马斯克的反HR管理模式：从企业到联邦政府Elon Musk’s approach to workforce management, first seen during his Twitter takeover, is now playing out on a national scale. As an advisor to the Trump administration and head of the Department of Government Efficiency (DOGE), Musk is applying his “lean efficiency” philosophy to federal bureaucracy. His tenure at companies like Tesla, SpaceX, and X has been marked by mass layoffs, rigid accountability, and controversial HR policies. While his leadership style prioritizes efficiency and rapid change, it often leads to legal challenges and employee dissatisfaction. Organizations can learn from Musk’s aggressive tactics by balancing accountability with strategic communication and employee well-being.
当一封名为**“十字路口的选择”（A Fork in the Road）**的邮件突然出现在员工的收件箱中，内容警告他们若不回复将被视为自动辞职时，许多人感到不安。这种强硬的管理手段并不是新鲜事，而是埃隆·马斯克（Elon Musk）多年来一贯的管理风格。
早在2022年11月，马斯克收购推特（现X）后，他便裁掉了近一半的员工，并迅速废除远程办公政策，要求所有员工返回办公室，除非获得他的个人批准。随后，他发出了一封标志性的邮件，要求留下来的员工接受“极度硬核”的工作模式，即高强度、长时间的工作节奏。
这次大刀阔斧的改革为外界提供了一个窗口，让人们得以一窥马斯克的管理哲学：极端效率、高度问责、快速决策。这一模式已在他旗下的多家公司——特斯拉（Tesla）、SpaceX 和 Neuralink 等得到了体现，如今，他正试图将其应用到美国联邦政府。作为特朗普政府的顾问及“政府效率部”（DOGE）负责人，马斯克正在推行一系列激进的机构改革，包括裁员、重组和强化绩效考核制度，而这些措施无一不让人想起当初的推特改革。
HR眼中的马斯克模式
尽管马斯克因创新和商业成就备受推崇，但他的管理风格在HR领域却争议不断。过去十年间，特斯拉因工作环境问题、种族歧视指控、加州工厂的安全隐患等多次被起诉。2024年，特斯拉刚刚解决了一起涉及多次陪审团裁决的歧视案件，而SpaceX和Neuralink也因不公平的劳动实践和工作环境问题受到关注。X（推特）更是深陷与前员工的法律纠纷，许多前员工因被裁员后未能获得合法的遣散补偿而成功通过仲裁维权。
更值得关注的是，马斯克的企业文化刻意削弱传统HR机制。2020年，特斯拉曾推出一份被称为“反手册”（Anti-Handbook）的员工手册，明确表示公司不推崇传统的规章制度，认为“政策和规则只是为了设定最低标准，而我们不是那样的公司。”这一理念强调员工的高绩效要求，但也意味着更少的保护和支持。
从企业到联邦政府：HR的挑战与机遇
如今，这一反HR模式正被复制到联邦政府。最明显的例子之一是美国人事管理办公室（OPM）近期向部分政府雇员发出的裁员通知，邮件的标题恰好也是“十字路口的选择”。在政府机构，马斯克正在推行更严苛的绩效管理体系，例如要求员工每周提交五项工作成果，然而，这种方式在高度官僚化的政府机构中难以实施，并已导致部分裁员决策被法院驳回。
专家分析指出，马斯克的模式核心在于高度问责，但缺乏过渡和沟通，这也是其争议所在。“他的管理风格强调立刻执行，而不是渐进式调整，” 谈判专家安德烈斯·拉雷斯（Andres Lares）表示，“但在政府这样的大型机构中，像泰坦尼克号掉头一样，不可能一夜之间完成变革。”
与此同时，HR行业也在思考如何应对这一趋势。一方面，组织可以学习马斯克在提升效率方面的成功经验，打造更具执行力的文化；另一方面，企业需要避免极端化，确保变革过程中员工的信任和稳定性。例如，在远程办公问题上，马斯克持强硬立场，认为“远程办公的员工大多是假装工作”，但HR专家指出，灵活办公模式对于许多员工（如照顾家庭的职场人士）至关重要，过度削减灵活性可能会导致人才流失。
结语：HR该如何应对马斯克模式？
马斯克的HR模式已经不再局限于企业，而是进入了政府机构，并可能对未来的管理模式产生深远影响。对于HR从业者来说，这是一个思考如何平衡效率、问责与员工福祉的机会。HR需要关注的不仅是绩效，还包括组织文化、信任和沟通方式。企业可以借鉴马斯克的高效执行力，但要避免因过度强调效率而破坏员工关系。
毕竟，一个可持续的组织，不能只靠“极端效率”运作。
作者：Ryan Golden
观点
2025年03月08日
观点
The top 5 HR trends today – and HR's guide to what's nextSAP SuccessFactors 每年都会深入研究全球 HR 趋势，以帮助企业制定更有效的人才战略。2025 年，他们分析了来自 40 家全球权威媒体的 254 项预测，归纳出 5 大核心“元趋势”，展现 HR 在企业中的双重角色：既是变革的“指挥者”，也是政策落地的“引航者”。
1️⃣ 重新连接员工： 由于经济压力、决策争议和信任危机，员工体验恶化，57% 的员工认为如果公司不采取措施，他们的倦怠问题不会改善。HR 需关注心理契约，增强员工信任。
2️⃣ AI 从炒作走向实际价值： AI 进入大规模落地阶段，企业需明确 ROI 并平衡员工和领导者对 AI 价值的不同预期。46% 的员工认为 AI 省下的时间属于自己，而非公司。
3️⃣ 技能转型的平衡策略： 由于 AI 发展迅猛，企业技能鸿沟加剧。除了关注技能，薪酬激励成为推动学习的重要因素，54% 的员工表示，如果公司实施基于技能的薪酬体系，他们会更愿意学习新技能。
4️⃣ DEI&B 的分歧： 企业对多元化、公平性和包容性（DEI&B）态度不一，26% 的员工认为公司对 DEI&B 关注过多，而 33% 认为关注太少。HR 需明确 DEI&B 战略，以促进长期文化变革。
5️⃣ 混合办公的未来： 组织已基本确定办公模式，2025 年将验证其成效。54% 的员工愿意牺牲部分薪酬，以换取更大的工作灵活性。
这些趋势展现了 HR 在塑造未来工作模式中的关键作用，企业需借助创新技术和数据驱动的洞察来优化人力资源管理。
Each year, the HR Research Scientists at SAP SuccessFactors conduct research to understand the top HR and workforce trends facing organizations and share our perspective on what HR teams should consider as they look to help their companies address these trends. This year we aggregated and synthesized data from 40 global and regional reputable business press sources that put forward 254 individual trends and predictions grounded in their own research and data. We then conducted a content analysis of the trends sample to derive the five key themes, or “meta-trends.” While our annual report always includes some pointed commentary and critique about each trend based on our expertise in psychology, new this year is calling upon our own body of original applied research to incorporate datapoints and insights, resulting in a more evidence-based point of view.
This year’s trends are in different stages of maturity and on different trajectories; therefore, the role that HR needs to play to help businesses tackle and capitalize on these trends is different. We’ve organized the trends into two sections aligned to the dual role HR will play in addressing them.
First, HR will need to act as a Conductor, leading the orchestration of a strategy and associated change management across the business to realize the opportunities these trends offer:
Trend #1: Reconnecting the disconnected employee: Contentious decisions, macroeconomic and sociopolitical stressors, and breached trust with leadership has led to employee stress and burnout – and consequently, a crisis of disconnect and counterproductivity. In the year ahead:
Leaders must ruthlessly prioritize fulfilling their end of the “psychological contract” by meeting employees’ basic needs.
