Many organizations continue to shift from using anecdotal evidence alone and instead rely on people analytics (PA) to inform and determine people and workplace decisions. This article argues that a firm can transform how it runs and allows leaders to make more effective decisions by understanding its Employer DNA – a metaphor for describing an employer’s unique purpose …
Earlier this year, I made a post on LinkedIn’s 2020 Global Talent Trends report, which outlined four trends that are changing the way organizations hire and retain talent. In that 93-page report, which can be accessed through the post link, one trend is people analytics (PA) – (pages 27-45). And while the rise of PA was well in motion …
People analytics (PA) as a discipline continues to evolve at a breakneck speed as organizations seek to leverage the power of data to make better, faster business decisions. As PA functions evolve, many of them are exploring questions such as: How can I improve my impact? How can I create more value? What should I focus on? In answering …
As people analytics (PA) continues to be a capability that many organizations leverage to make better and faster business and talent decisions, this McKinsey article provides ideas for doing so. The authors spoke with 12 teams from some of the largest global organizations about the value that PA brings to HR. The conversations with these …
In this 45-minute podcast, David Green talks with Diane Gherson to discuss how IBM is infusing AI and analytics into HR. Several topics are discussed, one of which is how IBM has created a marketplace for talent, encompassing skills, personalized learning, career management, and internal mobility. In particular, Diane speaks about how their talent platform …
I continue to get requests to share resources that I come across on various workforce metrics. This article provides a list of metrics that are useful for Strategic Workforce Development (SWD)–otherwise known as workforce planning. And while the 21 metrics aren’t all-inclusive, it provides a solid list. The article states that once an organization develops …
As HR organizations continue to capture and have access to large amounts of people and business data, there are many opportunities to use data and analytics to gain strategic insights that inform decision-making. This guide explains how HR organizations can expand their HR metrics to include strategic data and analytics in recruiting effectiveness, learning, employee …
Workforce and people analytics continue to be a capability that many organizations seek to build as they make data-driven decisions that can help drive outcomes of interest, such as productivity, engagement, and efficiency to name a few. In this 45-minute video discussion, Sawyer Kelly and George Honiball, from Microsoft’s Workplace Analytics team, provide various insights …
In this episode of the McKinsey Podcast, the panel discusses why people analytics matter even more in a world abundant with data and more advanced computing and analytics capabilities. Although this 37-minute podcast was conducted well before the COVID-19 pandemic, it includes insights that can help organizations leverage people analytics to make better business decisions …
During a time when employee sentiment and listening strategies are essential, employee surveys(ES) –when done well–can be a useful tool for collecting feedback in a scalable and efficient manner. And this is why I was initially surprised when I saw the headline of this article. However, as I dug into the article, the criticism of ES was …
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