Insight222

As part of my role at Insight222, since May 2019 I have hosted the Digital HR Leaders podcast where I speak to a range of chief human resources officers, heads of people analytics, other senior HR leaders, thought leaders and executives of HR technology firms who are pushing a data-driven and digital HR agenda.

Since the podcast was created, we have released nearly 200 episodes, with each episode attracting in excess of 5,000 listens.

Find out more and access past episodes here: https://www.myhrfuture.com/digital-hr-leaders-podcast
Listen on Apple: https://podcasts.apple.com/gb/podcast/digital-hr-leaders-with-david-green/id1459322652
Listen on Spotify: https://open.spotify.com/show/40LdYb32asJxvZ9JnYYlTL

Host, Digital HR Leaders Podcast

After my initial period as a NED, I become an Executive Director and full member of the board at Insight222 in January 2019 with a global remit for the business.

Insight222 is a networking, consulting and learning business focused on People Analytics. We supports chief human resource officers, people analytics leaders and senior human resources executives to create sustainable business value with people analytics and develop a data-driven culture in HR. Our signature offering, 'The People Analytics Program', provides members (Heads of People Analytics and CHROs) with techniques, co-creation workshops, on-line collaboration, training and design thinking techniques to help them increase expertise and improve their success in bringing more value to their organisations.

Insight222's purpose is to put People Analytics, as a discipline, at the centre of business and upskill the HR profession -- in turn helping Insight222's current and future clients create more cultural and economic value through the wise and ethical use of people data and analytics. 

Through myHRfuture.com, we provide online training for HR professionals on people analytics, digital HR and the future of work. See https://www.myhrfuture.com/academy for details of all courses and https://www.myhrfuture.com/academy-teams, if you are looking to upskill your HR team. 

If you are a people analytics leader or CHRO interested in finding out more about The People Analytics Program, please get in touch at david.green@insight222.com

Executive Director and Member of the Board

I joined Insight222 initially as a Non-Executive Director to help the company advance its strategy, portfolio of clients and assets. 

During 2018, we grew significantly and by the end of the year we had 50 member organisations as part of The People Analytics Program across Europe and North America.

Examples of the activities delivered to members in 2018 were:
- The inaugural Global Executive Retreat, which took place in Philadelphia in October 2018 and brought together the Head of People Analytics from our European and North America member organisations for two days of learning, reflection and planning.
- An Ethics Charter co-created through design thinking workshops with members.
- The launch of the Nine Dimensions for Excellence In People Analytics model, which I created together with Jonathan Ferrar
- Quarterly regional peer meetings in Europe (London, Amsterdam, Zürich and Copenhagen) and the United States (New York and San Francisco)
- The launch of the myHRfuture academy and blog

Non Executive Director & Board Advisor

Zandel | davidrgreen.com

I created Zandel in 2018 as a business centred on providing three services in the people analytics, HR and future of work domain. These are outlined below, with further information available on my website - davidrgreen.com:

SPEAKING: I am a popular keynote speaker, moderator and chair who has presented at conferences all over the world. For example, I have chaired Tucana’s People Analytics World and People Analytics Forum conferences since 2015, I was the main stage emcee at the UNLEASH conference in Amsterdam in 2018, and Paris in 2019 and 2022, and was the co-chair of the People Analytics & Future of Work (PAFOW) conferences in San Francisco, Philadelphia and London from 2017 to 2020.

Recent speaking engagements include:
- HR4results (São Paulo, Jun 2023)
- HR Tech by HR Norge (Oslo, May 2023)
- People Analytics World (London, Apr 2023)
- Workday Rising Europe (Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2022)

CONSULTING: I deliver a range of consulting services to help organisations embark upon and progress their people analytics and digital HR journeys. I am regularly invited to share my knowledge on people analytics, HR technology and the future of work at internal company events, which since the start of 2017 includes global organisations such as ABN Amro, Bosch, Vodafone, Rolls Royce, Amdocs and AXA.

ADVISORY: I am available for board advisory and Non-Executive Director roles in the people analytics, HR technology and digital HR spaces.

If you would like to get in touch, please contact me at dgreen@zandel.org

Founder and CEO

UNLEASH

I have partnered with UNLEASH (formerly known as HR Tech World), the organisers of the award-winning conferences in cities including Paris, Las Vegas, Amsterdam, London and San Francisco since 2015.

