The best HR & People Analytics articles of April 2018

April was a momentous month both personally for me and also, I believe for the field of people analytics too.

From a personal perspective, I left IBM to go out on my own, launched my new website and blog (where the next monthly collection of articles will be published - please feel free to subscribe here) as well as gladly accepted board advisor roles with Insight222 (see here) and TrustSphere (here).

I feel fortunate that these exciting personal developments appear to be timed in parallel with real signs that the field of people analytics is maturing and undergoing rapid growth. Deloitte’s 2018 Global Human Capital Trends survey was published at the beginning of the month and reported that 84 percent of respondents (see Figure 1 below) viewed people analytics as important or very important, making it the second highest ranked trend in terms of importance (a surge from being ranked eighth in 2017).

Figure 1: The top 10 trends highlighted in Deloitte's 2018 Global Human Capital Trends report by importance and readiness (Source: Deloitte Global Human Capital Trends, 2018)

This sea change in the level of importance attributed to people analytics was also obvious at the People Analytics World conference, I chaired in London in April. As Andrew Marrittwrites in one of the articles below, the focus of the presentations at the conference were centred on the business (and employee) value of people analytics. This shift is a sign that the field is maturing and importantly gaining in confidence as it is only through quantifying business value that the discipline will continue to thrive, gain investment and become a core component not just of HR but of executive decision making.

The progress of the field and its increasing importance to organisations and the future of HR is also reflected in the articles, podcasts and videos I have selected this month, which kicks off deservedly with:

1. DELOITTE 2018 GLOBAL HUMAN CAPITAL TRENDS 2018 | DIMPLE AGARWAL, JOSH BERSIN, GAURAV LAHIRI, JEFF SCHWARTZ AND ERICA VOLLINI – People data: How far is too far?

As usual Deloitte’s aforementioned Global Human Capital Trends report is well worth all the hype and anticipation associated with it. The headline finding in the 2018 report is the rapid rise of the social enterprise, which the report defines as reflecting the “growing importance of social capital in shaping an organisation’s purpose, guiding its relationships with stakeholders, and in influencing its ultimate success or failure”. The entire 102 page report is an absorbing read, but the people analytics chapter is particularly fascinating. Titled ‘People data: How far is too far’, the authors describe the rapid growth of the field, the increase in the number and type of data sources being used, and the consequent risk this poses to privacy and data security. The article highlights a potential blind spot (see Figure 2), where whilst organisations are actively managing the risks of using people data around employee perceptions and legal liability, only a quarter are managing the potential impact on their consumer brand. Ethics is arguably the most important part of people analytics and the biggest risk to its progress - the findings in the report only go to reinforce this.

"Organisations are approaching a tipping point around the use of people data, and those that tilt too far could suffer severe employee, customer, and public backlash"

FIGURE 2: When it comes to using people data, organisations are actively managing risks around employee perceptions and legal liability, but only a quarter are managing the potential impact on their consumer brand (Source: Deloitte Global Human Capital Trends)

To read the remaining articles and podcasts in my collection for April, please click on the link here to read it on LinkedIn: The best HR & People Analytics articles of April 2018

New dawn, new day, new life... and I'm feeling good!

Welcome to my new website and blog.

As the article I’ve published today on LinkedIn explains, I’ve left IBM and decided to go out on my own.

It’s exciting, if a little daunting but I’ve always relished a challenge. With no disrespect to IBM, I believe I can make a more considered impact in helping the continued growth of people analytics and the evolution of the HR function unencumbered by the shackles of a large organisation.

This site and blog will provide the fulcrum of my activities henceforth, so please feel free to explore. If you like what you see and would like to receive regular updates on newly published blogs and receive my monthly newsletter, please sign-up here.

For now, I have added a selection of recent articles, so the blog at least has some content that will hopefully provide some stimulation and food for thought.

For those of you who will be at People Analytics World in London this week, which I’ll be chairing for the fourth consecutive year, I’ll see you there.

Thank you for your support to date and I look forward to engaging with you in the future.

David | London | 10th April 2018

The best People Analytics articles of March 2018

The blanket news coverage and general opprobrium following the expose of the Cambridge Analytica/Facebook data breach was a good reminder that ethics and data privacy is arguably the most important part of any analytics program – particularly when it comes to HR and employee data.

With perfect (but albeit fortunate) timing, the role of ethics in people analytics was the subject of my presentation at UNLEASH in London little more than three days after the full extent of Cambridge Analytica’s practices were exposed. My article Don’t Forget the ‘H’ in HR, which highlights research and case studies in this area before outlining recommendations for people analytics teams is hopefully a helpful addition to resources about ethics and people data. Certainly, Tracey Smith’s article 5 Ways to Better Protect Your Confidential Data is well worth a read. 

From UNLEASH in London, I flew to the US to attend the Wharton People Analytics Conference where ethics featured prominently in the program perhaps most notably in DJ Patil’s and Charles Duhigg’s fascinating keynote discussion – more on this in the next few weeks.

