David Green: The best HR & People Analytics articles of July 2024这个月的《数据驱动HR月报》由Insight222发布了他们的新研究报告《构建人力分析生态系统：运营模式2.0》。在Insight222庆祝成立七周年之际，团队成员们齐聚一堂，共同回顾过去的成就，规划未来的步骤，并庆祝这一成功。此外，本月的重点还包括我有幸在由Mercer组织的LinkedIn直播中担任主持人，主题是“AI时代的技能驱动组织”，并欢迎在上个月加入的2000多名《数据驱动HR月报》新订阅者。本期由Visier赞助。
在案例研究部分，展示了Experian如何通过Visier将报告时间减少了70%。Experian的数据分析团队曾在Excel和Oracle OBI-EE套件中花费大量时间，限制了战略工作。Visier帮助他们显著提高了效率，使其团队能够专注于发掘劳动力洞察力、赋能数据驱动决策，并建立数据驱动的HR文化。
此外，本期还讨论了SHRM在其DEI（多样性、公平与包容性）计划中移除“公平”一词的决定。这一决定在DEI受到持续攻击、许多知名公司撤回DEI承诺的背景下显得尤为令人震惊。一些评论认为，SHRM此举的动机可能是政治性的，而非其所声明的“通过强调首先包容性，旨在解决DE&I项目的当前不足，减少社会反弹和极化”。
I’m just about to go out on vacation in the South of France for three weeks (hurrah!) and with growing evidence that taking a vacation improves physical and mental wellbeing, I’m looking forward to having time to relax, reflect and recharge. Before I go, I’m looking forward to the release this week of our new Insight222 research study: Building the People Analytics Ecosystem: Operating Model v 2.0 (click on the link to register to receive a copy).
Other highlights in July included:
We marked our seventh anniversary at Insight222 by gathering the team together for a whole week to reflect on our achievements, plan the next steps and celebrate our success.
I had the honour of moderating a LinkedIn Live on Skills-Powered Organisations in the Age of AI, organised by Mercer, with Ravin Jesuthasan, CFA, FRSA and Tanuj Kapilashrami. You can watch the recording here.
Welcome to the more than 2000 new subscribers to the Data Driven HR Monthly newsletter, who joined in the last month.
This edition of the Data Driven HR Monthly is sponsored by our friends at Visier
CASE STUDY: How Experian Cut Reporting Time by 70%
Struggling with manual reporting? Experian, a data analytics giant, did too. Their people analytics team spent hours in Excel and Oracle OBI-EE suite limiting strategic work. Visier slashed their reporting time by 70%. Read the case study.
Now, their People Analytics team focuses on:
Uncovering workforce insights
Empowering data-driven decisions
Building a data-driven HR culture
Visier empowers our people to leverage data for better decisions
Ready to unlock your people data's power? Read the case study.
Visier Inc.: Make data-driven HR decisions. Easier. Faster. On-Demand. At Scale.
To sponsor an edition of the Data Driven HR Monthly, and share your brand with more than 130,000 Data Driven HR Monthly subscribers, send an email to dgreen@zandel.org.
SHRM and the war on DEI
I’m not here to beat up on SHRM, but their flabbergasting decision to drop ‘Equity’ from its approach to ‘Inclusion, Equity and Diversity’ seems to have achieved the notable feat of being universally unpopular. To take this decision at a time when DEI is under sustained attack from politicians and when a growing number of prominent companies are backtracking from previous DEI commitments seems peculiar to say the least. It has led some commentators to conclude that SHRM’s surprise move is politically motivated rather than being driven by their stated objective, which SHRM explained as: “By emphasizing Inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.” Whatever SHRM’s motive if, as likely, this decision by such an influential body undermines DEI then it is not only unhelpful but bad for employees, bad for organisations, and bad for society. As Shujaat Ahmad writes in his coruscating analysis:
Equity is one of the most clear, tangible measures for culture change on systemic discrimination. Without it, DEIB is lost in a maze of good intentions and half-baked commitments.
Share the love!
Enjoy reading the collection of resources for July and, if you do, please share some data driven HR love with your colleagues and networks. Thanks to the many of you who liked, shared and/or commented on June’s compendium.
If you enjoy a weekly dose of curated learning (and the Digital HR Leaders podcast), the Insight222 newsletter: Digital HR Leaders is published every Tuesday - subscribe here.
NEW: Insight222 research report on the People Analytics Ecosystem
Access the new Insight222 study here: Building the People Analytics Ecosystem: Operating Model v 2.0 - or by clicking on the image below.
HYBRID, GENERATIVE AI AND THE FUTURE OF WORK
JENS BAIER ET AL - How Work Preferences Are Shifting in the Age of GenAI
When it comes to GenAI’s impact on jobs, talent is aware but unafraid. Although only 5% think that GenAI will replace their jobs, 60% anticipate that they will need to reskill significantly. Most say that they will need help to understand what skills to build.
For the first time since its inception a decade ago, BCG’s Decoding Global Talent study finds that job security is ranked by workers as their number one work preference (see FIG 1). Analysis revealed that workers who expressed concern about the impact of GenAI on their jobs were more likely to prioritise job security. They also recognise the importance of learning, with 60% of workers anticipating they will need to reskill significantly. As the study highlights, to attract and retain talent, organisations will need to solve a complex puzzle. They must anticipate the impact of technology on their workforce and offer robust reskilling programs to help employees stay competitive. (Authors: Jens Stefan Baier Orsolya Kovacs-Ondrejkovic Dr. Tobias Zimmermann Pierre Antebi Dr. Susan Gritzka Sacha Knorr Vinciane Beauchene Carmen Márquez Castro Zoë McFarlane Anja Bates Niharika Jajoria Julie Bedard and Ashish Garg).
FIG 1: What workers value most in a job, 2014-2023 (Source: BCG)
NICOLE SCOBLE-WILLIAMS ET AL - Generative AI and the future of work: Boundless Potential
It’s ‘humans with machines’ and not humans or machines that will transcend leading organizations.
An insightful and comprehensive report by the Deloitte AI Institute on the seismic impact of generative AI on the future of work. The report is structured into three chapters each designed to answer a key question. (1) What is generative AI and how is it being used? (2) What is generative AI’s likely impact on jobs? (3) What are the strategies to prepare organisations for change? There are a ton of insights, case studies and frameworks to learn from. Three that resonated especially with me were: (1) The explanation of the difference between work, jobs, tasks and skills (see FIG 2). (2) Guidance for organisations on how to break down jobs in the generative AI era. (3) The five-step framework for adopting a researcher’s mindset for human-generative SI integration: a) hypothesis formation, b) data collection and analysis, c) broad organisational experimentation, d) iterative testing and feedback, and e) strategy refinement. Authors: Nicole Scoble-Williams GAICD Diane Sinti Jodi Baker Calamai Björn Bringmann Laura Shact Greg Vert Tara Murphy and Susan Cantrell)
FIG 2: Work vs Jobs vs Tasks vs Skills (Source: Deloitte)
JUSTIN SHEMELEY, ANDREW ELSTON, AND JASDEEP KAREER - Transforming HR and People Analytics with AI
AI helps us reclaim capacity for more complex workforce strategy questions. It enables us to identify internal mobility opportunities and conduct scenario planning and hypothesis testing.
In their article, Justin Shemeley Andrew Elston and Jasdeep Kareer, PhD (née Bhambra), summarise some of the key takeaways from the recent Insight222 webinar I moderated on how AI is transforming HR and people analytics. The topics covered include: (1) The current landscape of AI in HR. (2) Short- and long-term impacts on the HR operating model. (3) AI’s role in workforce planning and development. (4) Essential Skills for Leveraging AI in HR. (5) How to build a strong foundation for AI adoption. The article also provides the answers to the questions posed by those that attended the webinar. You can access the entire webinar recording here: Transforming HR and People Analytics with AI.
FIG 3: Demystifying AI in HR and People Analytics (Source: Insight222)
RAVIN JESUTHASAN - Achieving the productivity promise of generative AI requires redesigning work
When he coined The Productivity Paradox, Robert Solow outlined two fundamental reasons why new technologies often don’t deliver on their promise. First, early versions of technologies are often flawed and unsuitable for widespread adoption – this applies less to GenAI. In his thoughtful article, Ravin Jesuthasan, CFA, FRSA tackles Solow’s second reason, which relates to the architecture of work. He outlines that to address this issue, organisations need to undertake systemic work redesign through deconstructing the work, redeploying tasks and creating new ways of working. Ravin cites the six-step framework (see FIG 4) he advanced together with John Boudreau in their book, Reinventing Jobs, and describes the potential productivity gains arising as a result.
FIG 4: Achieving the optimal combinations of humans, automation and AI (Source: Jesuthasan and Boudreau)
PEOPLE ANALYTICS
DELOITTE - 2023 High-Impact People Analytics Research
Prioritizing PA customers means understanding their needs—and how those needs align (or don’t) with the function’s capabilities and broader business priorities.
A new report by Eric Lesser Peter DeBellis and Marc Solow based on a 2023 study by Deloitte of more than 400 organisations across 18 countries presents a People Analytics Maturity Model (see FIG 5) and discusses six key findings. These are: (1) People Analytics has become an organisational imperative. (2) Data culture is the single biggest predictor of people analytics performance. (3) Tech investments mean nothing without human capability (and vice versa). (4) Today’s challenges demand more data from more sources. (5) An expanding customer base means new demands on the people analytics function. (6) People data is business data – treat it as such.
FIG 5: High-Impact People Analytics Maturity Model (Source: Deloitte)
CATHERINE COPPINGER - 4 New Ways to Model Work
With the rise of distributed work, managers are being asked to work in a fundamentally different way than they’ve worked before
In her article, Catherine Coppinger of Worklytics, discusses four new ways to model how work gets done – and how it could be done better: (1) Workday Intensity – see FIG 6 - (“We measure intensity as time spent on digital work as a % of overall workday span”). (2) Work-Life Balance. (3) Manager Effectiveness (“With the rise of distributed work, managers are being asked to work in a fundamentally different way than they’ve worked before”). (4) Sales Effectiveness (“With sales stalling, People Analytics teams are increasingly being asked to weigh in on what can be done to reaccelerate revenue growth”). For more insights on the manager effectiveness topic, listen to Catherine on a recent episode of the Digital HR Leaders podcast: How to Use Passive Data to Enhance Manager Effectiveness.
FIG 6: Workplace Intensity: How do remote and in-office days compare (Source: Worklytics)
PREETHIKA SAINAM, SEIGYOUNG AUH, RICHARD ETTENSON, AND BULENT MENGUC - The High Cost of Misaligned Business and Analytics Goals
It is not only the level of analytics that matters, but also how aligned analytics capabilities are with business goals.
What does success in analytics really mean and how should companies measure it? This was the mission of a study by Preethika Sainam Seigyoung Auh Richard Ettenson PhD and Bulent Menguc. While they found that creating a data-driven culture, adopting advanced analytics capabilities, and employing a well-developed data strategy were all important, the key ingredient is the degree of alignment between business goals and analytics capabilities. Their article presents findings from the study, the differences between misaligned and aligned companies, the cost of misalignment (see FIG 7) and how to measure alignment in seven areas: (1) Culture, (2) Alignment with strategy, (3) Leadership commitment, (4) Operations and structure, (5) Employee empowerment, (6) Proactive market orientation, and (7) Skills and competencies.
FIG 7: The Cost of Misalignment (Source: Sainam et al)
ANDRÉS GARCÍA AYALA - People analytics at the heart of AI’s successful workplace adoption | LEA MIKUS – Five Steps to Kick-Start People Analytics | WILLIS JENSEN - What Makes a Good People Analytics Metric? | RAJA SENGUPTA – 1000 Generative AI Prompts for HR | GUILLAUME LHOTE - The Role of Talent Intelligence in Pharma
In recent editions of the Data Driven HR Monthly, I’ve featured a collection of articles by current and recent people analytics leaders. These act as a spur and inspiration to the field. Five are highlighted here. (1) In his compelling article, Andrés García Ayala, Group Head of People Analytics and Strategic Workforce Planning at Legal & General, discusses five reasons why People Analytics needs to be at the heart of AI’s successful adoption and implementation in the workplace. (2) In a LinkedIn post, Lea Mikus unveils five recommendations to kick-start people analytics in your organisation including getting started by focusing on answering one strategic business question through your people data. (3) In an edition of his excellent Making People Analytics Real Substack, Willis Jensen digs into what makes a ‘good’ and a ‘bad’ people analytics metric (see FIG 8). The secret? Ask yourself: “Can I make a line chart of the metric?” (4) Raja Sengupta provides an invaluable resource for HR and people analytics professionals in a 130 page booklet comprising 1,000 AI prompts for HR across ten HR topics. (5) Guillaume Lhote, Talent Intelligence Lead at Takeda, details the critical role of talent intelligence in the pharmaceutical industry – thanks to Toby Culshaw for highlighting this resource.