•	MC: I was MC of the main stage at the UNLEASH World shows in Amsterdam (Oct 2018), and Paris (Oct 2019 and Oct 2022)
•	CHAIR/MODERATOR: I moderated the Smart Data track at the shows in Paris (Oct 2016), London (Mar 2017), Amsterdam (Oct 2017), London (Mar 2018), Las Vegas (May 2018), Las Vegas (May 2019) and Paris (Oct 2019) as well as the Influencer Stage (Lon 2019)
•	SPEAKER: I spoke on People Analytics Trends and Innovations at the inaugural US show in San Francisco (Jun 2017), People Analytics Readiness in Europe in Amsterdam (Oct 2017), Ethics in People Analytics and Six Trends in People Analytics (both London, Mar 2018), 'The role of ONA in People Analytics' (Las Vegas, May 2018) and How to Create Business Value from People Analytics (Lon 2019, Las Vegas 2019)
•	WRITER:  regular contributor to the UNLEASH Blog since 2015 where my articles are consistently amongst the highest viewed. 

For more information on the UNLEASH shows please visit http://www.unleashgroup.io

Speaker and Main Stage Emcee

TrustSphere

I joined TrustSphere's advisory board to support the executive team drive the next level of the company’s evolution as a leading provider in the people analytics and relationship analytics technology space until May 2022, when Bigtincan invested in the company.

Board Advisor

People Analytics & Future Of Work

I worked as Conference Co-Chair, Speaker and Advisor to Al Adamsen and the PAFOW (People Analytics and the Future of Work) from 2017 until 2021. Until the onset of the pandemic, this took on PAFOW in-person events in San Francisco (2017, 2018, 2019 and 2020), Philadelphia (2017, 2018 and 2019), and London (2019) plus virtual conferences in April 2020 and January 2021.

Visit pafow.net for details of upcoming events.

Conference Co-Chair, Speaker & Advisor

IBM Watson Talent combines the power of people analytics and workforce science, with market-leading solutions to help organisations build an impassioned and engaged workforce and deliver better business outcomes.

I was responsible for:
•	Helping clients get started and accelerate their people analytics journeys through a combination of consulting, solutions and services 
•	Amplifying the voice of IBM Watson Talent in the marketplace as it relates to people analytics, digital HR transformation, AI and the future of work
•	Promoting the wider adoption by HR of a data driven, analytical and insight led approach to link people based decisions with improved business outcomes and employee experience
•	Working with the IBM Smarter Workforce Institute research team, which conducts rigorous and innovative research programs about all aspects of the workforce

Global Director, People Analytics | IBM Watson Talent

Tucana

I partnered with Tucana, the organisers of the People Analytics World and People Analytics Forum conferences in London since 2014. The Tucana events grew to be the best regarded and highest attended conferences on people analytics in Europe. 

•	Chair, People Analytics World 2015, 2016, 2017 and 2018
•	Chair, People Analytics Forum 2016 and 2017
•	Advised on content and speakers
•	Writer and a co-host of the People Analytics Podcast

Conference Chair, Advisor, Writer and Podcast Host

Various HR & People Analytics blogs and conferences

I write and speak on some of the key tenets driving this seismic change. Principally, this enables me to indulge my passion for helping to make analytics and evidence based decision making part of HR’s standard practice.

SPEAKING ENGAGEMENTS
Since the start of 2016, I have spoken at and/or chaired 40+ conferences across the world including: HR Tech World (Paris, London, Amsterdam & San Francisco), People Analytics World/Forum (London), Stamford Global Workforce Analytics Summits (Amsterdam, Sydney, New York & Singapore), People Analytics & The Future of Work (San Francisco & Philadelphia), HR Digital Summit (Moscow), Social Recruiting Days (Berlin), hiQ Elevate (San Francisco), HR Technology Conference (Las Vegas), HR Norge HR Tech & People Analytics Conferences (Oslo), Beyond HR Leadership Forum (Amsterdam) & HR Congress (Amsterdam & Brussels). I have also been invited to speak at internal company events on people analytics, HR Tech and the future of work including with: ABN AMRO, Bosch, Vodafone, BT and AXA. 

This led to me establishing Zandel Ltd in April 2018, which acts as an outlet for my speaking and advisory work.

Please feel free to contact me on dgreen@zandel.org with any speaking or advisory opportunities.

Speaker, Conference Chair & Writer | People Analytics, the Future of Work

Cielo

Cielo is recognised as a leading global partner for recruitment process outsourcing (RPO) and talent management solutions. 

