HR Transformation
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HR Transformation
Articles and news related to people management, organisational change and the world of work
Curated by Andrew Spence
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The best HR & People Analytics articles of July 2018

The best HR & People Analytics articles of July 2018 | HR Transformation | Scoop.it
July was a momentous month in terms of both the quality and quantity of people analytics articles. As such, I’ve extended my usual collection of my ten favourite articles to twelve this month as well as highlighting the best podcasts and videos from July.
Andrew Spences insight:

Great collection as always from David Green, including :-

 

  • LEXY MARTIN - 3 Things We Learned from The Age of People Analytics Report
  • RICHARD ROSENOW – People Analytics Starter Kit
  • GEETANJALI GAMEL & DAVID GREEN – How to create career paths for people analytics professionals
  • LEWIS GARRAD - 4 Reasons People Analytics is Critical to Effectively Building a Thriving Workforce

 

And so many others...

 

 

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Will Money Solve Your Problems of Turnover? • ScienceForWork

Will Money Solve Your Problems of Turnover? • ScienceForWork | HR Transformation | Scoop.it
General compensation and financial rewards alone may have a limited impact on voluntary turnover.


Rewards beyond pay (e.g. benefits, career or growth opportunities, and training) may have a larger effect than money.

Andrew Spences insight:

The ScienceForWork team do a great job of applying evidence based management to big HR related question.

 

Benefits and development opportunities have consistently been found to have a larger effect on turnover than money.

 

From meta-analysis of 316 studies.

 

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Visualising Relationships at Work

Visualising Relationships at Work | HR Transformation | Scoop.it

One from the HR Transformer Blog, showing the potential uses of organisational network analysis to solve business problems.

Andrew Spences insight:

We know that successful team dynamics is critical in building organisations, however many of our HR and people management processes are still designed around the individual.

 

By being able to visualise teams relationships we can begin to build a strong foundation for organisations of the future based on a deeper understanding of effective teams.

 

Let me know if you want to know more about this.

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Laszlo Bock on the future of HR 

Laszlo Bock on the future of HR  | HR Transformation | Scoop.it

Laszlo Bock is one of the leading global authorities on the future of the HR

Andrew Spences insight:

Bock cites people analytics as the next stage in the evolution of HR and groups companies into two types when it comes to applying an analytical approach, which I’ve classified 'Believers' and 'Doubters'.

 

I agree, there are now 2 streams in HR.

Fast followers - Bock suggests that some organisations are going to implement people analytics ‘very, very quickly and they’ll be successful’.

The doubters - I think this group includes both sceptics, but also many who are not sure HOW to get involved in People Analytics.

 

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7 Challenges that People Analytics Must Overcome

7 Challenges that People Analytics Must Overcome | HR Transformation | Scoop.it
7 Challenges that People Analytics Must Overcome
Andrew Spences insight:

Latest post from HR Transformer Blog

 

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HR Analytics - The "GPS" of True HR Transformation 

HR Analytics - The "GPS" of True HR Transformation  | HR Transformation | Scoop.it
It is critical to understand what HR transformation really is and the role HR analytics plays in effective transformation processes. Mark Berry shares his expertise in this article.
Andrew Spences insight:

Good overview of how to define HR Transformation from Mark Berry and some insight on the new type of skills required to drive this transformation.

 

The focus needs to shift from process-related metrics -

  • time-to-fill
  • % of identified successors

to those that are more outcome-focused, such as -

  • increasing workforce productivity
  • maximizing return on workforce investment
Gary Johnsen's curator insight, April 11, 2016 2:00 PM
Good summary of HRT and analytics
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The Quantified Workplace: Technology vs Trust?

The Quantified Workplace: Technology vs Trust? | HR Transformation | Scoop.it
The Quantified Workplace: Technology vs Trust?
Andrew Spences insight:

My latest post from the HR Transformer Blog.  

Highlights some examples of social sensing technology with the benefits and some of the risks.  I would be very interested in your views and experiences of this type of technology.