People managers will be seen as a lifeline for employees drowning in disconnect.
STAT: 57% of employees feel unless their companies make some serious changes, their burnout will not get better.
Trend #2: Moving from AI hype to AI impact:Organizations are shifting from AI pilot projects to enterprise-wide rollouts, demanding proof of clear value and ROI. In the year ahead:
Organizations will home in on their key value drivers for AI, revealing their true priorities.
The body of research on the ROI of AI will be built this year.
Organizations will find friction between leaders’ and employees’ goals for using AI.
STAT: 46% of employees feel that the time that they save by using AI tools at work belongs to them, not their organization.
Trend #3: Striking a balance to steer skills forward: Organizations continue to face pervasive skills gaps, in part due to rapid AI advancements. A more balanced approach is needed to see tangible progress in skills-based transformations this year. In the year ahead:
“Skills-based” will no longer be the only goal.
Pay will prove itself the missing piece of the upskilling puzzle.
The human vs. technical skill debate will move from or to and.
STAT: 54% of employees would be more motivated to learn new skills if their company instituted skills-based pay.
Second, HR will need to act as a Navigator, leading the organization through precarious waters and circumventing obstacles to put policies into practice for the betterment of all stakeholders:
Trend #4: Divesting or doubling down on diversity, equity, inclusions, and belonging (DEI&B): Some organizations remain committed to DEI&B goals, continuing to ask “How are we going to do this?” Others plan to divest, instead now asking “Are we going to do this?” In the year ahead:
Some will shy away from DEI&B goals, but these approaches will vary.
Taking a stand on DEI&B will change company cultures in the long term, but it’s not clear exactly how.
STAT: 26% of employees say companies focus too much on DEI&B, 41% of employees say companies focus an appropriate amount on DEI&B, and 33% of employees say companies focus too little on DEI&B.
Trend #5: Plugging into or pulling the plug on hybrid work: Now that organizations have determined their position on where their employees will work, it’s time to see if they achieve the outcomes they intended. In the year ahead:
Those businesses choosing the return-to-office path will see whether their bets paid off this year.
Those choosing the hybrid or remote path will take it a step further, integrating autonomy as a core value in other aspects of work design.
STAT: 54% of employees would consider being paid less if they could have more flexibility in where and when they work.
Read the report to see what’s now and what’s next for each trend, along with some fast facts that uplevel the nerdiness of this year’s trends report. We also include a section on how SAP SuccessFactors solutions can help organizations address the 2025 HR trends.
只雇佣AI？硅谷一创业公司的招聘广告“出圈”，引发人们对未来的思考只雇佣AI？硅谷一创业公司的招聘广告“出圈”，引发人们对未来的思考
近日，一家名为 Firecrawl 的初创公司在 Y Combinator 招聘板上发布了一条“只招 AI 的岗位”，年薪仅在 1 万到 1.5 万美元之间。这个话题一石激起千层浪，也再次将“AI 是否能成为企业‘员工’”的讨论推到台前。几乎在同一时间，企业管理软件巨头 Workday 宣布推出全新的 Workday Agent System of Record（ASOR），正式赋能企业管理“AI Agent”。
两件事叠加，让人不禁好奇：未来的组织形态，究竟会是什么样？
1. Firecrawl“AI 岗位”何以成为刷屏话题？
Firecrawl 是一家获得 Y Combinator 支持的创业公司，最初从编程教育领域转型，专注为 AI 系统提供开源 Web 爬虫服务。该团队最近在 YC 的官方招聘平台贴出了一则极具话题性的职位信息：
“请仅在你是 AI Agent，或创建了 AI Agent 的情况下再来申请。”
岗位职责包括自主研究当下热门的模型动向并构建示例应用；而薪资仅 1 万到 1.5 万美元/年，看似并不够养一个人类开发者，却“足以”支撑一个无需吃喝住宿的 AI 程序。Firecrawl 创始团队坦陈这是一次 PR+实验 的尝试：他们想借此寻找能够开发出“真能落地”的 AI Agent 的高手，也希望藉由这一反常规操作吸引更多人的关注。
不过，从他们后续反馈看，尽管收到了约 50 份“AI 应聘”，暂时还没有哪个满足公司对自动化研发与管理的高要求。
2. 社交媒体热议：从调侃到对未来的设想
Firecrawl 这份招聘帖迅速在社交媒体上发酵。有人质疑是噱头，也有人兴致勃勃地想象“AI 替代人力”的场景。其中，最吸睛的一则评论，活脱脱像一出科幻对话：
私募基金（PE）：我们想收购你们公司。你们有多少员工？CEO：零……不过我们有 275 个 AI Agent，在做 3000 人的工作，每年只花 1.5 万美元。
虽然带着调侃的语气，但也反映了人们对“大规模 AI 劳动力”可能带来的冲击有所期待或焦虑。和 Firecrawl 这样的“小步试水”相比，企业对 AI 的依赖 已经不仅局限在呼叫中心、聊天机器人等特定领域，而是开始从底层基础设施（如爬虫、数据处理）到上层业务逻辑（例如代码生成、自动化运营）全方位渗透。
3. Workday Agent System of Record：让“AI 员工”成为正式档案
几乎在同一时间，Workday 于 2025 年 2 月 11 日发布了最新的 Workday Agent System of Record (ASOR)。这是其新一代 Workforce Management 方案中的重要里程碑，为企业提供了一套专门管理 AI 工具或 AI Agent 的体系。以下是基于 Workday 官方信息整理的关键亮点：
AI Agent 统一登记与身份管理借助 ASOR，企业可以像在 Workday 系统中登记人类员工信息那样，为 AI Agent 设立专门的“档案”（Record），包括 Agent 的名称、版本、负责的业务领域、权限范围等。
实时监测与合规管控ASOR 支持对 AI Agent 在企业内各系统间的行为进行可追溯监测，如接收了哪些输入、执行了哪些操作、产出了哪些结果。同时还能关联企业或行业的合规策略，如数据访问等级、敏感信息保护等，一旦 Agent 触发异常行为，系统将自动预警。
授权与性能评估在 ASOR 框架下，企业 HR 与 IT 团队可对 AI Agent 的权限进行灵活配置，并通过绩效指标了解 Agent 是否达到预期产出或效率。例如，可以量化该 Agent 帮助分析的数据量、生成的文档质量以及为团队节省的时间成本。
AI 与“人力”协同Workday 方面强调，ASOR 并非鼓励公司用 AI 取代人力，而是帮企业 “稳妥地” 推动人机协作：让人类员工与 AI Agent 各司其职，减少重复性工作，并确保最终决策和关键审核仍掌握在合格的人员手中。
4. “AI 员工”与“人类员工”：一条尚未清晰的边界
Firecrawl 的例子表明，目前要真正“雇 AI”还显得不切实际。从技术上，大模型虽有强大的生成、分析能力，但依旧缺乏对复杂项目的完全自主规划；从管理和法律上，AI 的责任归属、劳动关系认定、薪酬及合规标准都还在探索阶段。不过，正如 Workday 推出的 ASOR 所示，主流 HRTech 供应商已开始正式将 AI 劳动力纳入企业管理体系。未来人力资源部可能不仅要管理人，还要管理那些“数字工作者”——一方面评估其效能，另一方面也要防范其潜在风险。
