The best HR & People Analytics articles of January 20252025年伊始，人工智能（AI）和人力资源（HR）领域发生了一系列重大变革。DeepSeek的崛起是否标志着AI的“斯普特尼克时刻”尚未可知，但可以确定的是，AI正以前所未有的速度重塑产业、企业和工作方式。与此同时，混合办公、DEI（多元、公平与包容）等工作议题的政治化，在特朗普政府的回归下变得尤为突出，使得HR领导者面临更大挑战。
全球HR趋势与预测
世界经济论坛《未来工作报告2025》：未来五年内将新增1.7亿个新岗位，但9200万个工作将被取代，人才技能转型成为关键。
Spotify CPO Katarina Berg 提出HR应从“资源”转向“关系”，建立更具信任感和数据驱动的HR模式。
Gartner：AI第一的企业可能会因过度追求生产力而适得其反。
AI与人才分析
Josh Bersin的“AI超级员工”概念：AI将助力员工提高生产力、创造力，并推动企业文化变革。
Visier报告：欧洲64%企业高管 已获得员工数据分析权限，数据驱动HR决策成为主流。
员工体验与健康
麦肯锡健康研究院研究表明，关注员工健康的企业在业务表现上明显优于同行，健康与生产力紧密相关。
组织架构正在向技能为本的模式转型，人才战略已成为企业核心竞争力之一。
2025年，HR的核心任务将围绕AI技术、数据分析、员工福祉展开。面对变革，HR如何借力AI，实现企业与人才的双赢？欢迎讨论！?
To rework Lenin’s infamous observation, replacing weeks with months: “There are decades where nothing happens; and there are months where decades happen” – this manifestly could be applied to January 2025. It’s still way too early to judge whether the sudden emergence of DeepSeek is AI's Sputnik moment, but it is safe to say that AI is already rapidly reshaping industries, companies and how we work. We are increasingly seeing the politicisation of work topics such as hybrid work and diversity, equity and inclusion programs – especially with the arrival of the new Trump administration in the United States. Let's just say that there’s a lot on the plate for chief people officers to contend with at the moment.
Perhaps this partly explains the slew of insightful resources in January, which has made compiling this month’s collection as challenging as it has been enjoyable. Selections include the unmissable new Future of Jobs report from the World Economic Forum, the big trends and opportunities to look out for in HR, AI and data science in the year ahead, and a powerful new study from the McKinsey Health Institute, which finds that companies that prioritise employee health and wellbeing enjoy better business outcomes than their peers - a ray of light in the darkness. There’s lots to enjoy and learn from.
This edition of the Data Driven HR Monthly is sponsored by our friends at Visier
In Visier's latest research report, "The State of People Analytics in European Organisations," we explore how European companies are leveraging data-driven strategies to achieve measurable business outcomes. With 64% of organisations now enabling senior executives to access people insights, the shift toward analytics-driven decision-making is clear.
Based on a recent study by The Josh Bersin Company in partnership with Visier Inc., the report highlights key people analytics adoption trends in Europe, the maturity journey of people analytics teams, and the tangible advantages experienced by organisations using advanced people analytics platforms. From adaptive workforce planning to meeting regulatory demands, this report is essential for HR leaders driving growth and innovation in 2025.
Download the new report to learn:
Key trends driving people analytics adoption and growth in Europe
Why strategic investments in people data are critical for the future of work
The measurable business benefits of advanced people analytics practices
To sponsor an edition of the Data Driven HR Monthly, and share your brand with more than 140,000 Data Driven HR Monthly subscribers, send an email to dgreen@zandel.org.
JANUARY ROAD REPORT
I’m typing this on the Eurostar on my way back from Paris, where Laurent Reich and his team hosted the first Peer Meeting of 2025 for member companies of the Insight222 People Analytics Program® at L'Oréal’s Global HQ. A huge thank you to Laurent, his team and all the speakers over the two days: Isabel Gomez Garcia de Soria, Theo Leccia, Ashish Pant, Tracy Villanueva, David Tregidgo, Luc-O D L, Kai Wehmeyer, and Julien Legret, as well as my Insight222 colleagues: Naomi Verghese, Jordan Pettman, Jane Bloomfield, David Bebb and James Garrett, and all those who attended what was an absorbing, collaborative and fun two days.
Attendees at the January 2025 Peer Meeting for member companies of the Insight222 People Analytics Program, hosted by L'Oreal in Paris
January also saw two webinars, the first with the Italian People Analytics community (thanks to Martha Curioni, Aizhan Tursunbayeva, PhD, GRP and Federico Bechini), and the second, where I moderated a panel with Anette Bohm, Dawn Klinghoffer and Ian Cook on The Strategic Outlook for People Analytics in 2025 (click to get access to the recording) – thanks to Barry Swales, People Analytics World and Visier Inc. for organising. Speaking of webinars…
Join me for an Insight222 webinar on February 5 to discover the 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.