As part of the European leadership team, I was responsible for:
•	Global and multi-regional new business pursuits and solutions design
•	Growth of existing customers through regional expansion and additional services
•	Leading out our people analytics services and capability

Director / VP | Business Development | Customer Solutions | People Analytics

Capita

Responsible for the consulting, solution design and commercial delivery of tailored end-to-end and/or project based talent acquisition, RPO and MSP solutions both for organisations considering outsourcing and/or co-sourcing options.

I was responsible for leading the creation and go-to market strategy for a Professional Services offering. This was founded upon a project I also led to establish Strategic Resourcing Assessment tool, which measured the effectiveness of the resourcing function against the objectives of the business.

Solutions & Development Director | Head of Professional Services

Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- Workday Rising Europe (Barcelona, Nov 2023 and Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2023 and Oct 2022)
- People Analytics World (Amsterdam, Sept 2023 | London, Apr 2022 and Apr 2023)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and on Twitter @david_green_uk. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

"HR is not about HR but about the value HR creates for stakeholders"

What makes an effective HR function?

There has been a glut of research published in the last 18 months on HR operating models from the likes of McKinsey, Deloitte and Mercer. Most – if not all – lean on the seminal work by Dave Ulrich and his colleagues back in 1995, in what is now commonly referred to as the ‘Ulrich model’. 

As such, this immensely insightful article by Dave and his colleagues at The RBL Group: Joe Grochowski, Norm Smallwood, Joe Hanson, and Ernesto Uscher is a must-read for anyone reviewing their HR operating model. 

The article defines the value HR provides to stakeholders, analyses some of the recent research on HR operating models, reviews recent research by The RBL Group, provides guidance on steps to a more effective HR function and a diagnostic of ten dimensions of HR effectiveness to improve the value HR can create. A tour de force.

#humanresources #peopleanalytics #leadership #workforceplanning #strategy #orgdesign #learning #futureofwork #employeeexperience #culture #chro

David Green 🇺🇦

What Makes An Effective HR Function

Dan George

What are the HR Jobs of the Future?

"In HR, this is our Promethean moment as we navigate a complex future, one with limitless possibilities in how we work, where we work, who we work with and what we expect in our workplace."

Based on her focus interviews with HR leaders, Jeanne C M. presents 13 HR jobs of the future, which will emerge between now and 2030 (see Figure). 

In the article, Jeanne explains how each of these roles “embody five core workplace themes enabling leaders to embrace reinvention as a strategy where humans and machines collaborate to deliver in which to the organization.” 

The five themes are: 
(1) Building GenAI literacy, 
(2) Working from anywhere, 
(3) Building human-machine partnerships, 
(4) Driving innovation and wellbeing in the workplace, 
(5) Creating a personalised employee experience.

Jeanne's article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5

#humanresources #futureofwork #peopleanalytics #chiefpeopleofficer #hrtech #employeeexperience #culture #leadership #learning #recruiting #ethics #workforceplanning

Terence Mauri

Presenting the June edition of Data Driven HR Monthly, which assembles my favourite HR, people analytics and future of work related resources of the month.

Perfect for a Sunday read!

This month’s collection features new research from the likes of MIT/Mercer (on the skills-based organisation) Microsoft (on onboarding), and McKinsey (on the state of generative AI), plus contributions from leading voices in our field such as Amy Edmondson, Erin Meyer, Dave Ulrich and Josh Bersin, as well as resources from practitioners in companies including IBM, Rabobank, Volvo Cars, Thales, Nasdaq, and Marks & Spencer, and much, much more.

There’s also a celebration for the tenth anniversary of the Data Driven HR Monthly – thanks to the brilliant Richard Rosenow!

I hope you learn as much from this month’s collection as I did from compiling it. If you did, please share some data-driven love with your colleagues and network by commenting, sharing, or liking this post.

Thank you to Mercer, for kindly sponsoring this month’s edition of the Data Driven HR Monthly, and also welcome to the more than 2,000 new subscribers in the past month.

#humanresources #peopleanalytics #workforceplanning #leadership #hrtech #culture #employeelistening #organizationalnetworkanalysis #futureofwork #orgdesign #chro #employeeexperience #diversity #learning #generativeai #wellbeing #onboarding #recruiting #datadrivenhrmonthly

David Green 🇺🇦 on LinkedIn • 27 min read

The best HR & People Analytics articles of June 2024

HR Decisions Grounded in Research

"If you’re not practising evidence-based HR, what type of HR are you practising?"