5. 对人力资源与组织管理的启示
招聘模式的升级虽然 Firecrawl 的招聘更像一场高调实验，但它反映了企业在特定领域对“可自动执行任务的 AI 系统”的需求正在增长。HR 在未来可能要评估和筛选的不仅是人选，还有“AI 模型”或“Agent 产品”的适配度。
人才与技术深度融合人机协同已成为新趋势。具有 AI 技术背景或跨领域管理能力的专业人才，将在组织中扮演连接点的角色：帮助 AI Agent 融入流程、评估绩效，并做必要的干预或纠偏。
合规与风险控制Workday ASOR 的出现，暗示着大规模使用 AI 工具的企业势必需要更加成熟的合规方案。不论是数据安全，还是在决策过程中出现失误时的责任归属，都需要明晰的流程与法律依据。
组织文化的塑造当“AI 同事”成为常态，企业文化也将面对冲击：如何让人类员工接受并拥抱智能工具？如何平衡工作分工，让 AI 和人类各施所长？这对管理者的沟通与变革能力提出了更高要求。
6. 结语：从“噱头”到“系统化管理”，下一步会怎样？
Firecrawl 的“雇 AI”招聘帖，虽然带着极强的 PR 属性，但也让人们切实感受到——AI 已不再只是后台算法，而正逐步走向前台，参与到企业日常运营。而 Workday 全新发布的 Agent System of Record 则是主流软件厂商对这一趋势的正式回应，表明大企业在管理“数字劳动力”方面的需求正变得现实且急迫。无论是担忧 AI 会抢走工作机会，还是期待它能极大提升效率，都无法否认：当技术与人力资源紧密结合，组织架构与管理方式都将被重新定义。或许在不远的将来，“你的团队有多少 AI Agent？” 也会像“你有多少员工？” 这样成为一家公司竞争力的衡量维度之一。趁现在，不妨思考如何让“人机协作”真正发挥 1+1>2 的效能，迎接新一轮的 HR 变革浪潮。
观点
2025年02月17日
观点
人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在了！OMG人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在。
AI正在重塑HR和招聘行业，从简历筛选到面试安排，许多环节被自动化取代。然而，这种“高效”是否付出了牺牲人性化的代价？Dave Owen分享的图表揭示了招聘中的AI趋势，也引发了对成本、伦理和与人互动减少的担忧。作为一个以人为本的行业，HR如何在效率和人性化之间找到平衡？你的工作是否因为AI而更高效？还是更难与人互动？欢迎分享你的看法！
最近，我在LinkedIn上看到Dave Owen分享的一张关于人工智能（AI）与招聘的图表（附录Owen的原文），让我震惊。这张图生动地展示了AI如何可能重塑人才招聘领域，而事实上，这种改变已经在很多地方发生了。
我们不是在谈论未来，而是现在就已经发生在一些知名企业中。许多公司在招聘中几乎不需要人与人之间的互动，这种趋势正在每天变得更加真实。
AI接管招聘流程的解析
来看一下这张图表吧。一个人才招聘总监（Talent Acquisition Director）正站在最前线，负责监督道德规范、人才搜索以及技术系统的使用。在这里，AI开始渗透进招聘流程，接管了从头到尾的招聘工作。
招聘流程始于前期准备阶段（Pre-Funnel）：在这一步中，我们需要铺垫基础，评估需求并制定战略。而接下来的流程中，AI开始接管，例如简历筛选、初步沟通，甚至详细的技能评估。机器正在完成许多过去依赖人类洞察力的工作。
随着流程进入最后阶段，AI的角色变得更为主导。候选人与算法的互动比与人类的互动更多。AI负责安排面试、发出聘用通知书，将人类推到了边缘。此外，一系列旨在简化操作的工具正支撑着这些流程。但问题是，这样做的代价是什么？
HR科技的“高效”之讽刺
AI的倡导者们声称，新的技术招聘体系可以让HR更加专注于“人”。但仔细研究Dave的图表后，我们会发现技术正在取代许多本应由人类完成的工作。讽刺的是，人力资源和招聘这两个以“人”为核心的部门，正逐步被技术淹没。这真的比传真机更好吗？
我还有很多担忧。顶尖AI的成本是天文数字，许多企业根本负担不起。此外，我们正在失去与人的本质联系，而这对于有效的人力管理至关重要。
我也不知道，真的。面对这个以技术为主导的景象，我们都感到不知所措。AI究竟是在提升我们的工作和改善人们的生活，还是在削弱我们工作的价值？
一种反思与参与的呼吁
那么，AI会让人力资源行业的未来走向何方？我们究竟是在增强能力，还是成为B2B、AI驱动机器的一部分？AI变革HR的潜力毋庸置疑，但我们必须确保这种转型不会忽视这些岗位最初设立的目的：服务人群。如果我们失去了“人性化”这一核心，还剩下什么？
我很想听听你的看法。这些工具让你的工作更轻松了吗？还是让你更难以与希望帮助的人建立联系？你是否对自己的工作安全感到担忧？告诉我吧。另外，如果你在LinkedIn上看到像Dave这样的有趣图表，请记得标记我！
原文来自Linedin Laurie Ruettimann
Dave Owen的LinkedIn：
Here's what I think many Enterprise TA models will evolve into near-term ?
This might be the last 'traditional' TA model before things become truly unrecognisable (for the better). Faster moving companies could also skip this for new 'agentic' rebuilds.
Here are some characteristics of this model:
Hiring Funnel
✅ Well understood & ‘flattening’ (speeding up)
? 50% EFT reduction
✅ 100-150% increase in recruiter carrying capacity
? No transactional roles or sourcing teams
✅ Candidate Experience Managers
✅ Heavy focus on Ethics, Governance, Compliance & Risk
✅ 100% rejection feedback rate
Pre-Funnel
✅ Less understood & broadening (slowing down)
✅ 25-50% EFT increase
✅ Strategic & Analytical Generalists (HR + Talent + Workforce)
✅ Talent & Hiring formally merge
✅ Default prioritisation of internal capabilities & skills
The SaaS stack is just a combination of my favourite products or Founders. Many (!) other SaaS solutions are available..
The Top HR Articles of 2024: Creating Value with People Analytics
It was in 2014 that I first compiled a year-end compendium of 20 people analytics and data-driven HR articles from the previous 12 months and published it on LinkedIn.
Back then it was an achievement to find 20 articles. Now it is an impossible task to prune so many wonderful resources down to a single summary – such has been the explosion of people analytics in the last decade as it has shifted from the periphery to the centre of people strategy. Indeed, as I reminisced by reading the ten collections to date for 2014, 2015, 2016 2017, 2018, 2019, 2020, 2021, 2022 (Part 1 and Part 2) and 2023 (Part 1 and Part 2), it became abundantly clear that the growth in the field has been staggering.
The advance of people analytics has been mirrored by the human resources field in general as it elevates itself from a support function to a strategic partner. As I wrote in my article, 12 Opportunities for HR in 2025, the field has a huge opportunity to build a thriving workforce, a thriving culture, and a thriving organisation. People analytics is pivotal to this mission.
So, in the second decade of the Data Driven HR Monthly, it’s time to change up this annual reflection on the year that has just passed. As such, in the coming days and weeks, there will be five editions of this newsletter organised into the following five themes:
Part 1: Creating value through people analytics
Part 2: Orchestrating the future of work
Part 3: Enhancing employee experience and wellbeing
Part 4: Developing leaders, culture and inclusion
Part 5: Building the strategic HR function
I hope you enjoy reading the selections for 2024. If you do, please subscribe to my Data Driven HR newsletter, and tune in to the Digital HR Leaders podcast.
Join me for a Insight222 webinar on February 5 to discover they key themes shaping People Analytics in 2025.