Share the love!
Enjoy reading the collection of resources for January 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 December’s compendium as well as the five-part 2024 retrospective (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, and Part 5: Building the strategic HR function.
If you enjoy a weekly dose of curated learning (and the Digital HR Leaders podcast), the Insight222 newsletter: Digital HR Leaders newsletter is usually published every other Tuesday – subscribe here – and read the latest edition.
2025 HR PREDICTIONS, TRENDS AND PRIORITIES
KATARINA BERG - 2025 HR Predictions: Looking Into the Crystal Ball
In 2025, it’s time for HR to double down on the Human and rethink the Resources.
Katarina Berg, Chief People Officer at Spotify, presents ten predictions organised under her clarion call for HR to focus on the Human and replace Resources with Relationships. Three that stand out are: Make Trust and Purpose Great Again (“Trust is the glue, and purpose is the fuel”), Data-Informed HR: Sherlock, Not Skynet (“Data is your detective, not your dictator.”), and Ethical AI: Keep It Human (“AI is like your overachieving intern – it’s great at automating the boring stuff, but it can’t replace human judgment”). These are, in my view, by far and away the best set of HR trends, predictions for HR in 2025. If you agree, I also recommend buying Katarina’s book, Bold: A New Era of Strategic HR, and subscribing to the Spotify HR Blog.
GARTNER – 9 Future of Work Trends for 2025 and HR Toolkit | JEANNE MEISTER - 10 HR Trends As Generative AI Expands In The 2025 Workplace | JOSH BERSIN - The Rise of the Superworker: Delivering On The Promise Of AI
There has been the usual flood of commentators offering their take on the trends, priorities, and opportunities for HR in 2025 – including my own 12 Opportunities for HR in 2025: Thriving People, Thriving Organisation. With so many to choose from, it can be a challenge to ‘separate the wheat from the chaff,’ but hopefully I have done this for readers here! As well as those I highlighted in the December edition from the likes of Steve Hunt, Andrew Spence, and Lars Schmidt – and the one above from Katarina Berg, here are three others I recommend diving into. (1) Gartner’s Emily Rose McRae presents nine future of work trends for 2025 (see FIG 1) with perhaps the standout being that “AI-first organizations will destroy productivity in their search for it.” (2) I always enjoy Jeanne C M.’s annual set of HR trends, and the 2025 edition is no exception. Jeanne frames her ten trends around her belief that 2025 will see a more organisations “moving from experimenting with generative AI to making it an essential part of their business planning process”, and that this will transform HR. Two of Jeanne’s predictions that standout are: a) AI Agents Will Proliferate And Become The Killer App In The AI Era, and b) Generative AI Will Transform the Future of HR Jobs, where she highlights 13 HR jobs of the future (see FIG 2). (3) Josh Bersin’s 2025 set of HR and leadership predictions is themed: The Rise of the Superworker: Delivering On The Promise Of AI. Josh describes a Superworker as “an individual who uses AI to dramatically enhance their productivity, performance, and creativity,” and a Superworker company as “an organization that embraces this transformation, building a culture of adaptability where people reinvent themselves.” The study breaks down four types of superworker (see FIG 3) as well as the five imperatives for 2025, including the need to redesign works, jobs, and organisational models.
FIG 1: 9 Future of Work trends for 2025 (Source: Gartner)
FIG 2: 13 HR jobs of the future (Source: Jeanne Meister)
FIG 3: The four dimensions of AI automation – and ‘superworker’ (Source: The Josh Bersin Company)
HYBRID, GENERATIVE AI AND THE FUTURE OF WORK
WORLD ECONOMIC FORUM – Future of Jobs Report 2025
Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential
The fifth edition of the World Economic Forum’s Future of Jobs Report is, like its predecessors, an absolute treasure trove of data, insights, and visualisations. The 2025 report is based on data from more than 1,000 companies and over 14m workers, and will be a much referenced resource by researchers as well as workforce planning and people analytics practitioners. It offers a comprehensive analysis of the interconnected trends shaping the global labour market and explores what this will mean for the evolution of jobs and skills over the next five years. There are far too many highlights in the report to list them all here, but here are some standout ones for me: (1) By 2030, 170 million new jobs will emerge, yet 92 million will be displaced—a net increase of 78 million roles (see FIG 4), which not surprisingly means that (2) Skill gaps are considered the biggest barrier to business transformation, with 63% of employers identifying them as a major barrier over the 2025- 2030 period. (3) On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period. (4) Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential in 2025 (see FIG 5). (5) Two demographic shifts are increasingly transforming global economies and labour markets: aging and declining working age populations, predominantly in higher income economies, and expanding working age populations, predominantly in lower-income economies. Kudos to the authors: Attilio Di Battista, Sam Grayling, Ximena Játiva, Till Alexander Leopold, Ricky LI, Shuvasish Sharma, and Saadia Zahidi. If you only read one of the resources I've selected this month, read this.