In recent editions of the Data Driven HR Monthly, I’ve featured an ensemble of articles by current and recent people analytics leaders. 

In the June edition - which you can read here: https://lnkd.in/ePEbDzq5 - - those featured are:

1️⃣ David Hodges takes inspiration from Rob Briner’s research to make the case for evidence-based HR. As Dave asks: “If you’re not practising evidence-based HR, what type of HR are you practising?” (see Figure). 

2️⃣ Henrik Håkansson applies the popular concept of “fear of missing out” to people analytics in his astute article. 

3️⃣ Amit Mohindra provides a handy explanation of the ‘Rule of 72”, which can be used to extract a key parameter from a growth rate. 

4️⃣ Louise Baird breaks down the two different types of machine learning – supervised and unsupervised – and how it can be applied to people analytics. 

5️⃣ Martha Curioni provides examples of building explainable AI into a range of HR processes including: hiring, predicting attrition, and assessing promotion readiness. 

6️⃣ Based on their survey of people analytics practitioners, Nick Jesteadt and Erin Fleming highlight three common yet seemingly elusive themes in the field: productivity, skills and productisation. 

7️⃣ Christopher Rosett breaks down the People Analytics Cube in his LinkedIn post with a nod to Alexis Fink.

#peopleanalytics #humanresources #workforceplanning #evidencebasedhr #futureofwork #employeeexperience #employeelistening #leadership #learning #culture #recruiting #generativeai

"We’re operating in a world where work is no longer defined by jobs, the workplace is no longer a specific place, many workers are no longer traditional employees, and human resources is no longer a siloed function."

These are the opening words of Deloitte’s 2024 Global Human Capital Trends. They encapsulate the opportunity and challenge for HR today.

The seven trends covered in the report, each with its own chapter, are:
1️⃣ Embracing human sustainability
2️⃣ Moving beyond productivity to measure human performance,
3️⃣ Balancing privacy with transparency to build trust (see below)
4️⃣ Overcoming the imagination deficit
5️⃣ Creating digital playgrounds to explore, experiment and play
6️⃣ Cultivating workplace microcultures
7️⃣ Making the shift to a boundaryless HR.

"Many organizations are finding that how well they walk the tightrope between transparency and privacy is a key factor in driving trust today, and that mishandling it can severely undermine trust."

#humanresources #futureofwork #workforceplanning #culture #hrtech #leadership #peopleanalytics #employeeexperience #orgdesign #employeelistening

Global Human Capital Trends

A new future of work: The race to deploy AI and raise skills in the US, Europe and beyond.

"Up to 30 percent of hours worked could be automated by 2030, boosted by gen AI, leading to millions of required occupational transitions"

New research from McKinsey exploring labour markets in ten European countries and the United States, in the years to 2030 and the impact of factors including labour shortages, productivity challenges, and the inexorable rise of technology. 

The report identifies four key priorities for companies: 

1️⃣ Understand the potential: Leaders need to understand the potential of how AI and gen AI can augment and automate work. 

2️⃣ Plan a strategic workforce shift: Once they understand the potential of automation technologies, leaders need to plan the shift toward readiness for the automation and AI era. 

3️⃣ Prioritise people development: To ensure that the right talent is on hand, leaders could consider strengthening their capabilities to identify, attract, and recruit future AI and gen AI leaders in a tight market. 

4️⃣ Pursue the executive-education journey on automation technologies: Leaders also need to undertake their own education journey on automation technologies to maximise their contributions during the coming transformation.

Required reading for those involved in workforce planning, talent management and HR.

#humanresources #futureofwork #workforceplanning #learning #recruiting #peopleanalytics #talentintelligence #leadership #culture

A New Future of Work

The Key to a Thriving Workforce Is A Smart Approach to AI

"What we find is that AI is really there to help you take friction and toil out of the system, and to remove the drudgery of work. And when people are able to remove some of that drudgery, we see that they’re more productive, and they thrive more."

Dawn Klinghoffer, Global Head of People Analytics at Microsoft, shares insights from the company’s recent Employee Signals survey. The findings not only highlighted the tangible benefits of thriving, but also identified a key catalyst for fostering it: access to AI. 

