating article in the latest edition of People Matters, where editor Ester Martinez interviews Jeff Schwartz, formerly of Deloitte and now VP of Insights and Impact at Gloat. Jeff makes a persuasive case that we have reached an inflexion point where technology and worker expectations mean that companies need to support employees do things that they can uniquely do as humans while allowing machines to do the work that machines do better.
• NICK HAYTER - 5 Key Employee Engagement Metrics To Watch (And Keep Watching) –Nick Hayter from Perceptyx outlines how employee listening can help organisations identify five of the most important engagement metrics including Employee Net Promoter Score (eNPS), employee wellbeing and employee resilience.
• ZACK JOHNSON - What is People Analytics and How Do I Get Started? – A comprehensive guide from Zack Johnson from Visier on the what, why and how of people analytics. The section on applications of people analytics, which features seven uses for people analytics (including: link recruiting to business outcomes, tackling turnover and building a diverse and inclusive workforce) is particularly helpful for companies in the early stages of their journey.

FIG 12: Job seeking trend (Source: Claro)

PODCASTS OF THE MONTH

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

• JONATHAN FERRAR AND CHRIS RAINEY - Excellence in People Analytics: How to Use Workforce Data to Create Business Value – Jonathan Ferrar, CEO of Insight222 and co-author of Excellence in People Analytics joins Chris Rainey on the HR Leaders Podcast to discuss the purpose of people analytics, where HR needs to upskill and the role of the CHRO in learning.
• AARON DE SMET, BILL SCHANINGER AND ROBERTA FUSARO - From the great attrition to the great adaptation – An absorbing episode of The McKinsey Podcast, which outlines why executives need to adapt their approach to leadership eschewing control and instead embracing culture and connections. Those that do are more likely to retain their top people.
• SATYA NADELLA AND ADI IGNATIUS - Microsoft’s Satya Nadella on Flexible Work, the Metaverse, and the Power of Empathy – One leader who does prioritise culture is Satya Nadella, CEO at Microsoft. In the first episode of HBR’s The New World of Work, Nadella outlines rapidly evolving trends in how we collaborate, especially in a hybrid world. He also talks about experiments at Microsoft and elsewhere that ensure both weak and strong ties remain strong in hybrid work, and discusses the overriding power of empathy as a leader and as a catalyst for innovation
• CHRIS FUNK, STACIA GARR, DANI JOHNSON AND CHRIS PIRIE – Building the Skills Plane While Flying – RedThread Research’s excellent podcast series, The Skills Odyssey, continues with this episode featuring Chris Funk, Senior Vice President of Talent and Performance Management Platforms at Citi, where he outlines how Citi is making skills work at the bank both operationally – and with the help of technology.
• JENNIFER GARVEY BERGER, PAUL ASHCROFT, SIMON BROWN AND GARRICK JONES - Unlocking Leadership Mindtraps – A terrific episode of The Curious Advantage Podcast sees executive coach and author, Jennifer Garvey Berger, join Paul, Simon and Garrick to discuss leadership, curiosity and complexity.
• LOREN SHUSTER AND LARS SCHMIDT - Creating Innovation at Scale at LEGO – Loren Shuster, chief people officer and head of corporate affairs at The LEGO Group, joins Lars Schmidt to discuss his shift to HR from a business background and how he has prioritised innovation at scale at LEGO.

VIDEO OF THE MONTH

ROB CROSS (WITH JEREMY SHAPIRO, STELA LUPUSHOR) – Beyond Collaboration Overload

The New York Strategic HR Analytics Meetup Group has set the template for others to follow since it was established in 2014 by Jeremy Shapiro and Stela Lupushor. For those of us who don’t reside in New York, one unexpected benefit of the pandemic has been that we can also tune in to their excellent events. Recently, Rob Cross, author of Beyond Collaboration Overload and perhaps the world’s leading authority on organisational network analysis, spoke at a Meetup on collaboration in a hybrid work environment. Watch the video – you won’t be disappointed – and if you enjoy it, you might also want to listen to Rob’s recent guest appearance on the Digital HR Leaders Podcast .

BOOK OF THE MONTH

JOAN C. WILLIAMS – Bias Interrupted: Creating Inclusion for Real and for Good

I recently had the pleasure of interviewing Joan C. Williams on the Digital HR Leaders Podcast about how companies can interrupt bias to truly create inclusion . Much of our discussion centred on Joan’s recently published book, which documents how leaders can use data, metrics and persistence to really move the dial on diversity, equity and inclusion from talk to action. As brilliant as it is timely.

RESEARCH REPORT OF THE MONTH

MARíA J. BELIZóN AND SARAH KIERAN - Human resources analytics: A legitimacy process

In this paper, María Belizón, Assistant Professor of Human Resource Management at University College Dublin, and Sarah Kieran, from the University of Limerick, explore the legitimacy of people analytics in three companies (Alpha, Delta – see FIG 13 and Gamma) over a period of three years. As the abstract to the paper explains: “Three related, non-linear sub-processes of HR Analytics legitimation are identified, namely, HR Analytics as a strategic commitment, the HR data infrastructure decision, and the focus of HR Analytics projects in addition to a number of delaying, enabling, and accelerating elements that influence this process.”

FIG 13: Human resources (HR) Analytics legitimacy process flow-chart for Delta (Source: Belizón and Kieran, 2021)

FROM MY DESK

The penultimate month of the year saw four new episodes of the Digital HR Leaders Podcast:

• How Schneider Electric is building a high-touch, high-tech and inclusive culture – Tina Mylon, Chief Talent and Diversity Officer, outlines how Schneider Electric’s Open Talent Market is democratising careers and supporting the company’s ambitious goals around diversity, equity and inclusion.

• How to Navigate Change and Thrive in a World of Flux – April Rinne shares eight superpowers to help individuals and organisations successfully navigate change.
• How to Enable and Measure Culture Transformation – Learn how Jaclyn Lee, Chief Human Resources Officer at the Singapore University of Technology and Design (SUTD), has used data, analytics and technology as part of the culture transformation program at SUTD.
• How People Analytics Enables Employee Success at Salesforce – Ernest Ng shares the key role of people analytics in helping Salesforce to scale efficiently and effectively, as well as informing internal mobility through the inference of skills data.

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 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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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.

SEE ME SPEAK AT THESE EVENTS

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

• 14-15 March 2022 -?HR Core Lab ?(Barcelona, Online)