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People Analytics Podcast: Season 2 Overview

People Analytics Podcast: Season 2 Overview | HR Transformation | Scoop.it

Here is an overview by me, of the last 8 installments of the People Analytics Podcast.  With a who's who of practitioners from technology and consulting, hosted by Max Blumberg and David Green. Includes interviews with with Professor John Boudreau, Bernard Marr, Ross Sparkman, Alec Levenson and others.  From Tucana.

Andrew Spences insight:

I sat down one Sunday with my headphones and soaked up some great insights and stories from some real people analytics experts.  I did acquire a slight south-african accent by the time I was finished, but that's another story...

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The perfect match, HR analytics and strategy

The perfect match, HR analytics and strategy | HR Transformation | Scoop.it

A good article by Patrick Coolen, from ABN AMRO Bank, who stresses the importance of  finding the relevant strategic business question.

Andrew Spences insight:

The article covers the evolution of HR analytics, from tools and techniques to capabilities and leadership.

Also, an interesting overview of the analytics product offering at the bank.

Patrick also makes the pragmatic point, "if you can answer a business question by creating a simple but effective pivot table and corresponding graph, by all means, please do."

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People analytics: Recalculating the route

People analytics: Recalculating the route | HR Transformation | Scoop.it

"People analytics, a discipline that started as a small technical group that analyzed engagement and retention, has now gone mainstream."

Andrew Spences insight:

Here are 8 factors that are important in starting a successful people analytics programme, according to Deloitte

  1. Invest at a senior level in people analytics 
  2. Establish clear leadership 
  3. Prioritize clean and reliable data across HR and the organization 
  4. Understand that analytics is multidisciplinary
  5. Increase analytics fluency throughout the organization
  6. Develop a two- to three-year roadmap for investment in analytics programs
  7. Focus on actions, not just findings
  8. Integrate HR, organizational, and external data
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HR Data Alone Won't Make You Strategic

HR Data Alone Won't Make You Strategic | HR Transformation | Scoop.it

Given the prospect of free, in-context analytics that are immediately available, it’s not hard to understand their allure for HR. Unfortunately, as with many promises that are appealing on the surface, there’s a catch, and it’s a big one....

Andrew Spences insight:

HR Data Alone Won't Make You Strategic -> of course it won't.

 

And often the data being generated by HR systems will not even help you solve business problems such as attrition, absence and diversity.

 

So after spending a fortune on moving HR to the Cloud, organisations are often disappointed with the Analytics capability.

 

A top tip is to work out which data sets will be useful prior to implementing a new HR System.  Answering problems such as retention, often needs broad data sets including social media behaviour, networking patterns, personality, employee sentiment, sales etc.

 

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The Role of HR in Reinventing Organisations: Embracing People Analyti…

Presentation given by me at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016 

Andrew Spences insight:

This presentation attempts to cover the following questions :-

1.What features will successful organisations have in the future?

2.What impact will this have on HR and People Management?

3.What are the main opportunities of the Quantified Workplace?

4.Why has HR struggled with transforming itself?

5.What are the main challenges with our current HR Operating models?

6.What are challenges of People Analytics and how do we overcome them?

7.How can People Analytics help transform HR?

Gary Johnsen's curator insight, June 2, 2016 12:22 PM
Workforce analytics
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Everything I Learned About Predictive Hiring, I Learned from Applying for a Mortgage

Everything I Learned About Predictive Hiring, I Learned from Applying for a Mortgage | HR Transformation | Scoop.it
The same data science approaches used by lenders and creditors are immensely useful for predicting employee performance - pre-hire - before it’s too late.
Andrew Spences insight:

I think this article gives a very good example of using predictive analytics and how to overcome some of the challenges.

 

Two Problems with Most “Predictive” HR Systems and Approaches

  • Most approaches “predict” flight risk or performance for current employees only – when it’s too late.
  • Most approaches don’t have highly predictive job candidate data – and never consider augmenting their candidate datasets so they can predict pre-hire.
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