Dawn highlights how thriving – and access to AI – has a positive impact on three indicators of high performance: 
(1) Meaningfulness (incorporating AI into the day correlated to a 20% jump in scores relating to meaningful work). 
(2) Empowerment. 
(3) Energy (scores on energy-related questions for those using AI jumped almost 27%). 

Dawn also shares the ABCs of thriving with AI: Accelerate alignment, Be inclusive, and Cultivate collective growth. 

This is another example of how Microsoft’s comprehensive approach to employee listening (see Figure) – coupled with the sponsorship of the CEO, Satya Nadella, leads to insights that drive positive outcomes for the business and the workforce.

Dawn's article is featured in the May edition of Data Driven HR Monthly, which brings together a selection of the best HR, future of work and people analytics resources of the month. You can read it here: https://lnkd.in/eZMkTpBx

#humanresources #employeelistening #culture #peopleanalytics #hrtech #leadership #futureofwork #learning #employeeexperience

How to measure manager effectiveness - 5 metrics that matter more than eSat scores...

Catherine Coppinger presents findings from Worklytics research on manager effectiveness, which highlights the top drivers of low and high manager satisfaction (see Figure). 

The article also recommends metrics for measuring manager effectiveness, which are based on five things top-performing managers tend to do: 
(1) Provide regular coaching. 
(2) Define and implement reasonable team norms. 
(3) Support their team (without micromanaging). 
(4) Elevate and unblock their team via network connections. 
(5) Routinely engage with team members in-person. 

Catherine's article is featured in the May edition of Data Driven HR Monthly, which brings together a selection of the best HR, future of work and people analytics resources of the month. You can read it here: https://lnkd.in/eZMkTpBx

#humanresources #peopleanalytics #leadership #culture #management #employeeexperience #organizationalnetworkanalysis #employeelistening #hrtech #futureofwork

The pragmatist’s playbook for skills-based hiring 

An indispensable guide to skills-based hiring from Robert Newry and the team at Arctic Shores. 

It includes: 
1️⃣ Why companies are shifting from experience to skills-based hiring (see Figure) 
2️⃣ A seven-step framework for skills-based hiring:  
3️⃣ Case studies from Siemens and Molson Coors 
4️⃣ Contributions from the likes of Hung Lee, Gemma Aldridge, Joe Sidley, and Yasar A..

The study is featured in the May edition of Data Driven HR Monthly, which brings together a selection of the best HR, future of work and people analytics resources of the month. You can read it here: https://lnkd.in/eZMkTpBx

#humanresources #recruiting #skillsbasedhiring #workforceplanning #hrtech #employeeexperience #peopleanalytics #talentintelligence

Looking forward to participating in this LinkedIn Live on Skills-Powered Organizations in the Age of AI on July 24.

You can register here: https://lnkd.in/en3wDhiV

I’ll be speaking with Ravin Jesuthasan, CFA, FRSA of Mercer and Tanuj Kapilashrami, Chief Strategy and Talent Officer at Standard Chartered, two of the foremost experts on this topic, and the co-authors of the upcoming book: The Skills-Powered Organization.

Ravin, Tanuj and I will discuss:
1️⃣ Why skills should be a top priority in rethinking work in the age of AI
2️⃣ The obstacles that stand in the way
3️⃣ Practical steps to overcome challenges and reap the rewards
4️⃣ Learnings from Standard Chartered Bank’s skills journey
5️⃣ How to build a skills-powered approach to work

#humanresources #workforceplanning #futureofwork #learning #culture #employeeexperience #hrtech #talentmarketplace #peopleanalytics #leadership #recruiting #skillspoweredorganization #linkedinlive

Which jobs are most vulnerable to automation?

"Organizations which provide an environment where the needs of the workforce are aligned with the outlines of the future will have the competitive advantage."

Recent weeks have seen a plethora of insightful reads about the impact of AI on HR and people analytics, so in the June edition of the Data Driven HR Monthly, I gathered five of these resources together here along with a prescient piece from 2018 on the professions most susceptible to automation. You can access all of the articles below here: https://lnkd.in/ePEbDzq5

Pietro Mazzoleni examines the importance of data maturity when it comes to the successful adoption of GenAI solutions in HR. 

Greg Newman outlines why using the language of the employee journey will help your organisation maximise the value you gain from digital workers. 

Martijn Wiertz presents a compelling vision where GenAI helps redefine our work design, creating time we can utilise for doing the work, care and training we need as a community – from great places to work to great places to be. 