If you want to learn how AI, close alignment with people strategy, and data democratisation, are enabling Leading Companies to drive business value with people analytics, register for the Insight222 People Analytics Trends Webinar. The webinar, which will take place on February 5, will be hosted by me and feature Naomi Verghese and Madhura Chakrabarti, PhD unpack the findings from the recently published 5th annual People Analytics Trend study. You can register for the webinar here – or by clicking the image below.
1. CREATING VALUE WITH PEOPLE ANALYTICS
JONATHAN FERRAR, NAOMI VERGHESE, AND MADHURA CHAKRABARTI - Harnessing Data for Growth: The Impact of People Analytics Article | Full Report
The fifth annual People Analytics Trends study, which was published in December 2024, was our biggest yet at Insight222, with 348 participating organisations. The four key findings were: (1) Growth: people analytics continues to expand in scope and investment. (2) Intelligent automation: the advent of GenAI has catalysed HR’s use of AI with people analytics at the core and central to AI strategy in HR. (3) Adoption crisis: the adoption of people analytics remains a challenge with a significant gap between the democratisation of people insights and data (71% of organisations) and a high-level of adoption within HR (47%) and outside HR (28%) – see FIG 1. (4) Value: measuring and demonstrating value is now essential for people analytics teams to increase their impact and drive greater ROI. Kudos to the authors: Jonathan Ferrar, Naomi Verghese, and Madhura Chakrabarti, PhD Thanks too to the practitioners featured in the study: Adam Tombor (Wojciechowski), Peter Ryan, and Phil Willburn.
FIG 1: Trends in the democratisation and adoption of analytics (Source: Insight222)
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.
The report by Eric Lesser Peter DeBellis and Marc Solow which is based on a 2023 study by Deloitte of more than 400 organisations across 18 countries, presents a People Analytics Maturity Model (see FIG 2) 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 2: High-Impact People Analytics Maturity Model (Source: Deloitte)
COLE NAPPER, JIN YAN, AND BEN ZWEIG - What is happening to people analytics? A 15- year trend: Part One | Part Two | Part Three (with KRISTIN SABOE)
How has people analytics employment changed in the last 15 years, and specifically how has the environment changed in the last two years? That was the question that Cole Napper along with Jin Yan and Ben Zweig sought to answer after being inspired by Alexis Fink to analyse these topics. The findings were delivered in three articles. Part One presented a number of interesting – and perhaps counterintuitive – findings, including that people analytics positions in the US actually declined in the last two years – the data collated by Revelio Labs suggests more than 1,000 people have left the field during this time (see FIG 3). In Part Two, the team turned their attentions to an analysis of the skills of people analytics professionals and the impact of the field during the last 15 years. Insights included that there is a correlation between companies with ‘prestigious’ people analytics teams and companies being rated more highly for employee sentiment. In Part 3, Kristin Saboe, Ph.D. gets involved to shine the light on how the composition of government people analytics jobs have changed over the last 15 years. Finally, the team provide three recommendations are provided to move the field forward: (1) Add real value and break the cycle. (2) Mature the people analytics function. (3) Let’s get back to growth.
FIG 3: People analytics positions have been decreasing in the last two years (Source: Revelio Labs)
MARGRIET BENTVELZEN, CORINE BOON, AND DEANNE N. DEN HARTOG - A person centered approach to individual people analytics adoption
In their paper, Margriet Bentvelzen Corine Boon and Deanne Den Hartog study people analytics adoption through the lens of the implementation of people analytics technology. They identify four profiles related to differences in user satisfaction and the frequency and versatility of PA technology use. They demonstrate that performance benefits, social influence, required effort, and facilitating conditions jointly affect the use of PA technology, but that the latter two might be the most influential factors. FIG 4 demonstrates the four user profiles identified in the paper: the skeptic diplomats, the optimistic strugglers, the optimists, and the enthusiasts.
FIG 4: Source – Bentvelze, Boon and Den Hartog (2024)
PATRICK COOLEN - The 10 golden rules for establishing a people analytics practice
A successful people analytics practice starts with the right people analytics leader
Patrick Coolen’s first iteration of his ’10 golden rules for people analytics’ (one prescient ‘rule’ was to combine strategic workforce planning and analytics) was published in 2014 when he was in the early stages of building the function at ABN Amro. A decade on, Patrick updates his seminal article, with insights from his own career journey, Ph.D research, and the evolution of the field itself. As ever, Patrick is right on the mark with his ten selections including these three: (1) The people analytics leader can make the difference, (2) Create a clear people analytics operating model, and (3) Upskill HR in data-driven decision making.
SHONNA WATERS, ERIN EATOUGH, SHEHZAD BASHIR, AND IAN O'KEEFE - People Analytics Across Company Growth Stages: Evolving Your Approach as You Scale
HR Analytics adoption is associated with higher return on investment by an average of 6.2% for return on capital employed
In their white paper, four esteemed experts in people analytics - Shonna Waters, PhD Erin Eatough, PhD Shehzad Bashir and Ian OKeefe, break down how to build and refine people analytics capabilities that grow with your organisation. The authors introduce a practical framework for people analytics based on four pillars - each with its own set of capabilities: Governance (with seven capabilities including strategy, ethics and compliance), Infrastructure (also with seven capabilities such as storage, performance and security), Methods (with eight capabilities including primary research, statistical models and machine learning), and Products (with nine capabilities including metrics, dashboards, and nudges), which they state form the basis for organisations to build and subsequently scale their people analytics function. This is a well-researched, practical and helpful paper.
NAOMI VERGHESE, JONATHAN FERRAR, AND JORDAN PETTMAN - Building the People Analytics Ecosystem: Operating Model v2.0 ARTICLE | FULL REPORT
One of the questions we get asked most by the people analytics leaders and chief people officers we work with at Insight222 is: What capabilities do I need to build into our people analytics function? Based on research of more than 250 companies, focus interviews with 20 organisations, and our experience of working with more than 120 global companies as part of the Insight222 People Analytics Program, my colleagues Naomi Verghese, Jonathan Ferrar and Jordan Pettman developed the report: Building the People Analytics Ecosystem: Operating Model v 2.0. The executive article provides a summary of the key highlights, while the full report breaks down the six elements of the People Analytics Ecosystem (see FIG 5): (1) A Value Chain: from client drivers to business outcomes. (2) People Strategy at the Centre: a symbiotic relationship exists between people strategy and people analytics. (3) Five Core Capabilities: consulting, data science and research, employee listening, analytics at scale, adoption. (4) Four Additional Capabilities: reporting, data governance, workforce planning, AI strategy. (5) Internal Partnerships: HR and other business stakeholders are key to operational effectiveness. (6) External Partnerships: external suppliers and expertise are important for enabling success.
FIG 5: The People Analytics Ecosystem (Source: Insight222 Building the People Analytics Ecosystem: Operating Model v 2.0)
JAAP VELDKAMP - Positioning People Analytics into the HR Service Model: A Path to Sustainable Impact
Embedding People Analytics within the HR Service Model is essential for creating a lasting and meaningful impact.
In his thoughtful article, Jaap Veldkamp, Global Head of People Analytics and Organisational Effectiveness at ABN AMRO, provides guidance on how people analytics should be positioned within the broader HR service model. Jaap provides a simplified view of the HR operating model (see FIG 6), which has three components: (1) Identifying needs. (2) Prioritising needs. (3) Executing and evaluating strategies. He then describes how the key capabilities of ABN AMRO’s people analytics function (Dashboarding and reporting, Employee listening, Data science and research, Organisational effectiveness, and Consulting) flow through the HR service model. As Jaap highlights: “the overall aim is to ensure that the capabilities of the People Analytics team are part of every step in the HR Service Model.”