FIG 8: Examples of HR metrics (Source: Willis Jensen)
THE EVOLUTION OF HR, LEARNING, AND DATA DRIVEN CULTURE
DAVE ULRICH - Update on HR Business Partner Model Continuing Evolution and Relevance
In the last seven years, HR’s contribution to the business has evolved and is increasing. The HR contribution comes from individual HR professionals who have the competencies to fully engage in business conversations. The HR contribution also comes from HR functions, practices, and analytics increasing stakeholder value.
There’s no one better informed to comment on the evolution of the HR business partner (HRBP) model than Dave Ulrich, given he coined and popularised the model in his seminal 1997 book, Human Resource Champions. In his article, Dave details nine evolutions that are combining to reshape and elevate the future role of the HRBP including these five: (1) People and organisation concerns have evolved to be more central to business success. (2) Talent has evolved to pay increased attention on worktask and meaning (see FIG 9). (3) Leadership has evolved to front-line leaders and emerging competencies. (4) HR delivery has evolved to AI–enabled HR (5) HR analytics has evolved from benchmarking to guidance.
FIG 9: From ‘Workforce’ to ‘Worktask’ (Source: Dave Ulrich)
SERENA HUANG - AI in HR: Missing the Forest for the Trees
By focusing on strategic workforce planning, responsible and ethical AI, and clear ownership for AI adoption, HR can become the strategic AI champion the organization needs.
In her From Data to Action LinkedIn newsletter, Serena H. Huang, Ph.D. bemoans the narrow focus of much of the discussion about AI in HR on automation and cost efficiency. Instead, Serena urges a bolder approach, presenting three ‘big-picture issues’ centred on organisational readiness that HR should focus on: (1) Strategic Workforce Planning (e.g. LinkedIn recently estimates that 55% of jobs will be augmented or disrupted by GenAI – see FIG 10). (2) Responsible and Ethical AI. (3) Clear Ownership: Who is Driving the AI Train? Thanks to Serena for highlighting the recent Digital HR Leaders podcast episode with IBM CHRO Nickle LaMoreaux in her article, where Nickle expanded on IBM’s Responsible AI policy and how this is applied to HR. You can listen to the whole episode here: How IBM Uses AI to Transform its HR Strategies.
FIG 10: GAI’s expected effect on LinkedIn members’ skills globally (Source: LinkedIn Economic Graph Research Institute)
CHIEF ETHERIDGE – 3 Strategies to Position HR for Innovation
Only 28% of HR employees agree that their HR function encourages them to take risks, even if they result in failure. This risk aversion is a major obstacle to innovation.
As the preface for this paper by Chief Etheridge for Gartner states, HR is under pressure to develop innovative solutions for a unique set of organisational challenges such as incorporating new ways of working, establishing digital workplaces, and leveraging artificial intelligence. The paper outlines three strategies HR can implement: (1) Define Innovation’s Value and Benefits to HR. (2) Embed Innovation Networks in HR (see FIG 11 for example from Toyota). (3) Establish Structured Innovation Process for HR (with an example from Fannie Mae).
FIG 11: How Toyota directly infuses HR with expertise and skills (Source: Gartner, adapted from Toyota)
WORKFORCE PLANNING, ORG DESIGN AND SKILLS
MCKINSEY - Help wanted: Charting the challenge of tight labour markets in advanced economies
Companies and economies will need to boost productivity and find new ways to expand the workforce
A comprehensive study by McKinsey on how labour markets in the G8 countries are among the tightest in two decades and are set to get worse as workforce continue to age. The study is packed full of insights, visualisations and charts and is a must-read for anyone involved in workforce planning, recruiting, talent intelligence and people analytics. Four actions are recommended for companies and policy makers: (1) Focus on skilling and reskilling, including attracting talent from unconventional pools, offering more flexible work, and internal mobility. (2) Encourage foreign-born workers with programs to properly integrate them into the workforce (one to note given the hysteria about immigration in all of the eight countries in the study). (3) Shape retirement policies to encourage people to work beyond standard retirement ages and take steps to attract more women into the workforce. (4) Prioritise investment in AI and automation to unlock productivity. (Authors: Anu Madgavkar Olivia White Sven Smit Chris Bradley Ryan Luby and Michael Neary).
FIG 12: 4 scenarios for GDP growth 2023-30 (Source: McKinsey)
JORGE TAMAYO, LEILA DOUMI, SAGAR GOEL, ORSOLYA KOVÁCS-ONDREJKOVIC, AND RAFFAELLA SADUN - Designing a Successful Reskilling Program
In today’s fast-changing work landscape, the ability to reskill will become increasingly vital to staying competitive.
In this article, written as a follow up to their award-winning “Reskilling in the Age of AI”, Jorge Tamayo Leila Doumi Sagar Goel Orsolya Kovacs-Ondrejkovic and Raffaella Sadunshare the results of a reskilling survey that they conducted with chief human resources officers and business leaders, and discuss six paradigms on reskilling. These are: (1) Reskilling is a strategic imperative. (2) Reskilling is the responsibility of every leader and manager. (3) Reskilling is a change management initiative. (4) Employees want to reskill – if programs are attractive. (5) Reskilling takes a village. (6) To reskill successfully, you need to be able to analyse and measure the benefit of your interventions and investments.
SKILLS-BASED ORGANISATIONS SPECIAL
ALLIE NAWRAT - Standard Chartered: ‘The people agenda is a strong enabler of the performance of the bank’ | ALLAN SCHWEYER, BARBARA LOMBARDO, MATT ROSENBAUM, AND PETER SHEPPARD - The Long but Rewarding Journey to Becoming a Skills-Driven Organization | JOSH BERSIN - TechWolf Accelerates Corporate Skills Tech Market With $43 Million Round | MARC EFFRON - Is the Juice Worth the Squeeze? Questions About Becoming a Skills-based Organization | DELOITTE - The skills-based organization: A new operating model for work and the workforce
Following the positive reaction to the MIT/Mercer study, Strategic Shift: Skills-Powered Organizations in the Age of AI, I included in the June edition of Data Driven HR Monthly, as well as the LinkedIn Live I participated in last week with Ravin Jesuthasan and Tanuj Kapilashrami, I thought it helpful to include a ‘special’ in the July edition of Data Driven HR Monthly on skills-based organisations. Six resources are included. (1) Tanuj Kapilashrami, Chief Strategy and Talent Officer at Standard Chartered, sits down with Alexandra Nawrat of UNLEASH to outline how the shift to being a skills-first employer is enabling business outcomes at the bank. (2) The Conference Board provides a compelling case study of Ericsson’s journey to becoming a skills-based organisation, which has seen skills become the language of the employee experience at the company (see FIG 13) – authors: Allan Schweyer Barbara Lombardo Matt Rosenbaum and Peter Sheppard. (3) Josh Bersin takes his cue from the latest round of investment in TechWolf plus the acquisition of SkyHive by Cornerstone by Cornerstone OnDemand to provide an overview of the burgeoning skills technology market as it moves from ‘pioneer stage’ to ‘early maturity’ (see FIG 14). (4) Marc Effron details 17 considerations for companies seeking to embark on the journey to becoming a skills-based organisation. (5) The Deloitte team of Susan Cantrell Michael Griffiths Robin Jones and Julie Hiipakka present their seminal operating model for a skills-based organisation (see FIG 15).
FIG 13: Skills are the language of the employee experience at Ericsson (Source: Ericsson)
FIG 14: Source – Josh Bersin
FIG 15: The skills-based organization: A new model for work and workforce (Source: Deloitte)
EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING
DERRICK P. BRANSBY, MICHAELA J. KERRISSEY, AND AMY C. EDMONDSON - New Hires’ Psychological Safety Erodes Quickly
Psychological safety is not the default in any workplace, and those who need it most — newcomers — are also most vulnerable to losing it.
Research finds that psychological safety is especially important for new hires as it enables them to overcome the challenge of admitting fallibility, tackle a steep learning curve and embrace new perspectives. So, it is concerning that in their new study, Amy Edmondson Derrick Bransby and Michaela Kerrissey identify a fascinating pattern: On average, newcomers joined their organisation with higher psychological safety relative to their more tenured colleagues, then lost it and waited years to reach levels comparable to when they arrived. Nevertheless, the study also found that departments with high psychological safety among colleagues help reduce that decline and facilitate quick recovery for new hires (see FIG 16). The article also discusses why newcomers are vulnerable to losing psychological safety and presents strategies to help preserve their early willingness to speak up.
FIG 16: Contrast between employees in departments with high and low psychological safety (Source: Bransby et al)
CHRISTINA BRADLEY, LINDY GREER, AND JEFFREY SANCHEZ-BURKS - When Your Employee Feels Angry, Sad, or Dejected
Leaders must be able to respond in a supportive manner to the emotions of their employees. That requires them to learn how to handle others’ feelings in different contexts, be more aware of their own behavior, and hone their skills. If they can master those three things, the result will be a healthier, more successful organization.
In their article for Harvard Business Review, three researchers from Michigan’s Ross School of Business provide a roadmap to leaders for providing employees with emotional support. As Christina Bradley Lindy Greer and Jeffrey Sanchez-Burks outline, the right response depends heavily on context, in particular, whether someone (1) is working on a time‑sensitive goal and (2) seems to be coping (see FIG 17).
FIG 17: Figuring out how to respond to an employee’s emotions (Source: Bradley et al)
LEADERSHIP AND CULTURE
MICHAEL ARENA, ANDRAS VICSEK, JOHN GOLDEN, AND SCOTT HINES – Cultivating Culture in a Hybrid Context
Because connections are more fragile in hybrid workplaces, it is increasingly important that managers understand the network dynamics of company culture.
Many companies are concerned about the impact of remote and hybrid work on their culture. In their article, Michael Arena Andras Vicsek John Golden, Ph.D. and Scott Hines, PhD, explore how cultural behaviours form and spread across organisations in three work modes: a physical environment, a remote environment, and a hybrid model. They find that prominent cultural behaviours tend to cluster in discernible patterns in each of these modes. The article discusses ways – and provides examples – on how to restore bridges between teams, harness influencers to facilitate change, engage exemplars to model desired behaviours, and reengage the hearts and minds of employees, to improve collaboration, wellbeing and outcomes. One example in the article describes how a large consumer products company launched a series of in-person events to restore bridging connections between their teams in parallel with a reengagement strategy to rebuild their employees’ sense of owning the company’s purpose. This enabled the company to increase connections by 37 percent and positive energy by 20 percent.
FIG 18: Shift of Positive Energy across Work Modes (Source: Arena et al)
DANIEL STILLMAN - The Four Quadrants of Employee Performance
In his essay, Daniel Stillman distils Shake Shack head honcho Danny Meyer’s Four Quadrants of Employee Performance to help explain how to harness the hiring, retention and development of talent to scale company culture intentionally. The four quadrants (see FIG 19) are: (1) Can and Will (“water these flowers”). (2) Can’t and Will (“coach them”). (3) Can’t and Won’t (“put the candle underneath their rear end”). (4) Can and Won’t (“The hardest one…”). For more from Danny Meyer, I recommend watching him in conversation with Adam Grant at the recent Wharton People Analytics Conference, where they discussed: The Hidden Potential of Frontline Workers.
FIG 19: The Four Quadrants of Employee Performance (Adapted by Daniel Stillman from Danny Meyer)
DIVERSITY, EQUITY, INCLUSION, AND BELONGING
ROUVEN KANITZ, MAX REINWALD, KATERINA GONZALEZ, ANNE BURMEISTER, YIFAN SONG, AND MARTIN HOEGL - 4 Ways Employees Respond to DEI Initiatives
In their article for Harvard Business Review, Rouven Kanitz Max Reinwald Katerina Gonzalez Anne Burmeister Yifan Song and Prof. Dr. Martin Hoegl present their research, which finds that employees respond to DEI initiatives in four ways (see FIG 20): excited supporters, calm compliers, torn shapers, and discontented opponents. The article outlines each of the four profiles, and provides guidance to managers on how they can use the typology to segment their employees, effectively understand the range of responses, and tailor specific interventions to address them.
FIG 20: The 4 Ways Employees Respond to DEI Initiatives (Source: Kanitz et al)
HR TECH VOICES
Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from July that I recommend readers delve into:
RYAN WONG - With AI, HR Faces A Choice: Get Onboard Or Risk Getting Left Behind – Ryan Wong, CEO of Visier Inc., provides a compelling set of reasons why HR needs to embrace AI: (1) It helps source talent, faster. (2) It frees up HR to focus on strategic HR. (3) It unlocks people insights that drive the business.