Max Blumberg (JA) 🇺🇦 explores how people analytics roles may evolve in the age of AI, the skills needed to remain relevant, and the importance of transparency in these issues within the people analytics community. 

Finally, and thanks to Hung Lee for featuring it in a recent edition of Recruiting Brainfood, let’s revisit an article by Scott Latham and Beth Humberd that outlines four ways in which jobs will respond to automation based on two factors: the type of value provided and how it’s delivered (see Figure).

If you enjoy articles like these, please subscribe to Data Driven HR Monthly, which curates the best HR, future of work and people analytics resources of the month: https://lnkd.in/g8Awizjk

#humanresources #peopleanalytics #futureofwork #generativeai #culture #employeeexperience #peopleanalyticsjobs #culture #leadership #learning #ethics #datascience

The Ever Expanding Role Of The Chief HR Officer (CHRO)

"The CHRO must transform the HR team, moving from the “service delivery” model to an HR team of consultants, problem-solvers, and analysts."

Josh Bersin lays out a compelling case for the CHRO being the most important role of all in the c-suite now. He highlights factors such as the abundance of people challenges, labour shortages, the need to redesign the organisation (see Figure), and globalisation. 

Josh also introduces his initial findings from a study of 47,000 CHROs: 
(1) There is a major increase in the C-level importance of the CHRO. 
(2) The CHRO job is multi-disciplinary, and more difficult than it looks. 
(3) The CHRO role is expanding. 
(4) Strong CHROs are now transforming the HR function. 
(5) The HR function is not developing itself - 80% of high-performing CHROs are external hires.

Josh's article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5

#humanresources #leadership #chro #chiefpeopleofficer #futureofwork #orgdesign #workforceplanning #peopleanalytics #employeeexperience

How can HR use people analytics to revolutionise the workplace experience?

We recently wrapped up Series 39 of the Digital HR Leaders podcast, sponsored by our friends at Crunchr, and all episodes are now available for your aural enjoyment:

1️⃣ Daisy Auger-Domínguez (she/her/ella) - Four Steps Towards Building a More Diverse and Inclusive Company Culture
2️⃣ Kate Bravery and Ilya Bonic - Navigating the Future of Work: AI, Skills, and Trust in the Modern Workforce
3️⃣ Dirk Jonker - Driving Business Transformation with Advanced People Analytics
4️⃣ Armand Sohet - Painting the Future of HR with AI, Analytics and Curiosity
5️⃣ Erin Gerbec, Ph.D. - How Cardinal Health Transformed Their People Analytics Function

Thanks to all our guests for sharing their time and expertise, as well as Ralf Bovers and the team at Crunchr for sponsoring this series of the podcast.

If you enjoy listening to the Digital HR Leaders podcast, please do rate the show on Apple podcasts or Spotify and share it with your friends and colleagues via social media. Thank you. It really helps!

#humanresources #peopleanalytics #futureofwork #leadership #culture #employeeexperience #generativeai #diversity #inclusion #hybridwork #hrpodcast #workforceplanning #orgdesign #employeelistening #chro #organizationalnetworkanalysis

David Green 🇺🇦 on LinkedIn • 12 min read

How can HR leaders use people analytics to uncover and address inclusivity gaps? 

I’m in Minneapolis for the first time ahead of a Peer Meeting for member companies of the Insight222 People Analytics Program today and tomorrow.

We have more than 50 people analytics leaders joining us over the next two days, and a packed agenda with speakers including Justin Taylor, Keith Sonderling, Guru Sethupathy, and Bennet Voorhees, as well as Jonathan Ferrar, Naomi Verghese and Jordan Pettman providing an early insight into new Insight222 research on the People Analytics Operating Model.

Being a music fan, it’s also been a pleasure to be in the home state of two of the biggest rock geniuses ever - Prince and Bob Dylan. And being a runner, it’s been fun to explore the parkland along the Mississippi.

For more on the People Analytics Program, see here: https://lnkd.in/gV6jHkin

#humanresources #peopleanalytics #futureofwork #workforceplanning #leadership #culture #generativeai #ethics #employeelistening

"If 2023 was the year the world discovered generative AI, 2024 is the year organizations truly began using—and deriving business value from—this new technology."

New research from McKinsey highlights that adoption of AI – and GenAI – has surged in the last 12 months, that organisations are reporting measurable benefits, that there is increased mitigation of the risk of inaccuracy, and that there are a small group of high-performers leading the way. 