FIG 6: Simplified HR Service Model (Source: Jaap Veldkamp)
RICHARD ROSENOW - From Data to Strategy: The New Role of Workforce Systems Leaders in Transforming HR
Without a Workforce Systems Leader, these decisions fall to the CHRO, pulling them into day-to-day inter-functional debates when they should focus on the strategic vision
In Insight222’s 2024 study, Building the People Analytics Ecosystem, we identified three types of people analytics leader that are emerging as the people analytics operating model continues to evolve. One of these – the Portfolio Analytics leader – has similarities to a trend identified by Richard Rosenow in his white paper for One Model. The findings are based on more than 40 HR teams hiring a Workforce Systems Leader combining people strategy, operations, technology, data and analytics (see FIG 7). In the paper, Richard covers: (1) Key challenges in people analytics – how the role of people analytics often extends far beyond their original role description. (2) Mastering the People Data Supply Chain – highlighting the essential steps to building a robust people analytics function. (3) The emergence of Workforce Systems Leaders. Read a preview in Richard’s LinkedIn post and download the full paper here.
FIG 7: The role of a Workforce Systems Leader (Source: One Model)
DIRK JONKER - Finance and Human Resources: A Strategic Partnership for Business Growth
Empathy has always been HR’s superpower, but it’s time to extend that empathy to seeing the workforce through a financial and business lens.
In our research into Leading Companies in people analytics at Insight222, one relationship stands out: the partnership with finance. Of the 25% of companies (86 out of 348 companies) who participated in our 2024 People Analytics Trends study and told us that they had built a partnership with finance, 93% reported that the people analytics team had delivered measurable outcomes over the last 12 months. In his article, Crunchr CEO Dirk Jonker explains why and how HR and Finance should work together, painting a vision where: “Together, HR and finance can unlock a future where employees are seen for what they truly are: a company’s most significant (and measurable) asset.” For more from Dirk on this topic, I recommend tuning into his conversation with me on the Digital HR Leaders podcast: Driving Business Transformation with Advanced People Analytics.
PIETRO MAZZOLENI - Transforming HR: How IBM measures the success of its people data platform investments
For those of you who haven’t already subscribed to Pietro Mazzoleni’s People Data Platform newsletter, I highly recommend you do. In this edition, Pietro walks through the three tiers of Key Performance Indicators (KPIs) IBM uses to evaluate investments in Workforce 360, its people data platform (see FIG 8). For more on how IBM infuses people analytics and AI into HR, listen to a recent episode of the Digital HR Leaders podcast, where I discuss with CHRO Nickle LaMoreaux - how IBM is augmenting HR programs with AI.
FIG 8: Three tiers of KPIs to evaluate investments in a people data platform (Source: Pietro Mazzoleni)
ETHAN BURRIS, BENJAMIN THOMAS, KETAKI SODHI, AND DAWN KLINGHOFFER - Turn Employee Feedback into Action
Ultimately, success (in employee listening) lies in empowering leaders to translate insights into concrete actions, effectively communicating progress, and fostering a continual feedback loop that values and respects the diverse voices within the organization.
"To manage the employee experience, leaders must deeply understand employees’ perceptions, feelings, and desires and respond thoughtfully. This is particularly crucial when immense resources are invested in gathering employee feedback through pulse surveys, town halls, and data scraping from internal communications. But leaders are often overwhelmed by the data and struggle to translate it into actionable insights." In their Harvard Business Review article, Ethan Burris, Benjamin Thomas, Ph. D, SHRM-CP, Ketaki Sodhi, PhD and Dawn Klinghoffer, share insights from interviews with more than two dozen companies to outline seven challenges and demonstrate how leading places to work have built an integrated process for assembling and understanding employee input and translating it into action. The seven challenges are: (1) Making sense of all that data. (2) Making sure employees feel heard. (3) Identifying the actual underlying problems. (4) Protecting employee privacy. (5) Navigating conflicting views. (6) Not burying bad news. (7) Providing meaningful follow-up.
PHIL WILLBURN - People Analytics Demystified: A Practitioner’s Handbook
Highly effective HR organizations know that every area of the business makes people decisions. The best people analytics teams excel by scaling people insights to all business leaders, ensuring these insights reach those making critical people decisions
Phil Willburn, the Head of People Analytics, and his team recently hosted a Peer Meeting for member companies of the Insight222 People Analytics Program® at Workday’s global headquarters in California. During the two days, Phil and his team presented some of the amazing work they are doing with people analytics in areas such as workforce planning, employee experience and hybrid work. Some of the content they presented is in this insightful e-book, which shines a light on how Workday has scaled people analytics in its own company (see FIG 9), their product-oriented and persona-based approach, and provides details on three case studies including how the team provides insights on flexible work and collaboration.
FIG 9: People analytics and insights at Workday (Source: Phil Willburn, Workday)
EMILY KILLHAM - From Insight to Action: New Data on the State of Employee Listening (Article) | The State of Employee Listening 2024 (Report)
(Leading firms ensure) listening efforts are aimed at the most important business and talent priorities facing their organizations today.
Emily Killham highlights the key findings from Perceptyx’s third annual State of Employee Listening report, which is informed by survey of more than 750 senior HR leaders from global firms with at least 1,000 employees. These include: (1) 78% of firms surveyed conduct some kind of listening event at least once a quarter, compared to 70% in 2023 and 60% in 2022. (2) Nearly 40% of organisations can share listening data with managers within two weeks. (3) When compared with their peers, the most mature listening organisations are 6x more likely to exceed financial targets, 9x more likely to achieve high levels of customer satisfaction, 4x more likely to retain talent, even during times of high attrition, 7x more likely to adapt well to change, and 7x more likely to innovate effectively.
FIG 10: Employee Listening Maturity (Source: Perceptyx)
RESOURCES FROM CURRENT AND PREVIOUS PEOPLE ANALYTICS LEADERS
In each edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. These are intended to act as a spur and inspiration to the field. Nine of the best from 2024 are presented here:
In Our Real-Life Journey with GenAI in Skills and Talent Management (with code!!), the Wolters Kluwer talent analytics team of Mariëlle Sonnenberg, Federico Bechini, Sietse Schröder and Caitlin van Mil share a case study of using GenAI to provide the foundation of their work to transition to a skills-based organisation.
Andrés García Ayala, Group Head of People Analytics and Strategic Workforce Planning at Legal & General, discusses five reasons why people analytics should be at the heart of AI’s successful workplace adoption.
Martha Curioni provides guidance on how to support HR to adopt people analytics harnessing insights from the likes of Isabel Naidoo, Patrick Coolen, Greg Newman, and Amit Mohindra.
In a two-part post, Hallie Bregman, PhD discusses the pros and cons of situating people analytics in or outside HR: Part 1 and Part 2.
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. The secret? Ask yourself: “Can I make a line chart of the metric?”
In The Three Most Common Statistical Tests You Should Deeply Understand, Keith McNulty explains that hypothesis testing is one of the most fundamental elements of inferential statistics. He uses an example to show three common hypothesis tests (Welch’s t-test, Correlation test, and Chi-square test of difference in proportion) and how they work under the hood, as well as showing how to run them in R and Python and to understand the results.
Having worked in both domains, Scott Rogers is well-qualified to explore the dynamics of the HRBP-People Analytics relationship. He presents a framework identifying the key focus areas for people analytics leaders (e.g. championing HR operational excellence) and HRBPs (e.g. engaging with and advocating for people analytics).
Jackson Roatch outlines how people analytics teams can move from correlation to causation and create more impact by adding econometric methods to its tools and capabilities.