Turning to this month’s choice of articles…

1. JEFFREY PFEFFER & DYLAN WALSH - “The Workplace Is Killing People and Nobody Cares”

Kicking off this month’s selection is a powerful interview in Stanford Business with Jeffrey Pfeffer about his new book ‘Dying for a Paycheck’, which provides a damning indictment on how the workplace is literally killing people. Not only do modern management practices engender stress, damage engagement and destroy the mental and physical health of employees, Pfeffer also emphasises the massive harm it causes company performance too. This is why the field of people analytics is so important as done well it can shine a light on the damage the practices outlined by Pfeffer cause organisational performance, team dynamics and individual well-being. One can only hope that business leaders around the world read Pfeffer’s book, heed his warnings, say enough is enough and reverse the damage they are causing.

To read the other articles comprising the Top 10 People Analytics articles of March 2018, please read the full blog on LinkedIn.

Don't forget the 'H' in HR

I believe ethics is the most critical ingredient in people analytics. Those working in the field simply cannot afford to get it wrong. The risk to employee trust and to the reputation of the burgeoning discipline of people analytics is too high.

‘Ethics, Trust and People Analytics’ is the title of my presentation, which will open the Smart Data breakout at UNLEASH in London tomorrow. It is also the subject of this article, which as well as including a copy of my slides, also features recent research by the IBM Smarter Workforce Institute and Insight222.

ETHICS JEOPARDISES FOUR OUT OF EVERY FIVE PEOPLE ANALYTICS PROJECTS

Research in November 2017 from Insight222 found that 81% of HR people analytics leaders and practitioners reported that their people analytics projects were jeopardised by ethical or privacy concerns (Figure 1).

Head over to LinkedIn to read the rest of Don't Forget the 'H' in HR.

The best People Analytics articles of February 2018

February began in the sun of San Francisco and ended in the snow of the South of England. It’s been a month of contrasts!

As interest in and adoption of people analytics continues to rise and as the discipline continues to broaden and deepen, the range of subjects written on people analytics continues to diversify.

This month’s selection of ten articles and six podcasts covers topics including: new studies on leadership and the future of work, ethics, manager effectiveness, organisational network analysis, the critical role of the analytics translator, wearables and sensors, the role of the people analytics leader and the burgeoning HR technology market amongst many others.

So without further ado, let’s crack on:

1. EVAN SINAR– People Analytics Reversal of Fortunes

Evan Sinar kicks off proceedings this month with his analysis of what at first glance appear to be counterintuitive findings from the Global Leadership Forecast 2018. The study, which is authored by DDI, The Conference Board and EY, highlights 25 findings about the state, context, and future of leadership. One of these findings on people analytics highlights a “stunning regression” from the previous study in 2014/15 with success rates dropping for every area of analytics that was compared. Whilst many organisations are undoubtedly still struggling to realise the full potential of people analytics, I'm inclined to agree with Evan's view that this is "likely a case of the analytics bar rising faster than HR can leap over it". Evan’s article goes on to describe the other findings highlighted in Figure 1 specifically the analytics practices that have the highest impact on bench strength and a financial composite of revenue growth, operating margin, EBITDA, and return on equity, before highlighting the analytics practices that have the highest impact on success.

To read the other articles comprising the Top 10 People Analytics articles of February 2018, please read the full blog on LinkedIn.

The role of the People Analytics leader - Part 2: Creating organisational culture & shaping the future

The Head of People Analytics is absolutely pivotal in determining whether an organisation is able to successfully implement people analytics and create a sustainable long-term culture of data driven HR.

Arun Chidambaram has helped four Fortune 500 companies build sustainable capability in people analytics, and is widely recognised amongst peers as one of leading proponents and visionaries in the field.

In Part 1 (Questions 1-8) of this series, Arun shared his experience on the skills and capabilities you need in a people analytics team, how these evolve over time and the options in how to align the team to the business. Arun also outlined his five-step methodology for undertaking people analytics projects, which many people have since commented how helpful they found it.

THE ROLE OF THE PEOPLE ANALYTICS LEADER – PART 2: LEADING THE TEAM, CREATING ORGANISATIONAL CULTURE AND SHAPING THE FUTURE

In Part 2, Arun and I cover the following areas:

• Leading the team: An in-depth treatise on the role of the People Analytics leader including typical challenges faced, the skills and capabilities required, and the evolution of the role in line with organisational maturity and a dynamic external environment
• Developing organisational culture: Ways to make analytics part of HR and organisational DNA
• Shaping the future: A look at the future of people analytics and some of the developments we can expect to see
• Ethics and trust: The importance of transparency, ethics and data privacy in People Analytics. 

To read the whole article, please click here to read it on LinkedIn.

Analytics of the people, by the people, for the people

Yes, it’s a slightly grandiose title: it might make a few people smile; it’ll probably make many more sigh. Some may even consider it Lincolnesque(!), but the People Analytics & Future of Work (PAFOW) conference that took place on 1-2 February in San Francisco definitely deserves such a lavish title.