BEN WIGERT - The Strengths, Weaknesses and Blind Spots of Managers – Ben Wigert, Ph.D, MBA unveils the findings of a Gallup study to compare how managers think they are currently leading their team versus how employees say they are being managed (see FIG 21). Thanks to Hung Lee for highlighting in his Recruiting Brainfood newsletter.
FIG 21: Current State of Management: Employee vs. Manager Perspectives (Source: Gallup)
FRANCISCO MARIN - Unlocking the Power of Centrality Metrics in Organizational Network Analysis – Francisco Marin of Cognitive Talent Solutions breaks down centrality metrics, and how they can be leveraged to make ONA more actionable and impactful.
CULTURE AMP - HR’s complete performance management guide – A hugely comprehensive Culture Amp guide on the what, the why, and the how of performance management. Thanks to Jodie Evans for highlighting.
FIG 22: The building blocks of performance management (Source: Culture Amp)
JOSEPH IFIEGBU - How do you ensure ethical practices in the implementation of People Analytics in your organization? – An insightful post – and meme (see FIG 23) – by Joseph Ifiegbu, CEO at eqtble, on people analytics, trust and ethics.
FIG 23: Source – Joseph Ifiegbu
PODCASTS OF THE MONTH
In another month of high-quality podcasts, I’ve selected five gems for your aural pleasure: (you can also check out the latest episodes of the Digital HR Leaders Podcast – see ‘From My Desk’ below):
DAVE ULRICH, BOB EICHINGER, AND ALLAN CHURCH – The Science of Talent Management – In an episode of the Future of HR podcast, Dave Ulrich, Bob Eichinger and Allan Church, Ph.D. join host JP Elliott, PhD to discuss the ‘knowing-doing’ gap in talent management, and why skills-based organisations are an incomplete method of talent management.
AARON DE SMET AND BROOKE WEDDLE - Gen AI talent: Your next flight risk - On an episode of The McKinsey Podcast, Aaron De Smet and Brooke Weddle talk to Lucia Rahilly about what workers who regularly use GenAI want most, as well as practical steps leaders can take now to keep them happy and engaged.
KIM SCOTT - Radical Respect in Polarized Times: Strategies for Leaders – Kim Scott, author of Radical Candor joins Lars Schmidt in an episode of Redefining Work to discuss the workplace application of ‘Radical Candor’, and the genesis of her latest work and book – Radical Respect, intended as a precursor to her initial book.
BRADFORD WILLIAMS - How People Analytics Can Transform or Destroy Your Workplace - Bradford Williams, Head of People Analytics at Northwestern Mutual, joins Christopher Rainey on the HR Leaders podcast to explore the pivotal role of managers in shaping culture, the impact of technology on HR, the significance of strong organisational networks, and the role of people analytics in enhancing business outcomes.
RICHARD ROSENOW - People Data Supply Chain, One Model, and The Power of No – Richard Rosenow joins hosts Cole Napper and Scott Hines, PhD on Directionally Correct to discuss the people data supply chain and its impact on people analytics.
VIDEO OF THE MONTH
TIM PEFFERS – How to measure productivity
For those of you who haven’t consumed Random Walks in HR, along with Heather Whiteman, Ph.D., Tim Peffers produces the best video blogs in the people analytics field. In this video, Tim builds on his premise that “people analytics will never deliver on its promise without being able to measure individual productivity”, by presenting his proposal to develop a new metric – Productivity Against Replacement (PAR), which as Tim explains is inspired by Bill James’ WAR (Wins Above Replacement) metric.
BOOK OF THE MONTH
MARTIN R. EDWARDS, KIRSTEN EDWARDS, AND DAISUNG JANG – Predictive HR Analytics: Mastering the HR Metric
Having a third edition of a book published is an impressive achievement – and testament to the quality of material. In this third edition of Predictive HR Analytics, Martin Edwards, Kirsten Edwards, and Daisung Jang provide a clear, practical and accessible framework for understanding people data, flourishing with people analytics, and using advanced statistical techniques. Predictive HR Analytics has been adopted by more than 20 universities across the world as a core or recommended text in HR and business analytics courses, and it’s clear to see why.
FROM MY DESK
July saw the first four episodes of series 40 of the Digital HR Leaders podcast, which is kindly being sponsored by our friends at HiBob – thanks to Louis Gordon. Additionally, July also saw the publication of a new article in Workday’s Smart CHRO magazine.
PATRICK EVENDEN - How people data empowers today’s CHRO – Writing for Workday’s Smart CHRO magazine, Patrick Evenden draws on my presentation from Workday Rising, where I discussed the need for CHROs to leverage people data and bolster their HR teams’ data literacy. Thanks to Sophie Barnes.
JOHN WINSOR - Addressing the Global Skills Shortage with Open Talent Strategies – John Winsor, co-author of Open Talent and Chairman of Open Assembly, joined me to discuss the three-legged stool ‘Open Talent’ framework: internal talent marketplaces, external talent clouds, and open innovation.
MAUREEN DUNNE - HR Strategies for Embracing Neurodiverse Talent – Maureen N. Dunne, Ph.D., author of The Neurodiveristy Edge, discusses why prioritising a neurodivergent culture is essential amidst the acceleration of digital transformation.
NIRIT PELED-MUNTZ - Evolving Culture & Employee Experience in Fast-Growth Companies – HiBob’s Chief People Officer, Nirit Peled-Muntz, joins me to share HiBob’s remarkable growth journey, explaining how the culture has evolved, how the North Star of world-class employee experience has been maintained, and how the HR team has played a pivotal role in the development of HiBob’s technology platform.
HEIDI MANNA - How to Create a Flexible Work Model That Enhances Inclusion and Employee Experience – Heidi Manna, Chief People Officer at Jazz Pharmaceuticals, joins me to share details about the company’s Flexible Work Model. She discusses why the company shifted to a flexible work model and the improvements seen as a result in hiring, employee experience and inclusion.
We have a pretty strong belief that a flexible work model benefits the business and our ability to serve our patients, and it allows employees to have a better work-life integration experience as well.
LOOKING FOR A NEW ROLE IN PEOPLE ANALYTICS OR HR TECH?
I’d like to highlight once again the wonderful resource created by Richard Rosenow and the One Model team of open roles in people analytics and HR technology, which now numbers over 500 roles – and has now been developed into a LinkedIn newsletter too
THANK YOU
Olimpiusz Papiez for explaining how we can optimise our organisation's structure for greater efficiency, which was inspired by my conversation with Armand Sohet on the Digital HR Leaders podcast episode: Painting the Future of HR with AI, Analytics and Curiosity.
Huma HR for including the Digital HR Leaders podcast in their list of 10 HR Podcasts for the Summer, which also included podcasts hosted by Laurie Ruettimann, Damon Klotz and Lucy Adams.
Thomas Kohler for including the June edition of Data Driven HR Monthly in his round-up of resources for HR professionals.
Alejandra Barbarelli for recommending the June edition of Data Driven HR Monthly, and for her kind words about my content curation.
Judy Albers for summarising some of the highlights from the June edition of Data Driven HR Monthly.
Veronika Birkheim, whose post: “People analytics must be easy to use…” was inspired by the Digital HR Leaders podcast episode with Dirk Jonker: Driving Business Transformation with Advanced People Analytics
K Nair for including me in his list of 11 Influential HR Leaders, which included others that inspire me including: Laszlo Bock, Adam Grant and Josh Bersin.
Thinkers360 for including the Digital HR Leaders podcast in their List of Top Podcasts.
Anastasia Mizitova, SHRM-SCP, CPCC for her post sharing a resource from a special edition of the Insight222 Digital HR Leader newsletter: Essential Summer Reads.
Finally, a huge thank you to the following people who shared the June edition of Data Driven HR Monthly. It's much appreciated: David Balls (FCIPD) Mukesh Jain Amardeep Singh, MBA Phil Inskip Kalifa Oliver, Ph.D. Jacqui Brassey, PhD, MA, MAfN (née Schouten) Sophie Merckelbach Alison Doyle Gord Johnston MA, BHJ, BA, CHRP Asanka Gunasekara (PhD) Jayashree Shivkumar Andrews Cobbinah, MLPI, ACIHRM Henrik Håkansson Irakli Dadiani Jaqueline Oliveira-Cella Tamano Yamanaka Shay David Erin Fleming Louise Baird Bilal Laouah Jeff Wellstead Aravind Warrier Greg Newman Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Susan Knolla Danielle Farrell, M.A. Alison Ettridge Adam Tombor (Wojciechowski) Roshaunda Green, MBA, CDSP, Phenom Certified Recruiter Karla Chavez Gomez Jay Polaki⚡️ SHRM-SCP/SPHR Dan Riley Emily Killham Rashleen Kaur Arora Kouros Behzad Nick Jesteadt Ken Oehler Juan Ignacio Perez Collado Jose Luis Chavez Vasquez Deviprasad Panda Swechha Mohapatra (IHRP-SP, SHRM-SCP, CIPD) Catriona Lindsay Debbie Harrison Neeru Monga Aurélie Crégut Faiza Tasneem(Associate CIPD) David Hodges Irada Sadykhova Yukiko Hosomi? David McLean Andrii Suslenko Gary Parilis Maria Alice Jovinski Erik Samdahl Tristan Hack Adam McKinnon, PhD. Kerrian Soong Dr. Peter Schulz-Rittich Timo Tischer Martijn Wiertz Shuba Gopal Martha Curioni Tobias W. Goers ツ Galo Lopez Noriega Patrick Coolen Brian Heger Hanadi El Sayyed Marcela Niemeyer Alicia Roach Dawn Klinghoffer Heather Muir Selina Millstam Dave Millner Dan George Nick Lynn Marc Voi Chiuli. (MSc. HRM. Assoc CIPD. MIHRM.) Ankit Saxena, MBA Volker Jacobs David Simmonds FCIPD Amit Mohindra Andrew Pitts Burak Bakkaloglu Malgorzata Langlois Isabel Naidoo David van Lochem Diane Gherson Marino Mugayar-Baldocchi Neha Asthana Irene Wong Jaejin Lee Anna A. Tavis, PhD Doug Shagam Geetanjali Gamel Matt Elk Tina Peeters, PhD Barry Swales Bob Pulver David Duewel Matt Higgs MBA FCIPD Meghan M. Biro Sebastian Knepper Kathleen Kruse Dorothy Dalton Kate Graham Laura Thurston Søren Kold Jacob Nielsen Ralf Buechsenschuss Nicole Hazard Tatu Westling Sue Lam Chris Lovato Joseph Frank, PhD CCP GWCCM Tom Morehead PCC,MBA,SPHR Ian OKeefe Lina Makneviciute RJ Milnor Nicole Lettich Mariana Saintive Sousa Jon Kirchhoff Roberto Amatucci Christopher Rosett Rebecca Thielen Morten Hartvig Berg John Gunawan Soumya Bonantaya MBA MS SWP Ronald Schep Daorong Lin Abhilash Bodanapu Morgan Baldwin Jack Liu Sanja Licina, Ph.D. Piyush Mehta Sebastian Kolberg Jaap Veldkamp Craig Starbuck, PhD Sukumaran Mariappan Felipe Jara Michal Gradshtein Dave Fineman Stephen Hickey Gal Mozes, PhD Agnes Garaba Emily Pelosi, PhD Kelly Satterfield Laurent Reich Brandon Roberts Lewis Garrad Danielle Bushen Nick Hudgell Andrew Kilshaw Higor Gomes Pietro Mazzoleni Marcela Mury Giovanna Constant Mia Norgren Ohad Geron
ABOUT THE AUTHOR
David Green ?? is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work. As Managing Partner and Executive Director at Insight222, he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 90 global organisations. Prior to co-founding Insight222, David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics. David also hosts the Digital HR Leaders Podcast and is an instructor for Insight222's myHRfuture Academy. His book, co-authored with Jonathan Ferrar, Excellence in People Analytics: How to use Workforce Data to Create Business Value was published in the summer of 2021.
MEET ME AT THESE EVENTS
I'll be speaking about people analytics, the future of work, and data driven HR at a number of upcoming events in 2024:
September 11 - Productivity, Purpose, and Profit: How to thrive in ‘25 (London)
September 16-19 - Workday Rising (Las Vegas)
September 24-26 - Insight222 Global Executive Retreat (Colorado, US) - exclusively for member organisations of the Insight222 People Analytics Program
October 2-3 - People Analytics World (New York)
October 16-17 - UNLEASH World (Paris)
October 22-23 - Insight222 North American Peer Meeting (hosted by Workday in Pleasanton, CA) - exclusively for member organisations of the Insight222 People Analytics Program
November 12-14 - Workday Rising EMEA (London)
November 19-20 - Insight222 European Peer Meeting (hosted by Merck in Darmstadt, Germany) - exclusively for member organisations of the Insight222 People Analytics Program
More events will be added as they are confirmed.