Nelson Spencer presents his S.T.A.R.T Framework (see FIG 11), which is designed to solve a perennial problem for many HR functions: the disconnect between analytics, technology and operations. As Nelson explains, S.T.A.R.T has been designed “to consider these three critical functions holistically, acknowledging that they are part of a bigger puzzle and are all deeply interconnected.” The five pillars, which Nelson describes in detail in his article, are: (1) Strategy, (2) Technology, (3) Analytics, (4) Results, and (5) Transformation. He then provides guidance on how to implement the framework in organisations of varying sizes, from small to large.
FIG 11: The S.T.A.R.T Framework (Source: Nelson Spencer)
READ THE OTHER INSTALMENTS OF THE BEST ARTICLES OF 2024
Don’t forget to check out the four other editions of Data Driven HR Monthly, where I reveal my best articles of 2024:
Part 2: Orchestrating the future of work (available from Sunday, January 12)
Part 3: Enhancing employee experience and wellbeing (available from Thursday, January 16)
Part 4: Developing leaders, culture and inclusion (available from Sunday, January 19)
Part 5: Building the strategic HR function (available from Thursday, January 23)
THANK YOU
Thanks to all the authors and contributors featured in the best articles of 2024 as well as across the monthly collections from 2024 – see January, February, March, April, May, June, July, August, September, October, November and December - your passion, knowledge and expertise continues to inspire. Thanks also to my colleagues at Insight222, the guests and sponsors of the Digital HR Leaders Podcast in 2024 and the great many of you that share and engage with the content I share. It’s much appreciated. I wish you all well for a happy, healthy, and successful 2025.
UNLOCK THE POTENTIAL OF YOUR PEOPLE ANALYTICS FUNCTION THROUGH THE INSIGHT222 PEOPLE ANALYTICS PROGRAM
At Insight222, our mission is to make organisations better by putting people analytics at the centre of business and upskilling the HR profession The Insight222 People Analytics Program® is your gateway to a world of knowledge, networking, and growth. Developed exclusively for people analytics leaders and their teams, the program equips you with the frameworks, guidance, learnings, and connections you need to create greater impact.
As the landscape of people analytics becomes increasingly complex, with data, technology, and ethical considerations at the forefront, our program brings together over one hundred organisations to collectively address these shared challenges.
Insight222 Peer Meetings, like this event in London, are a core component of the Insight222 People Analytics Program®. They allow participants to learn, network and co-create solutions together with the purpose of ultimately growing the business value that people analytics can deliver to their organisations. If you would like to learn more, contact us today.
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 100 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.
观点
2025年01月09日
观点
12 Opportunities for HR in 2025: Thriving People, Thriving Organisation
This quote, most commonly attributed to Sun Tzu, aptly captures the essence of the 2020s as we reach the halfway point of what has been a turbulent decade thus far. The chaos element has been to the fore with a global pandemic, geopolitical tension, and economic uncertainty leading to an increasingly complex and volatile business environment. Sprinkle in the rapid advances in technology and artificial intelligence, then it’s not hard to see why 45% of CEOs believe their company will not be viable in ten years if it stays on its current trajectory (1).
Here comes the opportunity element. For the HR profession, there’s a strong case to be made this perfect storm has accelerated the transformation of the field from a support function to a strategic partner to the C-suite and the board. Josh Bersin argues that the chief people officer may now be the most important C-suite role of them all (2). Certainly, the opening words of Deloitte’s latest Global Human Capital Trends report encapsulates that many of the major challenges organisations face have people topics at their heart (3):
We’re operating in a world where work is no longer defined by jobs, the workplace is no longer a specific place, many workers are no longer traditional employees, and human resources is no longer a siloed function
Herein lies the opportunity for chief people officers: to align people strategy, analytics and technology to enable company growth, lead transformation both for the business and the function, act as the steward for ethical AI (4), and upskill HR professionals. Thriving people, thriving organisation.
During the 10+ years I’ve been publishing this annual look at the year ahead, it has evolved from a framing of predictions or trends to opportunities, given that much of what follows will likely take years to play out. As ever, the 2025 opportunities are informed by the research and work we do at Insight222 (5), interviews with guests on the Digital HR Leaders podcast (6), conversations with leaders in the field and market analysis. References are numbered throughout, and a comprehensive list with links is included at the end.
Get involved – what should opportunities #11 and #12 be?
Readers may note that the title and accompanying image indicate 12 opportunities, whereas only ten are outlined. That is because – as was the case in previous years - I’m keen to crowdsource the final two opportunities from readers. What other opportunities should be included? Please let me know in the comments section below, and I’ll add my favourite two to an updated version in January.
THE 2025 OPPORTUNITIES FOR HR
Ten opportunities for HR to realise in 2025…
1. Cultivating the thriving organisation
Ask not what your people can do for you, but ask instead what you can do for your people
A 2024 study by McKinsey estimates that the total global opportunity for optimising employee health and wellbeing could be up to $11.7 trillion (7). Numerous studies, including by Oxford University, find a strong positive relationship between employee wellbeing and firm financial performance (8). Indeed, according to Accenture, companies that take a people-centric approach could create $10.3 trillion in economic value (9). When people thrive, organisations thrive. Yet, employee burnout levels remain at an all-time high (10, 11). This presents an opportunity for HR to flip the script and, to paraphrase President John F. Kennedy, ask not what your people can do for you, but ask instead what you can do for your people. By focusing on creating value for employees and helping them to thrive, companies can create a virtuous cycle whereby employee outcomes enhance organisational outcomes and vice-versa (12, 13). For example, one PwC study found that making investments in 11 key areas of employee experience can yield savings equivalent to 12.6% of revenues (14). While Deloitte reports that the organisations that score highest on treatment of their workforce had a 2.2% higher five-year return on equity (15). Reimagining work as a product (16), becoming a listening organisation focused on turning employee feedback into action (17), as well as using people analytics to measure how wellbeing, purpose, learning, and attrition connect to business outcomes (18, 19), are three ways to create value. If successful in this mission, HR could elevate the function from its traditional role as a cost centre to a true value creation centre, while creating a fairer, healthier, and more humane organisation (20). What could be a bigger and better opportunity than that?
An organization that views its employees as its most important resource can maximize its return on talent (21)
FIG 1: Thriving stars have an outsize influence on organisations (Source: McKinsey)
2. Transforming HR into a strategic partner
The CHRO must transform the HR team, moving from the “service delivery” model to an HR team of consultants, problem-solvers, and analysts. (22)
With CEOs increasingly demanding more from HR and with data and AI enabling the transformation of HR into a more strategic, value-added and insight-driven function (23, 24), chief people officers have the opportunity to elevate HR from its traditional role as a support function into a true strategic partner (25). Six areas to consider are: i) Rethinking the HR operating model. Nearly two-thirds of companies have done so in the past two years (26). There’s certainly no shortage advice (27 – see FIG 2, 28, 29, 30). ii) Putting people analytics at the right-hand of the CHRO.Our research at Insight222 finds that a strong connection with the people analytics leader together with combining people strategy and analytics enhances the credibility and impact of the CHRO with the board (31, 32), as does embedding it as part of the HR service model (33). iii) Reimagining key HR roles and processes through automation toincrease the focus on high-value strategic work (34, 35). iv) Prioritising high-impact use cases for deploying AI across HR programs and the employee lifecycle (36, 37). v) Identifying future skills and capabilities of HR professionals together with a strategy to close any gaps. vi) Leading on the development of ethical and responsible AI policies and enablement programs (38) – and never forgetting the ‘H’ in HR.