In my three years first attending and now co-chairing PAFOW, the conference has always stood out from the crowd as being the richest for content, shared learning and participative collaboration amongst delegates. That is down to the environment of trust and curiosity that has been created by Al Adamsen and the PAFOW team. The latest edition of PAFOW was the best yet, and every delegate I spoke to during and after the event concurred with that sentiment.

As ever, Al created a panel of speakers that represented a veritable who’s who of the people analytics space and an agenda that ably demonstrated how the field is both broadening and deepening its reach. Whereas in prior years, the focus of people analytics has very much been on creating business value, PAFOW confirmed that the emphasis is now almost as equally on creating value for the employee (hence the ostentatious title of this article!).

It is an exciting time to work in the people analytics space. Interest levels have never been so high, and with Josh Bersin revealing in his speech that 69% of large organisations now have a people analytics team, growth may finally be set to become exponential. As the perfect storm of technology, rising employee expectations and digitisation converge, so the opportunities (and challenges) facing people analytics teams become more substantial.

Figure 1 represents my synopsis of the main opportunities and challenges that were discussed at PAFOW. This is not an exclusive list as many other opportunities and challenges exist in our space, but it does represent a healthy proportion and provides a basis for summarising the key themes that emerged at PAFOW.

Please head over to LinkedIn to read the rest of Analytics of the people, by the people, for the people

Top 10 People Analytics articles of January 2018

2018 has certainly started with a bang. I had the pleasure of being co-chair of the best People Analytics & Future of Work (PAFOW) conference yet last week in San Francisco (write-up to follow next week).

As my co-chair Al Adamsen so presciently outlined in his opening to the conference, people analytics has evolved into its third iteration, whereby value is increasingly being delivered to employees. Subsequent speeches from the likes of RJ Milnor, Jeremy Welland, Jonathan Ferrar, Josh Bersin, Charlotte Nagy and Gianpaolo Barozzi reinforced this sentiment.

This demonstrates that people analytics is moving in the right direction and with Bersin by Deloitte’s recent High-Impact People Analytics study finding that 69 per cent of large organisations now have a people analytics team, the growth of the discipline shows no signs of abating.

As the use of people analytics broadens and deepens within organisations so does the amount of literature published on the field. This means that my previous strategy of collecting and curating the best articles on a bi-monthly basis is no longer enough. Henceforth, this series will appear on a monthly basis and not only gather the best articles, but the best podcasts on people analytics too.

So without further ado, here are my favourite 10 articles and 3 podcasts from January on people analytics and its role in both the future of work and the evolution of the HR function:

1. VOLKER JACOBS – The WHAT and HOW of a Digital HR Strategy

One of the reasons that interest in and adoption of people analytics is rising is its integral role in digital HR strategy. Indeed, as Volker Jacobs outlines in this excellent piece, analytics is one of the three key priorities of a digital HR strategy: i) actively manage the customer expectation of the function, ii) develop the organisation from jobs to skills based, and iii) provide people analytics insights. As Volker correctly asserts, digital HR is not simply about digitising what HR has done in the past, but is an opportunity to do things differently (and better). Volker’s model illustrates perfectly the enhancements that are needed to innovate and shift the culture of HR. Data and analytics is fundamental to this shift. This is a must-read for any HR or business leader about to or thinking of embarking on a digital HR strategy.

To read the other articles comprising the Top 10 People Analytics articles of January 2018, please read the full blog on LinkedIn.

People First: What are the key HR trends for 2018?

We’re nearly at the end of January and with the year still in its infancy optimism still abounds with regards to the likely growing impact of HR in 2018. Although as I am typing this in San Francisco in the run up to co-chairing People Analytics & Future of Work, my confidence may just be a case of jet lag combined with wishful thinking. 

So, with a cup brimming full of sanguinity here are some trends I expect to see more of in the HR space in 2018.

1. PEOPLE FIRST – FROM 'ONE SIZE FITS ALL' TO 'ONE SIZE FITS ONE'

Let’s start with what is for me the most welcome and indeed key trend. Soothsayers have long been urging HR to take a leaf out of marketing’s book and it seems that the message is finally getting through. Recognition that creating bespoke and personalised experiences for employees (and candidates) is not only good for workers but the business too is becoming common currency. This represents a radical shift from the typical ‘one-size fits all’ HR programs of the past. Companies like Cisco, IBM, Unilever and Salesforce are already doing this by combining people data with machine learning to provide personalised experiences for employees in areas such as talent acquisition, onboarding, learning and internal mobility. Many more companies are using Chatbots to enrich the employee/candidate experience (as well as to streamline HR operations). Employees expect consumer like experiences at work. Technology coupled with data enables organisations to provide these experiences. Critically the more astute companies and business leaders recognise that improving experience and better understanding employee sentiment leads to better results.

To read the rest of the predicted trends, please click here to read the full article on LinkedIn.