【评选】2024北美华人人力资源年度大奖提名开始，期待您的参与！北美华人人力资源协会（North American Chinese Society of Human Resource，简称 NACSHR）于2024年7月正式启动2024北美华人人力资源年度大奖（2024 North American Chinese Human Resource Awards）评选。我们的使命是发掘和表彰华人HR在人力资源管理领域的卓越实践，认可在专业领域表现杰出的华人HR经理人、HR管理团队和HR服务机构。通过这一享有盛誉的评选活动，我们致力于展示华人HR的专业能力和贡献，提升华人人力资源品牌及其在职场的影响力，促进行业的交流、发展和进步。
NACSHR2016年发起成立，一直致力于搭建华人HR专业交流和发展的平台，更好的帮助和团结在北美的华人人力资源工作者以及在北美职场的华人。我们相信通过本次评选活动将发掘更多优秀的华人HR专业人士和管理人员、服务机构，可以树立良好的典范，激励同行，推动所在行业持续发展！
2024北美华人人力资源年度大奖是卓越和成就的象征，为组织和个人提供了在全球范围内获得认可的平台。赢得这一奖项不仅代表着在行业内的卓越表现、创新和成功，还能激励其他人追求卓越，设定新的基准。
通过2024北美华人人力资源年度大奖，NACSHR致力于表彰和鼓励在职场上展现出色的华人HR专业人士和机构，促进华人在北美职场的交流、合作与发展。
诚挚邀请参与2024北美华人人力资源年度大奖的提名
2024北美华人人力资源年度大奖奖项设置
▶面向华人优秀的HR和HR团队
2024 Best HR Practice Award （2024最佳人力资源实践奖）
2024 Best HR Leader Award（ 2024最佳人力资源经理人奖）
2024 Best HR Team Award（2024最佳HR团队奖）
▶面向华人HR服务机构及其创业者
2024 Best HR Entrepreneur Award（2024最佳人力资源创业者）
2024 Best HR Service Provider Award（2024最佳人力资源服务机构）
2024 Innovative HR Service Provider Award（2024创新人力资源服务机构奖）
评选对象
2024年北美华人人力资源年度大奖面向华人HR、HR团队、华人人力资源科技或服务群体设置不同的细分奖项，参评的主体更加丰富和多元化，并提升更广泛的行业和职场影响力；
·北美地区华人HR专业人士或者HR管理团队
·为北美华人HR同仁提供人力资源产品或服务的华人人力资源机构或创业者
评选流程
评选启动：7月18日
报名阶段：7月18日至9月15日
评审阶段：9月15日至10月1日
颁奖典礼：10月5日 周六 加州硅谷
参与提名链接：https://www.nacshr.org/Survey/F618BF01-8AC0-8CC8-E821-4A59C7763DE3
具体流程：
1.提名登记，支付评审费用
2.收到提名后内部初步审查，预计3-5个工作日
3.内部审查通过后，需要提交参评案例
4.专家评审和工作人员回访
5.大众评审和综合评审
6.颁奖典礼，现场表彰及留念
评审服务费用：500美元，包含NACSHR年度晚宴门票一张
同一个组织或个人增加一个奖项提名，需增加 150 美元评审服务费
*评审服务费是为奖项评选的行政服务提供支持，包含奖项策划，推广，评审、晚宴及物料组织成本。
注意
1.参评申请一经提交，可在截止日期前撤回。请注意，申请费是一次性的将不予退还。
2.提交评选申请的主体需在北美地区有团队或公司；如果您意向为您的客户提交评选，我们建议您客户自行提交申请信息。
3.初审通过后需根据申请的奖项提供实践案例（企业实践、机构实践、个人实践）作为佐证信息。
参与奖项评选的收益
参与北美华人人力资源协会年度评选为个人和机构带来了诸多收益。以下是一些关键优势：
1. 荣誉与声望：赢得北美华人人力资源协会奖项是一项极具声望的荣誉，能够提升您的行业声誉和信誉。它将您与竞争对手区分开来，突显您的领导力和创新精神。
2. 曝光与可见性：该评选计划为您的品牌、产品或服务提供了宝贵的曝光机会，能够吸引行业专业人士和潜在客户的关注，开启新的机遇、合作和伙伴关系。
3. 卓越的验证：北美华人人力资源协会奖项是对您辛勤工作、奉献和成功的外部认可，证明您在您的领域中表现卓越并产生了积极影响。
4. 交流机会：参与评选可以让您与多元化的行业专业人士、思想领袖和影响者建立联系和互动，创造有助于新业务联系、合作和伙伴关系的网络机会。
5. 学习与对标：北美华人人力资源协会奖项为您提供了向行业内最佳实践学习的平台。通过研究和对标其他优秀的参赛作品，您可以获得洞察、启发和最佳实践，从而推动组织内部的持续改进和创新。
6. 员工士气与动力：通过北美华人人力资源协会的认可可以提升员工士气和动力。这种认可能激发员工的自豪感和成就感，进而提高员工满意度、留存率和忠诚度。
7. 营销与推广：作为北美华人人力资源协会评选的参与者或获奖者，您可以利用这一认可来增强您的营销活动、网站、社交媒体、新闻稿和其他沟通渠道，吸引更多的客户和利益相关者。
参与北美华人人力资源协会年度评选能够为您的专业声誉、业务增长和行业地位带来积极影响，是展示您成就并获得应有认可的宝贵机会。
奖项评选的影响力与影响
赢得北美华人人力资源协会奖项对个人或组织的成功有着重要的影响力和影响。以下是一些关键方式：
1. 行业认可：赢得北美华人人力资源协会奖项将您定位为行业内公认的领导者和创新者，建立信誉并增强您的声誉，使您更容易吸引新客户、合作伙伴、投资者和其他利益相关者。
2. 品牌可见性提升：获奖所带来的认可和宣传能显著提升您的品牌可见性，打开媒体报道、演讲机会和行业活动的大门，使您能够接触更广泛的受众并获得宝贵的曝光。
3. 竞争优势：赢得北美华人人力资源协会奖项赋予您相对于竞争对手的竞争优势，证明您的卓越表现、产品或服务的优越性，有助于在竞争激烈的市场中吸引和留住客户。
4. 客户信任与忠诚：北美华人人力资源协会奖项是卓越和质量的象征，通过获奖，您能够获得现有客户的信任和忠诚，并吸引新客户。客户更倾向于选择获得认可的企业。
5. 员工动力与参与：赢得北美华人人力资源协会奖项可以提升员工士气和动力，认可他们的辛勤工作和奉献，激发自豪感和成就感，从而提高员工参与度、生产力和留存率。
6. 商业机会与合作伙伴关系：与北美华人人力资源协会奖项相关的认可和声誉可以为新商业机会和合作伙伴关系打开大门，吸引潜在的投资者、合作伙伴和战略伙伴，他们希望与成功和创新的组织结盟。
7. 持续改进与创新：赢得北美华人人力资源协会奖项证明您对卓越的承诺，鼓励组织内部的持续改进和创新。这种认可可以成为进一步增长的催化剂，激励您不断突破界限，追求更大的成就。
赢得北美华人人力资源协会奖项的影响力和影响不仅限于即时的认可，它可以塑造您的职业或业务轨迹，对您的声誉、品牌和行业成功产生持久的积极影响。
附录其他常见问题和如何赢得大奖
*北美地区包含加拿大、美国、墨西哥、危地马拉、萨尔瓦多、伯利兹、 洪都拉斯、尼加拉瓜、哥斯达黎加、巴拿马、巴哈马、古巴、牙买加、海地、多米尼加共和国、安提瓜和巴布达、多米尼加联邦、圣卢西亚、圣文森特和格林纳丁斯、巴巴多斯、格林纳达、特立尼达和多巴哥、圣克里斯托弗和尼维斯联邦等２３个独立的国家。
为什么要收取评审服务费？
评审服务费的收取是为了支持奖项评选过程中的各项行政服务成本。
以下是主要原因：
行政费用：管理和执行一个高质量的奖项评选需要大量的行政工作，包括申请的接收和处理、参赛者的沟通和协调等。这些都需要专业的行政支持。
营销和广告：为了确保奖项能够得到广泛的认可和参与，我们需要进行有效的市场营销和广告宣传。这些费用涵盖了在线推广、印刷材料以及媒体合作等方面。
活动策划和制作：奖项评选活动需要精心策划和组织，包括评审过程的安排、评审会的举办以及颁奖晚宴的策划和执行。所有这些环节都需要投入大量的时间和资源。
评审成本：为了确保评选过程的公平和专业，我们会有评审嘉宾和公开投票等环节
晚宴及物料组织：颁奖晚宴是整个评选活动的重要环节，包括场地租赁、晚宴餐饮、奖杯制作、纪念品准备等，都需要相应的费用支持。
参与一个NACSHR奖项评选计划的费用，应被视为企业品牌和声誉的一项有价值的投资。通过获奖，企业可以向客户、合作伙伴和更广泛的商业社区展示其卓越表现，这有助于提升企业的知名度和可信度。
因此，评审服务费被许多企业视为业务运营的一部分，是对其长期成功的一项投资。通过支付这笔费用，企业不仅能够参与到一个高质量的奖项评选中，还能够获得品牌推广和业务增长的机会。
如何赢得2024北美华人人力资源年度大奖
赢得2024北美华人人力资源年度大奖需要在各自的类别中展示卓越和创新。
以下是一些可能增加您获奖机会的步骤：
了解奖项类别和评选标准
熟悉奖项类别：了解各奖项类别，如2024最佳人力资源实践奖、2024最佳人力资源经理人奖、2024最佳HR团队奖、2024最佳人力资源创业者奖、2024最佳人力资源服务机构奖和2024创新人力资源服务机构奖。
评选标准：确保您的公司、产品、个人或团队成就符合奖项的评选标准和目标。
突出您的成就
清晰展示成就：明确且有效地传达您的成就和成果，展示其如何满足或超越奖项的评选标准。每个类别只需提名一项关键成就。
突出影响力：强调您的成就对组织、行业或社区产生的积极影响。
收集支持性证据
提供证据：为您的成就提供支持性证据，如客户推荐信、统计数据、案例研究和媒体报道，以证明您的卓越表现。
真实可信：确保所有提供的证据真实可信，能够客观支持您的申报内容。
提交强有力的申请
结构合理：提交一个结构清晰、专业的申请材料，有效展示您的成就并证明您符合奖项评选标准。
突出重点：在申请中突出您的关键成就和其独特性，确保评审委员能够一目了然。
合理的展示：你可以提交案例的文本版本，也可以是PPT版本，也可以是视频解说
寻求推荐
行业推荐：寻求行业专家、客户、合作伙伴和其他利益相关者的推荐，以增强您的申请力度。
多方支持：获得多方位的支持和认可，进一步证明您的卓越表现和行业影响力。
请记住，2024北美华人人力资源年度大奖竞争激烈，无法保证一定获奖。然而，按照以上步骤准备并提交强有力的申请材料，可以增加您因卓越成就而被认可的机会。
2024北美华人人力资源年度大奖奖项类别
面向华人优秀的HR和HR团队：
2024 Best HR Practice Award（2024最佳人力资源实践奖）
2024 Best HR Leader Award（2024最佳人力资源经理人奖）
2024 Best HR Team Award（2024最佳HR团队奖）
面向华人HR服务机构及其创业者：
2024 Best HR Entrepreneur Award（2024最佳人力资源创业者）
2024 Best HR Service Provider Award（2024最佳人力资源服务机构）
2024 Innovative HR Service Provider Award（2024创新人力资源服务机构奖）
希望这些步骤能够帮助您在2024北美华人人力资源年度大奖的评选中脱颖而出，获得应得的认可和荣誉。
专栏
2024年07月17日
专栏
【免费加入】HR采购指南-北美华人人力资源服务机构图谱开放登记中
New Opportunity: North American Chinese HR Service Companies Landscape Now Open for Registration, Setting a New Standard for Chinese HR Services in North America
我们诚挚邀请您加入北美地区最全面的华人人力资源服务机构图谱（North American Chinese HR Service Companies Landscape）。此图谱旨在助力HR服务机构树立强大品牌形象，帮助企业更高效地寻找专业HR服务。该图谱由北美华人人力资源协会（NACSHR）联合权威媒体全力打造。这将成为众多企业在北美地区采购HR服务的重要指南。
覆盖范围广泛
北美华人人力资源服务机构图谱将汇聚来自加拿大、美国、墨西哥等地的优秀华人人力资源服务机构，涵盖HR服务的各个方面，包括但不限于：招聘服务（猎头,RPO,校招等）、HR咨询培训、移民签证，劳动关系、薪酬福利、人力资源外包、薪酬外包、EOR、灵活用工等等。
参与机构条件
在北美地区设有实体和工作人员的HR服务机构均可参与。无论是华人创办的机构，还是客户对象包含华人公司，亦或是希望开拓企业市场的公司，皆欢迎加入。
加入NACSHR服务图谱的理由
加入NACSHR服务图谱将为您提供诸多好处：
品牌推广：通过NACSHR多个渠道展示您的品牌，提升品牌知名度。
客户获取：成为企业寻找HR服务的首选指南，带来潜在客户。
专业背书：与NACSHR和权威媒体合作，提升机构信誉和美誉。
市场拓展：扩大在北美地区的市场影响力。
如何加入
扫码登记：扫描提供的二维码登记相关信息。
点击链接：https://www.nacshr.org/map/Register/join
表现形式与收益
NACSHR服务图谱将以多种形式展示，包括图谱、海报、网页、短视频等，这些形式将确保您的品牌获得最大程度的曝光（部分形式仅限于VIP服务）。
北美华人人力资源服务机构图谱下载：https://www.nacshr.org/map/Index/download/
如何加入北美华人人力资源服务机构图谱
为了方便大家参与北美华人人力资源服务机构图谱，我们提供两种服务选择：
免费服务：适合所有希望加入的机构，只需要填写链接提交相关资料即可。
VIP服务：优惠：2000美元/年，3600美元/2年 包含诸多额外权益，是提升品牌的最佳选择。VIP服务将为您提供更全面的推广和支持，帮助您在竞争中脱颖而出。（2024年12月31日后，3000美元/年）
NACSHR图谱VIP服务权益：
· NACSHR图谱版本LOGO+简称展示，优先前排展示（其他仅为文字简称）
