Brexit and business planning: do you know who your workers are?
As the impact of Brexit and the recent UK general election slowly become clear, now is the perfect time for organisations to take stock of their strategies and business models, and embrace people data to its full potential. The UK’s decision to leave the European Union has highlighted just how few organisations consider the long-term […]
The need for people – vs just business – analytics
Jon Ingham is Executive Consultant, Strategic Dynamics, and author, The Social Organization. There has been some useful development in HR’s use of analytics over the last few years. One of the positive aspects of this has been the increased use of the term workforce analytics, rather than ‘HR analytics’, to signal that we are interested in […]
Workplace engagement and performance – how do you unpack its mysteries?
This article was co-authored by Martin Reddington and Elmira Bakhshalian, Founder and Research and Development Manager respectively at Martin Reddington Associates. There is a burgeoning interest in the measurement of workforce engagement and performance – both from academic and practitioner perspectives. The old ways of doing an engagement survey every year or two to extract data to produce […]
HR analytics: what does the landscape look like?
Analytics is the business function that has developed to extract meaning and value from the large and growing amounts of data that are routinely generated and stored by the IT infrastructure that organisations use in their day to day operations. There is a widespread consensus that the HR function has made less progress in using […]
Is HR really ready for automation?
The HR tech marketing is increasingly shifting its focus from talk of big data and cloud-based solutions to bolder claims of automation of tasks and roles, primarily through the use of machine learning/AI. HR has a responsibility to understand the changing landscape of work and how it will impact organisations, but it also needs to […]
What are the opportunities for automation in HR?
Anyone remember printing CVs and putting them into a dusty manila file for interview? Nowadays people apply for jobs on their smartphones whilst getting the bus to work. This automation journey in HR has varied between organisations as we moved to the cloud and adopted mobile services. Key HR activities, such as hiring, on-boarding and […]
“When you automate a process, don’t lose the process’s purpose and essence,” says Metro Bank’s Chief People Officer
Danielle Harmer is Chief People Officer at Metro Bank. When Metro Bank launched in 2010, it was the first high street bank in 100 years. They were voted Moneywise’s Most Trusted Financial Provider for the second consecutive year and, by 2020, aim to have 110 stores across the UK. Danielle has worked in retail banking […]
Data mastery: a key global mobility challenge
This article has been written on behalf of the RES Forum by Professor Michael Dickmann, Professor of International Human Resource Management at Cranfield University School of Management and Vicki Marsh, Head of UK Operations at Equus Software. How companies are exploiting – or not – the benefits from the identification and visualisation of global mobility […]
Talent acquisition, technology and where this leaves you
Talent acquisition is merely nearly new; by comparison the capability of HR technology is really new. Talent acquisition is recruitment turned retro. Does it differ? Yes, and we have fashioned today’s HR thinking on talent into longer-term, strategic and cyclical practices that extend beyond just filling the job. Here I’m going to take a brief […]
Don’t get overwhelmed into inaction – analytics success can come to every company
In a recent Deloitte survey on HR Analytics, a shockingly realistic number was presented. The results showed that 8% of respondents report that they have usable data at their disposal. It’s a shocking statistic given that other surveys claim that anywhere from 75-86% of executives think HR Analytics is an important topic. Together, these results […]
What there is to fear with HR Data Analytics
Making the case for HR data analytics needs to go beyond just providing insight into the key business challenges an organisation has. The case needs to also help people navigate the change that the insights could lead to as well as manage one of the strongest emotions we all experience: fear. Fear: analysing a trait […]
HR skills and capabilities: making sure HR analytics benefits the business
You can have the most accurate data in the world and best in breed technology but without the skills to apply these advantages you won’t get any benefit. Of course, this should be a blindingly obvious statement but it is surprising if you talk to organisations, as we have done, about what drives innovation you […]
How will data and analytics change the legal sector?
This article is based on an interview with Alyson Reeves, Director at PwC Consulting and an expert on change in the legal sector. The world is changing rapidly and every sector is undergoing disruption brought about by technological change. This is particularly disruptive in traditional sectors, such as legal. Data and analytics are affecting all […]
How HR can lead digital transformation
Long talked about as a trend, digitalisation is now a strategic imperative. No matter what your sector or function, the way you work is changing, whether it’s automating customer service processes or putting human capital management (HCM) into the cloud, as businesses strive to meet the needs of enlightened customers (and employees). According to McKinsey, […]
Getting beyond “one-and-done” in performance management
The Plainspeak Analyst is Katherine Jones, Partner and Director of Talent Research at Mercer, the world’s largest human resources consulting firm. Her job is to design and deliver insight research and services to Mercer’s global clients. She was previously VP, Human Capital Management Technology Research at Bersin by Deloitte. She has a PhD in Curriculum and Instruction from Cornell University. […]
Public sector engagement: personality and employer branding
Based on an innovative and forward-thinking whitepaper, this blog series highlights several key parts of how a new empoyment deal for public sector staff could revitalise the sector and tackle disengagement. Employer branding has been described as an attempt by employers to better define the psychological contract in terms of the value employees derive from their […]
Public sector engagement: workplace tensions and job pressure
Based on an innovative and forward-thinking whitepaper, this blog series highlights several key parts of how a new empoyment deal for public sector staff could revitalise the sector and tackle disengagement. Job pressure is a measure of constant perceived excessive workload. Workplace tensions examines an individual’s ability to cope with competing pressures in the workplace such […]
Public sector engagement: the role of conversational practice
Based on an innovative and forward-thinking whitepaper, this blog series highlights several key parts of how a new empoyment deal for public sector staff could revitalise the sector and tackle disengagement. The TEDD® model views the organisation as a ‘conversational arena’, recognising the importance of day-to-day conversations between managers and their team in managing performance. Such […]
Public sector engagement: what should employees be contributing?
Based on an innovative and forward-thinking whitepaper, this blog series highlights several key parts of how a new empoyment deal for public sector staff could revitalise the sector and tackle disengagement. Employee contributions describe what employees feel they are bringing to the employment deal. These include job engagement, capability and organisational engagement. Job engagement [JE] We […]
Public sector engagement: what should employers offer to employees?
Based on an innovative and forward-thinking whitepaper, this blog series highlights several key parts of how a new empoyment deal for public sector staff could revitalise the sector and tackle disengagement. Within the employment relationship, employer contributions describe the different ‘offerings’ that employees value and expect to receive from their employer. These are broadly characterised as: […]