FIG 4: Total job growth and loss 2025-2030 (Source: World Economic Forum)
FIG 5: Top sought after skills by employers in 2025 (Source: World Economic Forum)
RAVIN JESUTHASAN, RUPAL KANTARIA, AND SIMON LUONG - Workforce Transformation In The AI Era
Leaders need new talent strategies as AI and demographic changes create the need for agile, skills-based organizations.
In their article, Ravin Jesuthasan, CFA, FRSA, Rupal Sachdev Kantaria, and Simon Luong explain how with several workforce megatrends converging successful CEOs are being transformed into talent architects, with workforce strategy becoming as important to companies as financial strategy (see FIG 6). This is expanding the role of the chief people officer, whose mandates at some companies have expanded to include strategy, transformation and operations. All this, argue the authors, is leading to a transformation of work and the human experience of work across three critical dimensions: (1) Redesigning work for a truly agile operating model. (2) Skills as the currency (see FIG 7). (3) Adaptive leadership. The report is part of a series, The State of Our World 2025, compiled by the Oliver Wyman Forum, which has been designed to help global leaders navigate what is a turbulent and exhilarating environment. These include: The Revenge of Geopolitics, Solving the Demographic Dilemma, and Unlocking the Value of AI. If you want to know what's on your CEO's mind, read this.
FIG 6: Talent strategy is leading board agendas (Source: Oliver Wyman Forum)
FIG 7: The need to rethink skills as currency (Source: Oliver Wyman Forum)
PEOPLE ANALYTICS
TOM DAVENPORT AND RANDY BEAN - Five Trends in AI and Data Science for 2025
Our long-term prediction is that generative AI alone is not enough to make organizations and cultures data-driven.
The 2024 edition of this article, by Tom Davenport and Randy Bean was MIT Sloan Management Review’s most-read article of last year, and the 2025 version looks set to similarly popular. The five trends outlined in the article are: (1) Leaders will grapple with both the promise and hype around agentic AI. (2) The time has come to measure results from generative AI experiments. (3) Reality about data-driven culture sets in. (Only 37% of companies surveyed said they work in a data- and AI-driven organisation, and 33% said they have a data- and AI-driven culture. 92% believe that cultural and change management challenges are the primary barrier to becoming data- and AI-driven). (4) Unstructured data is important again. (5) Who should run data and AI? Expect continued struggle.
RICHARD ROSENOW – People Analytics Conferences: 2025
By focusing on community building, providing diverse and practical content, and addressing accessibility concerns, conferences can better serve the evolving needs of People Analytics professionals.
A terrific resource compiled by Richard Rosenow on the top events scheduled for 2025, which was based on a survey of people analytics professionals. It lists the top events that practitioner are attending (including People Analytics World, TALREOS and Wharton People Analytics), those events that are top of the wishlist, which I’m proud to see includes the Insight222 Global Executive Retreat, plus insights on what people enjoy and need from these events.
SCOTT REIDA - The Augmented Workforce: Redefining Roles and Hierarchies in the Age of GenAI | MATTHEW HAMILTON - Three mental blocking & tackling drills to recenter your People Analytics efforts | CAITLIN VAN MIL - SHAP Values | AMIT MOHINDRA – Who is the Human in the Loop?
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. Four are highlighted in this month’s edition. (1) Scott Reida, a workforce strategist at AWS, walks through a workforce scenario from now to 2035 to demonstrate year-on-year how tasks for data scientists will be automated through AI (see FIG 8) allowing human workers to focus on more strategic work with role-levels consolidated and cost savings realised. (2) I’ve always enjoyed Matthew Hamilton’s thoughtful musings, and in this article, he walks through three mindsets for people analytics professionals to adopt including: embracing the power of visual analytics. Thanks too to Matthew for his kind mention of the Data Driven HR Monthly in his article. (3) Caitlin van Mil launches her Everything Data Science microblog series with a piece that breaks down SHAP values. (4) Amit Mohindra outlines how The “human-in-the-loop” imperative presents an opportunity for HR to elevate its role in leading their organisation’s adoption of AI:
Organizations do not adopt AI; individuals do. HR facilitates organizational change through its influence on leadership, culture, and learning. The chief people officer is in a better position to spearhead AI adoption initiatives than the chief technology officer.