· 网页版本分类优先显示，LOGO展示，品牌形象好，实力展示
· 网页版本页面提供推荐的VIP徽章
· NACSHR推荐服务机构海报
· 客户需求优先对接
· NACSHR活动优先\优惠参加
覆盖人群
NACSHR服务图谱将覆盖北美地区的NACSHR用户和会员。我们将通过微信群、小红书、网站、LinkedIn等社交媒体渠道进行广泛传播，确保您的品牌信息触达更多潜在客户。
加入北美华人人力资源服务机构图谱，是提升品牌和拓展市场的绝佳机会。立即行动，抓住这次难得的机遇，成为众多企业信赖的HR服务提供者！
期待您的参与！
北美华人人力资源协会
North American Chinese Society of Human Resource, (known as NACSHR)
关于北美华人人力资源服务图谱
北美华人人力资源服务图谱（NACSHR Landscape）汇聚来自加拿大、美国、墨西哥等北美地区的顶尖华人人力资源服务机构，全面覆盖企业所需的各类HR服务。作为北美企业人力资源服务采购的权威指南，NACSHR图谱不仅是企业挑选优质服务伙伴的必备工具，更是服务机构展示品牌实力、拓展北美市场的绝佳平台。
NACSHR图谱将通过全方位、多渠道的广泛传播，精准触达北美地区的华人管理精英，成为企业开拓北美市场的首选资源。无论是本土扩张还是海外发展，NACSHR图谱都将助您抢占先机，赢得市场。加入NACSHR图谱，您的品牌将与北美最优秀的HR服务商齐名，共同引领行业未来！
常见问题
·哪些机构可以参与？
在北美地区有实体和工作人员的HR服务机构均可，华人创办或客户对象包含华人公司，希望开拓中企市场等
·为什么要加入NACSHR服务图谱？
太多理由！无论从品牌推广到获取客户，NACSHR服务图谱都是你不可错过的重要渠道
·如何加入？
请扫码登记，或者点击这里登记相关信息，并选择相关权益，所有服务为1年有效期
·图谱有哪些表现形式，收益有哪些？
多个形式，图谱、海报、网页、手册等诸多形式。
·是否需要支付费用？
为更广泛的参与，提供免费和VIP服务2种供选择。
VIP服务收费为2000美元（优惠价 原价3000美元/年），包含诸多权益，是你最佳的选择，当然你可以先从免费开始。
从收集整理到发布推广，都是需要相当成本。
·NACSHR服务图谱会覆盖哪些人群？
首先会覆盖北美地区NACSHR用户和会员，我们会通过诸多微信群、小红书、网站、LinkedIn等社交媒体等渠道发布和传播。
诸多推广海报，供参考
专栏
2024年07月14日
专栏
【报名事项】付款方式—欢迎参加NACSHR年度峰会，注意事项及付款方式，请查看相关信息（不断更新中）
hi您好，欢迎参加2024NACSHR年度峰会，相关信息如下，我们会不断更新！
时间：2024年10月5日-6日 周六周日，其中周六上午 8点开放签到,9点会议开始
地点：Crowne Plaza Silicon Valley North （ Union City） 如需预定酒店，直接拉到最下方查看
32083 Alvarado-Niles Rd. Union City CA 94587
10月5日周六第一天日程安排
10月6日周日第二天日程安排
会议详情：https://www.nacshr.org/2024.html （会不断更新）
付款方式如下：（为方便大家，特别提供2种付款方式）
因EventBrite手续费非常高，应大家要求，今年特别提供 Zelle 方式付款，收款人为本次会议运营负责人. 付款zelle地址为 gawain520@qq.com 或者扫码支付。支付时请memo处备注您的报名姓名及参会人数，感谢！ （这个是没有手续费的）
您可以选择通 Eventbrite的NACSHR会议链接进行报名和付费。报名及付费链接(https://nacshr10.eventbrite.com/) （注：Eventbrite 会收取一些手续费，信用卡或者美国之外的或如果无法使用zelle 建议可以使用，或者联系我们）
备注：如需银行账号转账或企业支付，或写支票，请直接联系我们获取详细信息（nacshr818@gmail.com）
如果人民币支付，请添加客服联系沟通。
NACSHR会议费用供参考：
费用：400美元/人 优惠票 （10月4日前报名支付） 现场门票 500美元。
晚宴：150美元/人（不单独销售，需购买门票，名额有限，售完为止 参与者为分享嘉宾、特邀专家、VIP参会等40人规模）
如有嘉宾推荐，可以根据优惠券扣除相关金额。
————————————————————————————————————————————
备注：
· 如果您有HR职位招聘，可以点击这里免费发布：https://www.nacshr.org/job
如果有任何问题可以联系我们：
联系人：Annie 邮件： nacshr818@gmail.com 网站：https://www.nacshr.org
*报名收到此邮件，意味着您已经报名参加NACSHR及合作伙伴主办的论坛，亦表示您已经清晰了解参会注意事项和用户隐私条款等事宜。
若非本人报名，请邮件告知：nacshr818@gmail.com
会议酒店：Crowne Plaza Silicon Valley North （ Union City）
32083 Alvarado-Niles Rd. Union City CA 94587
如需住宿，可以使用以下链接预定或者直接通过携程预定
点击这里可以直接预定酒店: ( https://www.ihg.com/crowneplaza/hotels/us/en/find-hotels/select-roomrate?fromRedirect=true&qSrt=sBR&qIta=99801505&icdv=99801505&qSlH=SFOUC&qCiD=04&qCiMy=092024&qCoD=06&qCoMy=092024&qGrpCd=NAZ&qAAR=6CBARC&qRtP=6CBARC&setPMCookies=true&qSHBrC=CP&qDest=32083%20Alvarado-Niles%20Road,%20Union%20City,%20CA,%20US&srb_u=1&qChAge=&qRmFltr= )
专栏
2024年07月07日
专栏
David Green：The best HR & People Analytics articles of June 2024
David Green整理了最近的HR和PA的文章，其实最近也不仅仅是这方面的内容了，推荐大家可以了解看看，文章谈到了一些内容可以简单了解下：
Justin Taylor, Keith Sonderling, Guru Sethupathy的演讲
总结: 讨论了人员分析生态系统的最新进展和未来趋势。
Insight222研究报告《构建人员分析生态系统：运营模式v2.0》预览
总结: 探讨了如何构建和优化人员分析的运营模式。
TechWolf完成4275万美元B轮融资
总结: 该融资将进一步推动其在AI和人员分析领域的发展。
Mercer和MIT发布的《技能策略指南》
总结: 解释了为什么技能应成为重新思考工作的首要任务，以及如何在AI时代克服挑战。
关于混合工作模式对员工保留和生产力的影响研究
总结: 混合工作提高了员工满意度并减少了离职率。
组织网络分析（ONA）的应用
总结: ONA能够揭示传统组织图中缺失的协作和决策影响，有助于优化工作场所策略。
Insight222的网络研讨会《HR和人员分析中的AI应用》
总结: 探讨了AI在HR和人员分析中的应用及其影响。
McKinsey关于生成式AI的研究
总结: 生成式AI的采用激增，为组织带来了可衡量的业务价值。
Mark Mortensen和Amy Edmondson关于重新定义办公室返工对话的文章
总结: 提供了领导者如何通过重新定义对话来平衡面临面的工作和灵活工作的策略。
Rashleen Kaur Arora关于制定平衡组织和员工需求的返工策略的文章
总结: 提供了如何通过证据和员工反馈制定有效的返工策略的案例。
Pietro Mazzoleni关于HR中生成式AI的应用
总结: 讨论了根据数据成熟度做出明智选择的重要性。
Greg Newman关于AI聊天机器人的员工旅程
总结: 阐述了如何通过使用员工旅程语言来最大化数字工人的价值。
Martijn Wiertz关于生成式AI重新定义工作设计的文章
总结: 提出了一个愿景，即生成式AI帮助我们重新定义工作设计，创造更多时间用于重要任务。
Max Blumberg关于AI时代的人员分析职业的文章
总结: 探讨了在AI时代保持相关性的技能需求及其透明性。
Scott Latham和Beth Humberd关于自动化对工作的四种影响的文章
总结: 讨论了基于价值类型和交付方式的工作响应自动化的四种方式。
Deloitte团队关于组织网络分析（ONA）的文章
总结: 讨论了ONA在测量员工绩效和优化工作场所策略中的应用。
Dave Hodges关于基于研究的HR决策的文章
总结: 强调了基于证据的HR决策的重要性。
Henrik Håkansson关于人员分析中的“错失恐惧症”的文章
总结: 将“错失恐惧症”概念应用于人员分析领域。
Amit Mohindra关于“72法则”的文章
总结: 提供了一个解释增长率的关键参数的简单方法。
Louise Baird关于机器学习及其在人员分析中的应用
总结: 解释了监督学习和非监督学习在人员分析中的应用。
Martha Curioni关于将可解释的AI引入HR流程的文章
总结: 提供了在招聘、预测离职和评估晋升准备度等HR流程中应用可解释AI的例子。
Nick Jesteadt和Erin Fleming关于人员分析领域前沿问题的文章
总结: 强调了生产力、技能和产品化等人员分析中的常见主题。
Christopher Rosett关于人员分析立方体的文章
总结: 介绍了人员分析立方体的概念及其应用。
Willis Jensen关于寻找人员分析工作的文章
总结: 分享了关于如何成功过渡到新角色的见解和策略。
Gregory Vial, Julien Crowe和Patrick Mesana关于高级分析中的数据隐私风险管理的文章
总结: 介绍了五种数据隐私保护方法及其对数据可用性的影响。
Cathy O’Neil, Jake Appel和Sam Tyner-Monroe关于算法风险审计的文章
总结: 提供了帮助组织评估其AI工具和算法的简单框架。
Öykü Işık, Amit Joshi和Lazaros Goutas关于生成式AI风险管理的文章
总结: 提供了管理四种生成式AI风险的蓝图。
Josh Bersin关于首席人力官（CHRO）角色演变的文章
总结: 强调了CHRO在C-suite中的重要性及其角色的多学科性。
Jeanne Meister关于未来HR工作角色的文章
总结: 介绍了未来十年HR领域的十三个新兴工作角色。
Naomi Verghese关于HR技能提升的文章
总结: 分享了HR专业人员在数据咨询和沟通方面所需的关键技能。
MIT和Mercer关于技能驱动型组织的报告
总结: 探讨了在AI时代，技能驱动型组织的重要性及其益处。
Business Roundtable关于基于技能的内部流动白皮书
总结: 提供了推动技能验证和连接人员与机会的战略。
Microsoft关于混合工作环境中新员工入职的研究
总结: 强调了角色职责、反馈和资源对新员工成功的重要性。
Dave Ulrich关于绩效管理的文章
总结: 提出了一个四步流程来改善绩效管理系统。
Erin Meyer关于构建有效企业文化的文章
总结: 提供了六条指导原则，帮助管理者应对文化建设的挑战。
Rob Cross和Katheryn Brekken关于团队网络效应的研究
总结: 发现80%的团队未能达到其生产力潜力，并提供了提高团队绩效的六种策略。
Shujaat Ahmad关于AI对生产力和繁荣的影响的文章
总结: 提倡从生产力优先转向繁荣优先的AI模型，以促进公平和可持续发展。
BCG关于女性技术领导者在生成式AI中的领先地位的研究
总结: 发现高级女性技术领导者在生成式AI的采用方面领先于男性同行。
Richard Rosenow关于人员分析新兴趋势的文章
总结: 分享了人员分析领域的六大新兴趋势。
Alicia Roach关于战略性劳动力规划的文章
总结: 讨论了战略性劳动力规划在业务成功中的重要性。
Annie Dean关于团队状态的报告
总结: 发现使用AI的团队在协作方面表现更好。
Shay David关于HR技术从自动化到增强的演变的文章
总结: 解释了HR技术如何增强人类能力和丰富员工体验。
I’m putting the finishing touches to June’s Data Driven HR Monthly in the airport lounge at Minneapolis-St Paul after a successful peer meeting for more than 50 North American members of the Insight222 People Analytics Program. The two-day peer meeting featured speakers including: Justin Taylor Keith Sonderling Guru Sethupathy and a collaboration between Bennet Voorhees and Eunice Ok. We also previewed the soon-to-be-published Insight222 research study: Building the People Analytics Ecosystem: Operating Model v 2.0 (click on the link to register to receive a copy).