FIG 2: Assessment of Ten Dimensions of HR Effectiveness (Source: The RBL Group)
3. Setting the agents to work
We're using AI in three broad categories: recommendations, assistants, and agents. This is transforming our HR function. (39)
The topic du jour is agentic AI – the next frontier of generative AI (40). Gartner predicts that by 2028, at least 15% of day-to-day work decisions will be made autonomously through agentic AI, up from 0% in 2024 (41). Josh Bersin believes that agentic AI will change the HR tech stack and make our HR roles easier (42, 43). The likes of SAP (Joule), Workday (Illuminate) and ServiceNow (AI Agents) have already launched tools (44). Early use cases in HR are also emerging such as HiRO, a digital worker, IBM has used to save 50,000 hours in its quarterly promotion process (45, 46). From what I’ve learned in the last few months (and I’m still learning about this too), agentic AI – in essence a shift from Large Language Models to Large Action Models - provides a huge opportunity to rapidly accelerate HR’s progress from support function to strategic partner. Some suggestions for chief people officers to prepare: i) stay informed with the latest developments by keeping in touch with your peers, enterprise and HR tech partners, ii) identify and prioritise potential use cases, iii) upskill and prepare your team, iv) double down on ethics, privacy and responsible AI (47, 48, 49). One additional recommendation is to engage your people analytics team. Our research at Insight222 identified that AI strategy for the HR function is increasingly coming under the auspices of the people analytics leader (50). Moreover, this is also seeing the people analytics leader in some companies taking on a wider portfolio for disciplines such as HR tech and digital transformation, people strategy and operations (51, 52, 53).
FIG 3: A System of Agents (Source: Foundation Capital)
4. Elevating hybrid from where to how
What we need isn’t an office mandate—it’s a ‘collaboration mandate.’ (54)
There’s still too much focus on where people work rather than how work gets done. Despite executives being 3x more likely to say the how is more important (55). Indeed, with more than 90% of companies having hybrid workers (56) and with employees working remotely on average more than 25% of the time (57) it’s time to elevate the conversation from an office to a collaboration mandate (58). HR has an opportunity to lead the redesign of work through conducting experiments and collecting data to learn how work is getting done, and how employees are feeling (59). The shift to hybrid has been one of the key factors driving growth in people analytics (60). The body of published research is growing with several studies finding that in comparison to their fully in-person or remote colleagues, hybrid workers have higher wellbeing (61), engagement (62) and retention but no difference in collaboration and innovation (63). Additional research provides guidance on when in-person matters (64), making the office a magnet not a mandate (65), cultivating culture (66), fostering trust (67), and focusing on outcomes (68 – FIG 4) including broadening how we measure productivity (69). Hybrid is here to stay, so let’s make hybrid work – for companies, and for workers – and let’s follow the science rather than the headlines (70).
FIG 4: Focus on Productivity, Not Physical Presence (Source: Brian Elliott)
5. Investing in a people analytics “A Team”
In “A” Teams, people analytics is embedded in the people strategy. “A” Teams regularly and dynamically prioritise their work according to the needs of the C-suite and the business agenda (71)
People analytics is now widely acknowledged as an organisational imperative (72), with chief people officers recognising that they need data and insights to gain traction with the board (73). Recent studies by Deloitte (74), Josh Bersin (75) and PwC (76), as well as our own fifth annual Insight222 People Analytics Trends study (77), all show significant growth in people analytics. Yet, together, they also highlight that most organisations are still only scratching the surface of what is possible. Only 10% of the 348 companies that participated in the Insight222 study are defined as “A” Teams (see FIG 4). Our research – and experience of working directly with over 100 organisations through the Insight222 People Analytics Program® – finds virtually all “A” Teams play a key role in defining the people strategy and effectively align their work to the most important business priorities accordingly (78), echoing other studies (79, 80). Additionally, chief people officers can realise more value with people analytics by focusing on: i) Improving the adoption and consumption of people data and insights by employees and managers. ii) Using intelligent automation to personalise analytics solutions. iii) Measuring the value of people analytics, working closely with finance (81). Success istarts with the right people analytics leader (82), who should be executive influencers, consultants, storytellers and marketeers. The role of the people analytics leader continues to evolve, and chief people officers should carefully consider the type of leader they need (83, 84). People analytics - and the ability to drive actions with insights – is the silver thread to unlock and realise all the opportunities outlined in this article, and a critical element of the drive to make HR more evidence-based (85). Remember, as Jonathan Ferrar and I wrote in our book, Excellence in People Analytics:
People Analytics is not about HR. People Analytics is about the business (86, 87).
FIG 5: Insight222 Leading Companies in People Analytics model (Source: Insight222)
6. Making workforce planning strategic
Strategic workforce planning is a perennial challenge. Although the core principles are not new, the urgency to act has increased, and the availability of data-driven insights has changed the competitive landscape (88)
Strategic workforce planning (SWP) is essentially a systematic and data-led approach for an organisation to ensure it has the right workforce to achieve its business objectives (89). With the speed and extent of change arising from the fifth industrial revolution, talent shortages and the shift to skills, SWP has arguably never been so important. It is consistently cited as a top three priority for people leaders (90, 91), a challenge compounded by studies suggesting that only 15% of organisations currently practice SWP (92). Our research at Insight222 finds a growing number of companies – 50% in a 2024 study - combine SWP with people strategy and analytics (93). These companies are more successful in connecting their SWP activities to their business priorities (94), have a better view of their future talent needs, and the strategies to close any gaps (95). Four other steps to increase success with SWP are: i) Aligning SWP efforts with business strategy (96, 97 – see example from Merck Group in FIG 6) including prioritising business critical roles and skills (98); ii) Bringing together people, business and external data to get the full picture (99); iii) Connecting SWP to other talent capabilities such as internal mobility, recruiting and learning (100); and, iv) Measuring the impact of workforce planning activities and linking these to business outcomes (101).
FIG 6: How Merck prioritises SWP needs by relevance and actionability (Source: Gartner)
7. Orchestrating skills for Impact
A cultural shift to skills-first approaches needs both sponsorship from executives and governance from human-resources professionals (102)
While ‘skills’ has been an opportunity for HR for several years, the topic continues to gather momentum. Skills gaps and shortages are one of the most pressing concerns for companies (103). Rapid advances in technology only exacerbate the challenge (104), with 44% of workers’ skills expected to be disrupted by 2028 (105) and reskilling workers a primary objective for many companies (106). Consequently, one study reports that 90% of companies are experimenting with a skills-based approach (107). Why? Because becoming skills-based can lead to greater agility, resilience, and flexibility in the face of rapid change (108). EPAM, which has adopted a skills-based approach for 30 years, believes it catalyses its business agility and enables the company to attract, develop and retain some of the best tech talent in a highly competitive market (109). Meanwhile, Standard Chartered has generated over 1,700 gigs and $6m of productivity from its initial talent marketplace pilot in India (110, 111) and has also calculated that reskilling and redeploying internal talent generates a saving of $49,000 per role versus hiring externally (112). We are continually learning more about what drives success in this space including at companies such as Ericsson (113), J&J (114, 115), IBM (116), Google (117), Mastercard (118) and Lloyds Banking Group (119). Some steps to consider: i) Do your homework – shifting to a skills-based approach is not cheap or easy, make sure there is a business problem to solve (120, 121, 122 – see FIG 7). ii) Experiment – a skills-based approach will likely not be right for every role in your company. Focus on critical roles, start with a pilot and an executive sponsor (123). iii) Focus on data quality – data is the foundation on which your skills initiative will succeed or fail (124). iv) Get your people analytics team involved – our research at Insight222 finds that 50% of people analytics teams are supporting their company in becoming skills-based (125). v) Communicate the value and use skills as the glue to connect recruiting, learning, mobility, compensation and workforce planning together.