From a HR perspective, the study finds: 
(1) 12% of respondents are regularly using GenAI in HR. 
(2) Organisations most often see meaningful cost reductions from GenAI use in HR (see Figure). 
(3) HR functions are most often able to put their GenAI capabilities to use within one to four months. 
(4) Talent is one of six areas of best practice where high-performers are leading with GenAI

The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5

#humanresources #futureofwork #workforceplanning #leadership #hrtech #culture #employeeexperience #peopleanalytics #generativeai #learning #recruiting

How to harness ONA to measure workforce performance and optimise strategy

"ONA reveals insights absent in traditional organizational charts—such as how people collaborate, who influences decision-making and/or operates in silos, and sentiments surrounding trust and influence."

A helpful primer on how to use Organisational Network Analysis (ONA) from the Deloitte team of Maya Bodan, Don Miller, Susan Cantrell, Gary Parilis and Carissa Kilgour. 

Their article discusses the myriad of use cases ONA can be used for, including to: 
(1) Measure workforce performance, 
(2) Understand individual workforce performance, and; 
(3) Optimise workplace strategies.

The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5

#humanresources #peopleanalytics #organizationalnetworkanalysis #hrtech #workforceplanning #teameffectiveness #futureofwork #culture

Why Leaders Need to Reframe the Return-To-Office Conversation

"Framing refers to how an issue is presented; it’s the meaning layered onto an issue or situation that shapes how people think about its objective facts. More precisely, it’s about re-framing: deliberately replacing taken-for-granted cognitive frames with more helpful ones."

Mark Mortensen and Amy Edmondson discuss the concept of ‘framing’ and its role for leaders in engaging in dialogue with employees about the balance between in-person and flexible working. They offer a three-step process to communicate flexible work policies: 

1️⃣ Acknowledge the bind and be patient. 
2️⃣ Focus on mutual value, not just organisational benefits. 
3️⃣ Approach the process as data-driven, co-created, iterative learning.

The article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5

#humanresources #leadership #culture #employeeexperience #hybridwork #employeelistening #psychologicalsafety #peopleanalytics #futureofwork

Presenting the best HR, future of work and people analytics resources for June. See: https://lnkd.in/ePEbDzq5

Selections this month include:

1️⃣ Josh Bersin presents a compelling case for the CHRO being the most important role of all in the c-suite now – including discussing two pivotal roles of the CHRO (see Figure)

2️⃣ Mark Mortensen and Amy Edmondson explain why leaders need to reframe the return-to-office conversation: “It’s not a battle”

3️⃣ Dave Ulrich lays out a four-step process for performance management.

4️⃣ Researchers from MIT and Mercer – including Ravin Jesuthasan, CFA, FRSA Jesuthasan – present research that explains why skills should be a priority in rethinking work and people management in the age of AI. 

5️⃣ Dawn Klinghoffer, Karen Kocher and Natalie Luna present Microsoft research that finds that onboarding that truly helps new employees thrive in the modern workplace is less about face time and more about intention, structure, and resources.

6️⃣ Alicia Roach provides a treatise on the rising importance of strategic workforce planning: “SWP is a business planning and forecasting process that just happens to be grounded in people.”

7️⃣ Shay David explains how leveraging HR technology to enhance human capabilities and enrich the employee experience is transforming the workplace.

8️⃣ Marco Burelli walks through the HR transformation journey at TomTom and explains how the company is breaking down old silos to create a more unified and dynamic team structure.

9️⃣ Dirk Jonker discusses how people analytics is enabling HR to play a more active role in business transformation and strategy.

🔟 Erin Gerbec, Ph.D. shares insights from her three-year journey of transforming the people analytics operating model at Cardinal Health

📽 VIDEO OF THE MONTH – Prasad Setty breaks down the opportunities and challenges of GenAI in organisations and posits a path forward for HR leaders to champion humanity in the workplace.

📚 BOOK OF THE MONTH – Sharna Wiblen’s Rethinking Talent Decisions: A Tale of Complexity, Technology and Subjectivity

...and there's much more to learn from too! 

Read the whole June edition of Data Driven HR Monthly here: https://lnkd.in/ePEbDzq5

#humanresources #peopleanalytics #workforceplanning #culture #hrtech #leadership #employeelistening #futureofwork #orgdesign #generativeai #hybridwork #diversity #employeeexperience #talentmarketplace #learning #organizationalnetworkanalysis

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