Other highlights in June included:
We also ran a peer meeting for European members of the Insight222 People Analytics Program, which was hosted by Nestlé and featured sessions run by Nataliya Filonenko Michael Cox Alex Browne Thomas Tchako Nowe Piyush Mathur Jack Liu and Martin Janhuba.
We delivered an Insight222 webinar on AI in HR and People Analytics, which featured Andrew Elston Justin Shemeley and Jasdeep Kareer, PhD (née Bhambra). Watch the recording here.
In the HR Tech space, TechWolf announced a new $42.75m round of Series B funding. Congrats to Andreas De Neve ? Mikaël Wornoo? Jeroen Van Hautte ? and the team.
Welcome to the more than 2000 new subscribers to the Data Driven HR Monthly newsletter, who joined in the last month.
This edition of the Data Driven HR Monthly is sponsored by our friends at Mercer
Strategic Shift: Skills-Powered Organizations in the Age of AI
Forty-four percent of workers’ skills will be disrupted by technology in the next five years.*
To thrive through this disruption, businesses must adapt their operating models to perpetually reinvent themselves as demand for skills ebbs and flows with greater velocity and volatility.
The next-generation organization will be at the forefront of this strategic shift toward making skills the currency of work, cultivating a culture of talent sharing, automating work to take mundane tasks off employees’ hands, augmenting human creativity with AI, and reshaping the entire talent life cycle.
Find out how to make the shift to a skills-powered organization
The new Skills Strategy Guide from Mercer and MIT SMR Connections explores:
Why skills should be a top priority in rethinking work in the age of AI
The obstacles that stand in the way
Practical steps to overcome challenges and reap the rewards
Learnings from Standard Chartered Bank’s skills journey
How to build a skills-powered approach to work
Read the Strategy Guide
*Source: The World Economic Forum’s 2023 Future of Jobs report
To sponsor an edition of the Data Driven HR Monthly, and share your brand with close to 130,000 Data Driven HR Monthly subscribers, send an email to dgreen@zandel.org.
Heartfelt thanks to Richard Rosenow
It’s ten years since I published the first edition of the Data Driven HR Monthly (which featured pioneers like Luk Smeyers Andrew Marritt Ian OKeefe Jonathan Ferrar and Greta Roberts). Unbeknown to me, Richard Rosenow organised a wonderful surprise – see here. It’s such a kind gesture - thank you Richard and the One Model team for creating this and the 100 people - friends, colleagues, clients, and peers - many of whom have inspired me in my journey in the wonderful world of people analytics. Thank you too to my colleagues at Insight222 - and everyone who has contributed to the Data Driven HR Monthly over the last decade.
Share the love!
Enjoy reading the collection of resources for June and, if you do, please share some data driven HR love with your colleagues and networks. Thanks to the many of you who liked, shared and/or commented on May’s compendium (see Thank You section at the end of this issue).
If you enjoy a weekly dose of curated learning (and the Digital HR Leaders podcast), the Insight222 newsletter: Digital HR Leaders newsletter is published every Tuesday – subscribe here.
HYBRID, GENERATIVE AI AND THE FUTURE OF WORK
MCKINSEY - The state of AI in early 2024: Gen AI adoption spikes and starts to generate value
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 FIG 1). (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 (see FIG 2). (Authors: Alex Singla Alexander Sukharevsky Lareina Yee and Michael Chui with Bryce Hall)
FIG 1: Organizations most often see meaningful cost reductions from generative AI use in HR and revenue increases in supply chain management (Source: McKinsey)
FIG 2: Organizations seeing the largest returns from generative AI are more likely than others to follow a range of best practices (Source: McKinsey)
MARK MORTENSEN AND AMY EDMONDSON - 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: (1) Acknowledge the bind and be patient. (2) Focus on mutual value, not just organisational benefits. (3) Approach the process as data-driven, co-created, iterative learning. For more on this topic, listen to Mark in conversation with me on the Digital HR Leaders podcast: How to Foster Collaboration Within Hybrid Working Teams.
RASHLEEN ARORA - Design a Return-to-Office Strategy That Balances Organizational and Employee Needs
It’s becoming increasingly evident that rigid return-to-office (RTO) mandates can backfire by antagonising employees and impacting retention. Rashleen Kaur Arora presents Gartner research that outlines how HR leaders can craft a RTO strategy that balances organisational objectives with employee buy-in. The article includes a powerful case study on how Scotiabank implemented an evidence-based hybrid RTO model (see FIG 3).
FIG 3: Scotiabank’s role aligned hybrid personas (Source: Gartner)
PIETRO MAZZOLENI - Generative AI in HR: making smart choices depending on your data maturity | GREG NEWMAN - What's the employee journey of an AI chatbot? | MARTIJN WIERTZ - How will we use GenAI to redefine our Work Design: Creating Great Places to Be | MAX BLUMBERG - Saving your People Analytics Career in the Face of AI | SCOTT LATHAM AND BETH HUMBERD - Four Ways Jobs Will Respond 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.
June saw a plethora of insightful reads about the impact of AI on HR and people analytics, so I’ve gathered five together here along with a prescient piece from 2018 on the professions most susceptible to automation. (1) Pietro Mazzoleni examines the importance of data maturity when it comes to the successful adoption of GenAI solutions in HR. (2) Greg Newman outlines why using the language of the employee journey will help your organisation maximise the value you gain from digital workers. (3) 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 (see FIG 4). (4) 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. (5) 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 FIG 5).
FIG 4: Source – Martijn Wiertz
FIG 5: Which Professions Are Most Vulnerable to Automation? (Source: Latham and Humberd)
PEOPLE ANALYTICS
MAYA BODAN, DON MILLER, SUE CANTRELL, GARY PARILLIS, AND CARISSA KILGOUR - Harnessing organization network analysis (ONA): Measure workforce performance and optimize strategies
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.
FIG 6: ONA can help uncover collaboration within an organisation (Source: Deloitte)
DAVE HODGES - Facts Over Fads: HR Decisions Grounded in Research |HENRIK HÅKANSSON - People Analytics: The fear of missing out | AMIT MOHINDRA - The "Rule of 72": A Gentle Reminder | LOUISE BAIRD - Machine Learning and its Applications in People Analytics | MARTHA CURIONI - Building Explainable AI Into HR Processes | NICK JESTEADT AND ERIN FLEMING - People Analytics Frontiers aka Why are We Asking the Same Questions Again? | CHRISTOPHER ROSETT - The People Analytics Cube
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 a collection of articles by people analytics leaders. These act as a spur and inspiration to the field. Seven are highlighted here. (1) 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 FIG 7). (2) Henrik Håkansson applies the popular concept of “fear of missing out” to people analytics in his astute article. (3) Amit Mohindra provides a handy explanation of the ‘Rule of 72”, which can be used to extract a key parameter from a growth rate. (4) Louise Baird breaks down the two different types of machine learning – supervised and unsupervised – and how it can be applied to people analytics. (5) Martha Curioni provides examples of building explainable AI into a range of HR processes including: hiring, predicting attrition, and assessing promotion readiness. (6) 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. (7) Christopher Rosett breaks down the People Analytics Cube (see FIG 8) in his LinkedIn post with a nod to Alexis Fink.
FIG 7: What is being used in HR instead of evidence? (Source: Evidence Based HR: A New Paradigm by Rob Briner, Corporate Research Forum)
FIG 8: People Analytics Cube (Source: Christopher Rosett)
WILLIS JENSEN - Finding a People Analytics Job
One of the features of the people analytics field is that it is pretty fluid with many that work within it moving roles in the last 12-18 months – as evidenced by the invaluable People Analytics Job Board that Richard Rosenow oversees. In his article, Willis Jensen shares insights from his recent transition to a new role including: (1) Being very clear about what you want in your next job. (2) Don’t write an AI-generated cover letter. (3) Use a resume tool to help you tailor your resume for each job. (4) Do not use a shotgun approach of applying for hundreds of jobs. (5) Use LinkedIn as a job-hunting tool. For more on people analytics careers, listen to Serena H. Huang, Ph.D. in discussion with me on the Digital HR Leaders podcast: How to Enhance Your Career in People Analytics.
ETHICS AND PRIVACY SPECIAL
GREGORY VIAL, JULIEN CROWE, AND PATRICK MESANA - Managing Data Privacy Risk in Advanced Analytics | CATHY O’NEIL, JAKE APPEL AND SAM TYNER-MONROE - Auditing Algorithmic Risk | ÖYKÜ ISIK, AMIT JOSHI, AND LAZAROS GOUTAS - 4 Types of Gen AI Risk and How to Mitigate Them
Three articles covering ethics, risk and privacy with regards to advanced analytics and AI, which should be invaluable to people analytics professionals and HR technologists alike. (1) Gregory Vial Julien Crowe and Patrick Mesana present five approaches to measuring data privacy and how each approach impacts on data usability (see FIG 9) before discussing mitigation strategies. (2) Cathy O’Neil Jacob Appel and Sam Tyner-Monroe, Ph.D. lay out a set of simple frameworks (see example in FIG 10) designed to help organisations evaluate that their AI tools and algorithms are fair and working as intended. (3) Öykü Işık Amit Joshi and Lazaros Goutas outline a blueprint for managing four types of generative AI risk (see FIG 11).
FIG 9: Five Approaches to Preserving Data Privacy (Source: Vial, Crowe and Mesana)
FIG 10: A Simplified Ethical Matrix (Source: O’Neil, Appel, and Tyner-Monroe)
FIG 11: Four types of AI risk (Source: Isik, Joshi, and Goutas)
THE EVOLUTION OF HR, LEARNING, AND DATA DRIVEN CULTURE
JOSH BERSIN - 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, organisation redesign, 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.
FIG 12: The two roles of the CHRO (Source: Josh Bersin)
JEANNE MEISTER – 13 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 conversations with HR leaders, Jeanne C M. presents 13 HR jobs of the future, which will emerge between now and 2030 (see FIG 13). Jeanne then 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.
FIG 13: 13 HR Jobs of the Future (Source: Jeanne Meister)
NAOMI VERGHESE - Investing in the Right Approach to Upskilling HR
When the CHRO and HRLT role-model the use of people data and analytics in their day-to-day job, then other HR professionals also use people data and analytics in their work.
Naomi Verghese shares the key findings from research she led at Insight222 to identify the key skills HR professionals need to consult and communicate effectively with data. The study, Upskilling the HR Profession: Building Data Literacy at Scale, identified five essential skills for HR professionals: (1) Consulting, (2) Influencing Stakeholders, (3) Data Interpretation, (4) Building Recommendations from Insights, (5) Storytelling. The study also identified the importance of role-modelling by the CHRO and HR leadership team with regards to data literacy (see FIG 14, and above quote).
FIG 14: (Source: Insight222, Upskilling the HR Profession: Building Data Literacy at Scale)
WORKFORCE PLANNING, ORG DESIGN, AND SKILLS-BASED ORGANISATIONS
MIT SMR CONNECTIONS AND MERCER - Strategic Shift: Skills-Powered Organizations in the Age of AI
By making skills the backbone of their talent practices, organizations can better allocate people to projects, help employees explore different career paths, and gain the flexibility to allocate their capital more effectively as their needs change.