FIG 7: Skills-based talent management strategy, business outcomes can guide your actions (Source: Gartner)
8. Turning up the volume on diversity, equity, inclusion and belonging
The backlash against DEI is out of sync with the opinions held by the most important set of stakeholders: your employees (126)
Some companies – particularly in the US – are backtracking on diversity, equity, and inclusion (DEI) commitments. The Society for Human Resource Management (SHRM) even inexplicably decided to drop the ‘E’ from its IED framework, despite this flying in the face of years of research on DEI in the workplace (127, 128). This is an opportunity for HR to lead the fightback and protect the networks of people engaged in DEI work (129). It was certainly good to hear L’Oreal CHRO Jean Claude Le Grand on the main stage at UNLEASH declare that “DEI is not a trend. DEI is part of our DNA (130).” In 2025, despite fears about what Trump’s second term could mean for DEI (131), let’s hope we hear more chief people officers – especially those based in the US – making similar declarations, and backing it up with action. They will be helping their companies if they do. Firstly, because DEI programs are getting more popular with employees, not less (132) and help organisations attract, retain and engage talent (133). Secondly, research finds DEI, particularly at the leadership level, is connected to financial performance, innovation, and societal impact (134). Thirdly, incorporating DEI practices into core business planning can provide a competitive edge (135). People analytics has an important role to play in measuring DEI efforts and connecting them to outcomes (136) including using advanced analytics to get deeper insights on belonging (137), inclusion (138) and psychological safety (139). Indeed, our own research at Insight222 finds, for the fourth consecutive year, that DEI is one of the top three areas where people analytics is adding the most business value (140). While some companies pause or roll back their DEI programs, those that stay the course and redouble their efforts will drive organisational performance. So, let’s turn up the volume to maximum on DEI in 2025 and beyond.
FIG 8: The business case for diversity on executive teams and financial outperformance
9. Advancing social capital
If ‘human capital’ is about what an individual knows, ‘social capital’ is about how well positioned that individual is to use what they know to get work done.
Social capital represents the next frontier for HR in gaining a deeper understanding of what drives individual, team and organisational effectiveness. As Michael Arena explains, if ‘human capital’ is about what an individual knows, ‘social capital’ is about how well positioned that individual is to use what they know to get work done. (141). The study of social capital is not new. Indeed, the likes of Arena and Rob Cross have been doing this work for decades – and specialist firms such as Worklytics, Cognitive Talent Solutions, Polinode and Innovisor have grown by specialising in this field. But like a lot of the 2025 opportunities presented here, a combination of the pandemic, the rise of distributed and hybrid work, and advances in technology mean that the need for analysing social capital and the ability to do so have increased dramatically. We can see this in the passive element of employee listening programs, which enables organisations to combine active data from surveys with passive data to understand the impact of topics such as hybrid working, meetings, and focus time on outcomes such as wellbeing, collaboration, innovation, productivity and attrition (142,143,144,145,146, 147, 148). Other use cases for network data exist to support work around topics as diverse as: M&A (149), performance (150), DEIB (151, 152), skills mapping (153), team effectiveness (154) and the identification of key influencers (155). For those looking to get started with a pilot, I recommend identifying a specific business problem to solve, getting a business sponsor, keeping the scope manageable, involving your IT and privacy team (and works council if appropriate), and considering partnering with a vendor (156).
FIG 9: Organization network analysis can help uncover collaboration within an organization (Source: Deloitte)
10. Enabling the HR professional of the future
41% of chief people officers wish they had had greater depth in people analytics prior to assuming their roles (157)
If HR is to become a true strategic partner to the business, then we must upskill ourselves, focusing on developing competencies that create value (158, 159). Chief people officers need to invest in attracting and developing HR professionals with the vision, agility and business acumen to navigate an everchanging landscape, raising the technology and analytical expertise of the function (160). Let’s take one area where the function needs to upskill that I know well from the work we do at Insight222 around improving the data literacy of HR professionals (161). Our research highlights five key skills to elevate data of literacy for HR: i) consulting, ii) influencing stakeholders, iii) interpreting data, iv) building recommendations from insights, and v) storytelling (162). While there has been steady progress with 58% of companies (163) now saying they have a data driven culture in HR (up from 42% in 2021), there is still some way to go – and the opportunities afforded by AI make it even more important for HR professionals to acquire these skills. Tellingly, this is an area of development for senior HR leaders too with 41% of chief people officers wishing they had had greater depth in people analytics prior to assuming their roles (164). With Insight222 research also finding that role-modelling of people data and analytics by the chief people officer and HR leadership team is paramount for the improvement of data literacy across the HR function overall (165), this is an opportunity that chief people officers can ill afford to squander. The HR function will continue to evolve with new roles emerging (166). We need to take the ethos of continuous learning that we advocate for the rest of the organisation and apply it to ourselves in HR.
FIG 10: Example of a learning journey Insight222 delivers to HR leaders, BPs and professionals (see here)
FIG 11: 13 HR Jobs of the Future (Source: Jeanne Meister)
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(155) Jeppe Vilstrup Hansgaard, How to Rethink Change with the Three Percent Rule (Innovisor, 2019)
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(161) Insight222 Building a Data-Driven Culture in HR, Immersive Learning Experiences, (Insight222, 2024)
(162) Naomi Verghese, Jonathan Ferrar - Upskilling the HR Profession: Building Data Literacy at Scale (Insight222, 2023)
(163) Ferrer et al (see reference 71)
(164) Gordin et al (see reference 157)
(165) Naomi Verghese Why is Role-modelling by the CHRO and HRLT Essential for Building Data Literacy in HR? (myHRfuture, 2023)
(166) Jeanne C M. 13 HR jobs of the future (HR Executive, 2024)
A selection of other 2025 HR predictions, opportunities and trends
There are a plethora of other resources documenting predictions, opportunities and trends for HR and the future of work in 2025 including (in alphabetical order):
Alexandra Nawrat, Five New Year’s resolutions for HR leaders in 2025
Andrew Spence, Beyond Prediction: Shaping Your Work Story in an Uncertain World - Andrew walks through seven dominant narratives on the Future of Work - from 'Dataism' to the 'Singularity' via 'Job Destruction.'
Daniel Zhao, Glassdoor Worklife Trends 2025 - includes data showing that Gen Z will make up 1 in 10 managers in 2025.
Gartner, Top 5 Priorities for HR Leaders in 2025
The Institute for Corporate Productivity (i4cp), 2025 Priorities & Predictions
Jen Colletta, 5 CHROs share what’s topping their 2025 HR strategy agenda - includes Melissa Werneck highlighting the HR's role as the ambassador for the responsible implementation of generative AI at work.
LinkedIn, Global Talent Trends
Dr. Solange Charas and Stela Lupushor, Crystal Balls and Cold Reality: HR Predictions for 2025
Steve Hunt, A guide to HR predictions, trends, and forecasts
Visier Inc., Embracing the AI Driven Workforce: 5 Workforce Trends for 2025
Unlock the potential of your people analytics function through the Insight222 People Analytics Program
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 100 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 early 2025:
January 21 - People Analytics in Italy: Insights from Research and Practice with Martha Curioni and Aizhan Tursunbayeva, PhD, GRP (VIRTUAL - Register here)
January 23 - The Strategic Outlook for People Analytics in 2025 with Ian Cook and Dawn Klinghoffer (WEBINAR - Register here)
February 26-27 - People Analytics World, Zürich
April 29-30 - People Analytics World, London
More events will be added as they are confirmed.
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