In their collaborative study, MIT and Mercer break down why skills should be a priority in rethinking work and people management in the age of AI. The report highlights the benefits for employees and employers of a skills-based approach (see FIG 15), provides practical guidance on how to overcome challenges, and provides powerful learnings from Standard Chartered’s skills journey. Features contributions from experts including Peter Cappelli Tanuj Kapilashrami Ravin Jesuthasan, CFA, FRSA Brad Bell Joseph Fuller Tom Kochan and Audrey Mickahail.
FIG 15: Benefits of a skills-powered approach (Source: MIT and Mercer)
LINKEDIN LIVE: Skills-Powered Organizations in the Age of AI | JULY 24, 2024
Register to join Tanuj Kapilashrami, Ravin Jesuthasan and David Green for a LinkedIn Live discussion on Skills-Powered Organizations in the Age of AI on July 24 at 10.00am EST.
BUSINESS ROUNDTABLE - Skills-Based Internal Mobility Playbook Summary | White Paper
Skills are five times more predictive of a person’s future performance than their education
An excellent playbook compiled by the Business Roundtable on skills-based internal mobility, which is organised into five chapters covering critical areas such as stakeholder engagement, skills assessment and validation (see FIG 16), how to connect people with opportunities, how to measure success, and enabling technologies. Features examples from a myriad of companies including: Walmart, Chevron, Workday and Vistra. Thanks to Brian Heger for highlighting this resource in his excellent weekly Talent Edge newsletter.
FIG 16: Skill validation characteristics (Source: Business Roundtable)
EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING
DAWN KLINGHOFFER, KAREN KOCHER, AND NATALIE LUNA - Onboarding New Employees in a Hybrid Workplace
New hires who are provided with clarity about their role responsibilities, feedback on how they are doing, and resources to help them answer questions are three to four times more likely to contribute to their team’s success during the first 90 days.
Now we are in the era of hybrid work, what’s the ideal way to onboard new employees today? That was one question that the people analytics team at Microsoft sought to answer in a recent study, along with: How can we ensure that new hires thrive while also supporting flexibility? The findings confirmed that onboarding to a new role, team, or company is a key moment for building connections with the new manager and team and doing so a few days in person provides unique benefits. But just requiring newcomers to be onsite full time doesn’t guarantee success. In their article, Dawn Klinghoffer Karen Kocher and Natalie Luna explain and provide examples of how onboarding that truly helps new employees thrive in the modern workplace is less about face time and more about intention, structure, and resources. For example, the study found that the top factors that make the most difference in onboarding new employees are clarity about role responsibilities, feedback on how they are doing, and resources to help them answer questions. New hires who are successfully set up with these three elements are three to four times more likely to contribute to their team’s success during the first 90 days. For more on Microsoft’s approach to employee thriving, which they define as: being energized and empowered to do meaningful work, listen to Dawn in conversation with me on the Digital HR Leaders podcast: How Microsoft Created A Thriving Workforce By Going Beyond Employee Engagement.
LEADERSHIP, CULTURE, AND LEARNING
DAVE ULRICH - Reflections on Performance Management: How to Make Meaningful Progress
In May’s Data Driven HR Monthly, I featured a McKinsey article on a performance management system that puts people first. In his recent article, Dave Ulrich cites a number of sources highlighting that pretty much all stakeholders (including employees, executives and HR leaders) are unhappy with their performance management systems. Ulrich lays out a four-step process for performance management (see FIG 17) comprising: (1) Clarifying expectations with meaningful goals. (2) Measuring and tracking performance. (3) Allocating financial and non-financial rewards. (4) Having positive coaching conversations. Dave then highlights the recently launched Manifesto for Flourishing at Work, a collaboration of practitioners, consultants, and academics to reinvent performance management. He highlights three critical topics from the manifesto:
First, align performance and purpose by making sure that performance encourages progress towards a company’s purpose that includes all stakeholders. Second, manage the complex system of performance by focusing both on individuals within the system and also the system itself. Third, ensure that leaders are secure enough in themselves to use their power to empower others and to allow employees to contribute to their own improvement.
FIG 17: Performance management process – four steps (Source: Dave Ulrich)
ERIN MEYER - Build a Corporate Culture That Works
If you hire people whose personalities don’t align with your culture, no matter what else you get right, you are unlikely to get the desired behaviors.
Ever since Peter Drucker’s infamous assertion that “culture eats strategy for breakfast,” it has been widely acknowledged that managing corporate culture is the key to business success. Yet the link between ‘values’ and ‘behaviours’ is often stark. As INSEAD professor Erin Meyer asks in her latest Harvard Business Review article: “If culture eats strategy for breakfast, how should you be cooking it?” Erin blends in examples from the likes of Amazon, Netflix, Airbnb, Pixar and others and presents six guidelines to help managers who are confronting the challenges of culture building: (1) Build Your Culture Based on Real-World Dilemmas. (2) Move Your Culture from Abstraction to Action. (3) Paint Your Culture in Full Colour. (4) Hire the Right People, and They Will Build the Right Culture. (5) Make Sure that Culture Drives Strategy. (6) Don’t Be a Purist. An absolute must-read. At Insight222, we’re delighted that Erin Meyer will be speaking at our Global Executive Retreat in Amsterdam in September. The Retreat is exclusively for member companies of the Insight222 People Analytics Program. Click on this link to find out more.
ROB CROSS AND KATHERYN BREKKEN | I4CP - The Team Network Effect™: How Precision Collaboration Unleashes Productivity
A new study of 1,400 organisations on team effectiveness, led by Rob Cross and Katheryn Brekken, Ph.D. for The Institute for Corporate Productivity (i4cp), finds that 80% of teams fall short of reaching their full productivity potential due to corporate dysfunction. The study identifies six snares that stifle team performance (see FIG 18), and provides powerful examples including from Roche, which found that efforts to increase geographic and cross-functional collaboration across teams in 89 countries reaped a direct revenue impact of $500 million in less than two years.
FIG 18: How companies rank against the six dysfunctions that stifle team performance (Source: i4CP)
DIVERSITY, EQUITY, INCLUSION, AND BELONGING
SHUJAAT AHMAD - From Productivity to Prosperity: The AI Shift Leaders Must Embrace
The jobs most at risk from AI automation are jobs occupied by women and minority racial groups. In his compelling essay, Shujaat Ahmad argues that this calls for a shift from the current focus on a productivity-only AI model (with an emphasises on cutting costs at the expense of worker well-being and creativity) to a prosperity-first AI model, championing AI's potential to improve human life, promote fairness, and ensure sustainable progress alongside economic growth. Shujaat then breaks down the differences between the two models in four scenarios: software development, product management, go-to market, and recruitment (see FIG 19), as well as outlining three steps for leaders seeking to build a prosperity-first AI strategy: (1) Adopt a Prosperity-First True North and Accountability Measures for AI Adoption. (2) Put Employees in the Pilot Seat. (3) Commit to Responsible AI Development; Integrate AI Ethically and Inclusively.
FIG 19: Productivity Only vs. Prosperity First AI – Recruitment (Source: Shujaat Ahmad)
BCG - Women Leaders in Tech Are Paving the Way in GenAI
A recent BCG study finds that that senior women in technical functions are ahead of their male peers in adopting GenAI—but junior women are lagging behind (see FIG 20). The study identifies three key attributes that correlate with gender disparities in GenAI adoption: (1) Awareness of GenAI’s criticality to job success. (2) Confidence in GenAI skills. (3) Risk tolerance for using GenAI prior to having a company policy. The authors (Maria Barisano Neveen Awad Adriana Dahik Julie Bedard Uche M. Gunjan Mundhra and Katherine Lou) conclude that if the number of senior and junior women with GenAI skills increases, then it’s likely that women’s representation in tech leadership will grow, and call for highly targeted upskilling programs, leadership advocacy and change management.
FIG 20: Women leaders in tech are ahead in GenAI adoption (Source: BCG)
HR TECH VOICES
Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from June that I recommend readers delve into:
RICHARD ROSENOW - 6 Emerging People Analytics Trends for a People-Focused Future – Richard Rosenow of One Model shares his observations on shifts in the people analytics field including related to regulation, team structure and focus, and the people data supply chain (see FIG 21). Definitely worth a read.
FIG 21: The People Data Supply Chain (Source: One Model)
ALICIA ROACH - Want Better Business Planning? Budgeting? Recruiting? Read This! – Alicia Roach of eQ8 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.”
FIG 22: Source – eQ8
ANNIE DEAN – State of Teams 2024 – Annie Dean presents Atlassian’s newly published report on the State of Teams, which has a plethora of insights including that teams and leaders who use AI are better at collaborating.
FIG 23: Team that use AI on a regular basis (Source: Atlassian)
SHAY DAVID - From Automation To Augmentation: The Evolution Of HR Tech – Shay David of retrain.ai explains how leveraging HR technology to enhance human capabilities and enrich the employee experience is transforming the workplace.
PODCASTS OF THE MONTH
In another month of high-quality podcasts, I’ve selected five gems for your aural pleasure: (you can also check out the latest episodes of the Digital HR Leaders Podcast – see ‘From My Desk’ below):
REID HOFFMAN - Gen AI: A cognitive industrial revolution - In this episode of At the Edge, Reid Hoffman speaks with McKinsey’s Lareina Yee about the generative AI revolution and how it can teach users to understand and harness its power.
PATRICK COOLEN – The Evolution of People Analytics – In a fascinating episode of the Talent Intelligence Collective podcast, Patrick Coolen joins hosts Toby Culshaw Alan Walker and Alison Ettridge to discuss all things people analytics and the factors that drive success.
MARCO BURELLI – Shaking Up Silos – Marco Burelli joins the HR Visionaries podcast to walk through the HR transformation journey at TomTom including breaking down old silos to create a more unified and dynamic team structure.
JOSH BERSIN - A New, Transformed Role For The HR Business Partner – Josh Bersinoutlines some of his latest research in relation to the new and transformed role of the HR Business Partner, which as Josh says has become pivotal to a company’s successful people strategy.
SHUBA GOPAL - Computational Biology Helps People Analytics with Small Samples & More – In another must-listen episode of the Directionally Correct podcast, Shuba Gopal joins hosts Cole Napper and Scott Hines, PhD to discuss how techniques gleaned from computational biology can help in people analytics.
VIDEO OF THE MONTH
PRASAD SETTY – Tech It Up a Notch: GenAI for HR Leaders
In his keynote at the i4CP Next Practices Now Conference, Prasad Setty, formerly Head of People Analytics at Google, breaks down the opportunities and challenges of GenAI in organisations and posits a path forward for HR leaders to champion humanity in the workplace. At Insight222, we’re delighted that Prasad will be speaking at our Global Executive Retreat in Amsterdam in September. The Retreat is exclusively for member companies of the Insight222 People Analytics Program. Click on this link to find out more.
BOOK OF THE MONTH
SHARNA WIBLEN - Rethinking Talent Decisions: A Tale of Complexity, Technology and Subjectivity
In ReThinking Talent Decisions, Sharna Wiblen, presents an uncomfortable truth: Talent decisions are always subjective. Drawing on examples from business, sports, movies and everyday interactions, Sharna emphasises the importance of understanding complexity and encourages deliberate, intentional, and informed decisions and conversations around talent. For a teaser from the book, read my expert interview with Sharna: Rethinking Talent Decisions and Navigating Subjectivity in HR.
RESEARCH REPORT OF THE MONTH
NICHOLAS BLOOM, RUOBING HAN, AND JAMES LIANG - Hybrid working from home improves retention without damaging performance
There are a lot of opinions about the impact of hybrid work and some executives argue that it damages productivity, innovation and career development. But what does the data say? In their study, Nick Bloom Ruobing Han and James Liang find that hybrid working improved job satisfaction and reduced quit rates by one-third. The reduction in quit rates was significant for non-managers, female employees and those with long commutes (see FIG 24). For more from on this topic, listen to Nick Bloom in conversation with me on the Digital HR Leaders podcast: Unmasking Common Myths Around Remote Work.
FIG 24: WFH cut attrition by 33% overall, and had a particularly strong effect for non-managers, women and those with longer commutes (Source: Bloom et al)
FROM MY DESK
June saw the final three episodes of series 39 of the Digital HR Leaders podcast, which was kindly sponsored by our friends at Crunchr. Thank you to Ralf Bovers and Dirk Jonker for your partnership and support. Also included are two articles inspired by series 38 and 39 of the podcast respectively.
DIRK JONKER – Driving Business Transformation with Advanced People Analytics - Dirk Jonker, one of the most knowledgeable and passionate leaders in the people analytics field, joins me to discuss how people analytics is enabling HR to play a more active role in business transformation and strategy.
ARMAND SOHET - Painting the Future of HR with AI, Analytics and Curiosity - Armand Sohet, Chief Sustainability, HR, and Communications Officer, joins me to discuss how a data-driven approach to HR has led to substantial cost savings and efficiency gains at AkzoNobel.
ERIN GERBEC – How Cardinal Health Transformed Their People Analytics Function – Erin Gerbec, Ph.D. shares insights from her three-year journey of transforming the people analytics operating model at Cardinal Health, and how they shifted from a build to a buy strategy for its people analytics platform.
DAVID GREEN - Revolutionising Workplace Experience through Employee Insights and Analytics – In this article for myHRfuture, I look at how people analytics and AI is reshaping the employee experience through the eyes of recent guests on the Digital HR Leaders podcast including Loren I. Shuster Nickle LaMoreaux and Craig Starbuck, PhD.
DAVID GREEN - How can HR leaders use people analytics to uncover and address inclusivity gaps? – A round up of series 39 of the Digital HR Leaders podcast, with insights from Daisy Auger-Domínguez (she/her/ella), Kate Bravery, and Ilya Bonic as well as Dirk, Armand, and Erin.
PETER SCHULZ-RITTICH AND DAVID GREEN – D as in Data Analytics – In June, I also had the pleasure of joining Dr. Peter Schulz-Rittich Caroline Amalie Allard and Christina May on ISS’s A People and Culture Podcast to discuss the power of people analytics within HR, where we are today – and where we are going.
LOOKING FOR A NEW ROLE IN PEOPLE ANALYTICS OR HR TECH?
I’d like to highlight once again the wonderful resource created by Richard Rosenow and the One Model team of open roles in people analytics and HR technology, which now numbers over 500 roles.
THANK YOU
Thomas Kohler for including the May edition of Data Driven HR Monthly in his round-up of resources for HR professionals
Amit Mohindra (here), Oliver Kasper (here) and Michelle Deneau (here) for sharing details on the Insight222 People Analytics Trends survey for 2024
Neeru Monga (here), Agostina Verni (here), and Tristan Hack (here) for sharing takeaways from the recent Insight222 webinar on Transforming HR and People Analytics with AI.
Sharon Saldanha for sharing her key learnings on the Digital HR Leaders podcast episode with Kate Bravery and Ilya Bonic on the importance of skills and trust
Similarly, Olimpiusz Papiez also highlighted the relationship between trust and employee engagement, productivity and retention, which Ilya, Kate and I discussed in the Digital HR Leaders podcast episode: Navigating the Future of Work: AI, Skills, and Trust in the Modern Workforce.
Marcela Niemeyer for recommending and sharing her key learnings on the Digital HR Leaders podcast episode with Nickle Lamoreaux on How IBM uses AI to transform HR.
Harisenin.com for including me in their list of 12 people to follow for HR professionals on LinkedIn.
Aurélie Crégut for sharing her key takeaways (here) from the Digital HR Leaders podcast episode with Dirk Jonker: Driving Business Transformation with Advanced People Analytics
Alicia Roach for posting about the fifth anniversary of the Digital HR Leaders podcast (see here), which included her episode, How Strategic Workforce Planning Contributes to Business Success, ranking in the top 10 most listened to episodes!
Sonali Kumar for sharing her learnings on the Digital HR Leaders podcast episode with Piyush Mehta, How to Create Personalised Employee Experiences.
Thank you to everyone that contributed to the amazing video celebrating ten years of the Data Driven HR monthly: Sue, Jeremy. Eden, Kalifa, Lexy, Greg, Adam, Dawn, Chris, John, Jonathon, Kris, Greg, Paul, Anna, Cole, Shannon, Al, Toby, Thomas, Dirk, Antony, Alan, Michael, Ian, Chris, Craig, Andrew, Alexis, Patrick, Sanja, Dan, Mark, Ben, Sukumaran, Stela, David, Christopher, Daisy, Serena, Tony, Chad, Pietro, Kathi, Casey, Gabe, Lydia, Mark, Allen, Nicole, Nicholas, Stephanie, Andrew, Ramesh, Hallie, Dave, Roxanne, Matt, Max, Stacia, Travis, Jordan, Kelly, Ethan, Bethany, Rob, Anthony, Meg, Shawn, RJ, Jordan, Justin, Tanmay, Jon, Christine, Nick, Madhura, Brian, Raja, Henrik, Ben, Ben, Prasad, Maja, Stacey, Courtney, Buddy, Kristin, Shujaat, Gary, Alicia, Fabian, Philipp, Irene, Nick, Ryan Hammond, Amit Mohindra Gregor Teusch and of course Richard Rosenow.
Finally, a huge thank you to the following selection of people who shared the May edition of Data Driven HR Monthly. It's much appreciated: Viktoriia Kriukova (Вікторія Крюкова) Juan Antonio Vega Davina Erasmus Dan Riley Danielle Farrell, MA Ugur Zel (Prof. / ACC) Veronika Birkheim Chris Louie Jaqueline Oliveira-Cella Ganchimeg Gantulga EDLIGO Talent Analytics and Learning Analytics Ken Oehler Nick Lynn Sohil Varshney Jackson Roatch Graham Tollit RADICL Adam Tombor (Wojciechowski) Reshma Mawji Jeremy Carpenter, M.S., MPA Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Bilal Laouah Catriona Lindsay Ayomide Ebietomiye Irada Sadykhova Caroline Arora Lawson Iduku German Arciniegas Brandon Merritt Johnson Jim de Vries Dave Millner Aravind Warrier Terrance Edwards David Simmonds FCIPD Stefano Di Lauro Francesca Caroleo, SHRM-SCP, ICF-ACC Emmanuel Dominick Chris Long Cedric Borzee Maria Alice Jovinski Aurélien GOZET Aizhan Tursunbayeva, PhD, GRP Susan Knolla Markus Graf Matt Elk Robert Newry Anil Saxena Fresia Jackson Conor Gilligan Alexandra Nawrat Hanadi El Sayyed Kannu Priya Arora Patrick Svensson Phil Inskip Jennifer Moore John Gunawan Ann-Marie Clayton Johnson Roshaunda Green, MBA, CDSP, Phenom Certified Recruiter Rebecca Thielen Shilpa Shah Tom Morehead PCC,MBA,SPHR David Balls (FCIPD) Meghan M. Biro Sebastian Kolberg Olivier Bougarel Catherine Coppinger Aimee Wilkinson Andrew Bamber Matt Higgs MBA FCIPD Chandresh Natu David Duewel Nicola Wood Andrew Pitts Kerrian Soong Andrés García Ayala Sanja Licina, Ph.D. Jeremy Shapiro Chris Lovato Tatu Westling Ken Clar Brandon Roberts David van Lochem Placid Jover Ohad Geron Carly Fordham Tobias W. Goers ツ Dave Fineman Laura Thurston Higor Gomes Kirandeep Chakrabarti Stephen Hickey Liz Mackay Lina Makneviciute David McLean
ABOUT THE AUTHOR
David Green ?? is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work. As Managing Partner and Executive Director at Insight222, he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 90 global organisations. Prior to co-founding Insight222, David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics. David also hosts the Digital HR Leaders Podcast and is an instructor for Insight222's myHRfuture Academy. His book, co-authored with Jonathan Ferrar, Excellence in People Analytics: How to use Workforce Data to Create Business Value was published in the summer of 2021.
MEET ME AT THESE EVENTS
I'll be speaking about people analytics, the future of work, and data driven HR at a number of upcoming events in 2024:
June 25-26 - Insight222 North American Peer Meeting (Minneapolis, US) - exclusively for member organisations of the Insight222 People Analytics Program
July 24 - LinkedIn Live - Skills-powered organizations in the Age of AI, with Ravin Jesuthasan and Tanuj Kapilashrami
September 16-19 - Workday Rising (Las Vegas)
September 24-26 - Insight222 Global Executive Retreat (Colorado, US) - exclusively for member organisations of the Insight222 People Analytics Program
October 2-3 - People Analytics World (New York)
October 16-17 - UNLEASH World (Paris)
October 22-23 - Insight222 North American Peer Meeting (hosted by Workday in Pleasanton, CA) - exclusively for member organisations of the Insight222 People Analytics Program
November 12-14 - Workday Rising EMEA (London)
November 19-20 - Insight222 European Peer Meeting (hosted by Merck in Darmstadt, Germany) - exclusively for member organisations of the Insight222 People Analytics Program
More events will be added as they are confirmed.
2024年北美华人人力资源夏季论坛成功举办
2024年6月8日～9日，由NACSHR（北美华人人力资源协会）主办的北美华人人力资源夏季论坛在美国硅谷成功举办。本次会议共有32位HR高管及商业领袖，围绕HR业务、AI科技、全球化人力资源管理、女性领导力和人生教练等话题带来精彩纷呈的分享，共吸引70+来自硅谷、西雅图、纽约、洛杉矶、圣地亚哥等地的参会嘉宾。
The North American Chinese HR Summer Forum, hosted by NACSHR (North American Chinese Society for Human Resources), was successfully held in Silicon Valley from June 8-9, 2024. The forum featured 32 HR executives and business leaders who delivered engaging presentations on topics such as HR operations, AI technology, global HR management, women's leadership, and life coaching. The event attracted over 70 attendees from various regions, including Silicon Valley, Seattle, New York, Los Angeles, and San Diego.
部分参会的企业来自：Tiktok、Canadian Solar、ASML、Xpeng Motors US、NetEase、Nvidia、Pony.ai、Sony Corporation of America、eBay、Cisco、Clinical Pharmacology、ZERO&、昆仑万维、TCL、Alpha EMS、ASUS Computer International、轻舟QCraft.AI等知名的企业。
Some of the renowned companies that participated in the forum included TikTok, Canadian Solar, ASML, Xpeng Motors US, NetEase, Nvidia, Pony.ai, Sony Corporation of America, eBay, Cisco, Clinical Pharmacology, ZERO&, Kunlun Wanwei, TCL, Alpha EMS, ASUS Computer International, and QCraft.AI.
本次论坛不仅了解到最新的AI科技在HR领域的应用和全球化人力资源管理趋势，还为北美华人HR从业者提供了一个重要的交流平台，促进了行业内的知识共享和合作交流。参会者能够获得宝贵的行业洞见，提升企业在人力资源管理方面的竞争力，同时加强了华人HR社区的凝聚力和影响力。
The forum not only highlighted the latest AI technology applications in the HR field and global HR management trends but also provided a crucial networking platform for North American Chinese HR professionals. It facilitated knowledge sharing and collaborative exchanges within the industry. Attendees gained valuable industry insights that enhance their companies' competitiveness in human resource management while also strengthening the cohesion and influence of the Chinese HR community.
感谢本次的分享嘉宾、赞助合作伙伴及参会嘉宾的支持。下次活动日期是10月初，期待下次相聚!
We extend our gratitude to the speakers, sponsors, and attendees for their support. The next event is scheduled for early October, and we look forward to seeing you there.
关于本次的赞助商
彭律师事务所
彭律师事务所自成立以来专注于美国移民法业务。作为新移民的生活引领者，精心办理EB-1、EB-5、O1、L-1、以及职业移民等各类移民案件。通过投资、创业、科技、艺术等多元化移民路线，为数以千计的家庭和个人架起通往美国的桥梁。更多访问：www.thepenglaw.com
China Southern Airlines
China Southern Airlines is China’s largest carrier in terms of fleet size, route network coverage, and annual passenger traffic. Rated as China’s safest airline, China Southern Airlines is proud to maintain the best safety record in the country with its global leadership in safety management. It has maintained 30 million consecutive hours of safe flight operation and, in 2023, became the first in the industry to receive the "Three-Star Flight Safety Diamond Award" from the Civil Aviation Administration of China.
China Southern is now operating 11 scheduled flights per week from North America to China, including 4 flights departing from San Francisco. We look forward to your visit to Guangzhou with China Southern Airlines.
购票访问：https://oversea.csair.com/tka/us/en/book/search
订票邮箱：sfosales@csair.us
特别福利：NACSHR会员购票，将享受南方航空客服人员1对1联系和服务！
About NACSHR
We are a vibrant community where North American Chinese HR professionals can connect, learn, grow, and thrive throughout their careers. Founded in 2016 in Silicon Valley, NACSHR is dedicated to supporting and advancing Chinese HR practitioners in North America. We offer a platform for North American Chinese HR professionals to exchange knowledge, enhance their skills, and succeed in their careers. Through events, an online platform, mentorships, and awards, we connect, elevate, and empower the Chinese HR community. Our goal is to strengthen the influence and rights of HR professionals and the broader Chinese community in the workplace. Ultimately, we strive to promote the collective prosperity of the entire Chinese HR ecosystem.
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