FIG 8: Source – Scott Reida
THE EVOLUTION OF HR, LEARNING, AND DATA DRIVEN CULTURE
KEVIN COX, SUSAN PODLOGAR, AND KATIE BURKE - Less is More: The Transformative Power of Discarding Outdated HR Concepts
If HR sees technology as someone else’s work, HR will have missed a huge opportunity. To drive these discussions, rather than follow others, HR leaders should be students of technology and how it can influence work, strategy, and culture.
As this excellent article in People + Strategy begins, the job of the chief people officer is increasingly complex with their C-suite peers often turning to them to solve the new challenges that have made leadership so hard in this turbulent decade. Instead of more, three experienced chief people officers, who have recently stepped down from their roles, provide some thoughts on what HR should be spending less time on moving forward. One example from each: (1) Kevin Cox highlights culture surveys, and advocates how AI can create better assessments by analysing more sources. (2) Susan Podlogar (she/her) calls for the setting aside of low-value HR work to focus instead on high-value transformation work including being at the forefront of how technology is integrated (see quote). (3) Katie Burke writes how HR needs to be better at connecting employee experience and happiness to impact, productivity and business results.
DAVE ULRICH, REBECCA RAY, AND ALAN TODD - Next Step in GenAI for Human Resources: Proliferation vs. Prioritization
Proliferation offers an abundance of innovative ideas but can lead to being overwhelmed and not having a clear idea about where to invest. Prioritization filters the opportunities into priorities that deliver value.
With the proliferation of GenAI in the HR market (estimated at $3.25 billion USD in 2023 and projected to grow at a compound annual growth rate of 24.8 percent from 2024 to 2030), how can HR leader prioritise the investments in GenAI apps that will provide the biggest benefit to their stakeholders and organisations? That is the question tackled by Dave Ulrich, Rebecca Ray, and Alan Todd in their article, where they provide four concrete recommendations: (1) Define desired stakeholder and outcome (“focus on impact rather than activity”). (2) Rely on an integrated framework to organise apps (see FIG 9). (3) Determine which GenAI apps best deliver stakeholder value. (4) Build a guidance system on existing HCM platforms.
FIG 9: Human Capability Framework (Source: Dave Ulrich)
WORKFORCE PLANNING, ORG DESIGN, AND SKILLS-BASED ORGANISATIONS
MARC RAMOS - 6 Part Series: Tasks Versus Skills - Squaring the Circle of Work with AI - Part 1 | Part 2 | Part 3 | Part 4 | Part 5 | Part 6
The world of work is changing rapidly, and the skills we need to succeed are evolving faster than ever before. While a strong focus on skills development is crucial, many organizations find that a sole skills-based approach is insufficient. There's a missing piece of the puzzle: tasks. Tasks are the building blocks of work, and understanding how they connect with skills is essential for developing effective workforce strategies, particularly as AI becomes increasingly integrated into our workflows.
As I’ve been sharing broadly, HR, Talent and Learning & Development teams have increasingly had a laser focus on skill development, upskilling/reskilling, Skill-Based Organisations, and most recently gaining the right AI skills. Marc Ramos takes a slightly different approach: “A dilemma regards an over-reliance on a skills-first mindset as a somewhat dominant charter. What’s missing is acknowledging the proportional value of tasks, quantifiable tasks with the complementary value of skills, qualified skills.” AI and AI tooling is at the heart of this provocative new series; that is, how to address the combination of Tasks + Skills + AI. Part 1 and Part 2 re-emphasise the critical value of tasks and provide 7 Playbook Takeaways. The remaining “What-If” sections share forward-looking AI-centric scenarios: Let Learning Breathe, A Task Intelligence Control Room, Employee Experience as an AI Product, and Ramos has also created an Instructional Quality AI Agent using OpenAI’s API Models. Marc has also generously bundled all of this into a free eBook.
FIG 10: Control Room mock up or heatmap of tasks not accomplished and negative impacts to sales quotas and related skills (Source: Marc Ramos)
EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING
BARBARA JEFFERY, BROOKE WEDDLE, JACQUELINE BRASSEY, AND SHAIL THAKER - Thriving workplaces: How employers can improve productivity and change lives
By making work a place that improves health, organizations can build a strong, productive, and engaged workforce and release greater individual and organizational potential.
A landmark new report from the McKinsey Health Institute in collaboration with the World Economic Forum, which has the headline finding that enhanced employee health and well-being could generate up to $11.7 trillion in global economic value. The report, authored by Barbara Jeffery, Brooke Weddle, Jacqui Brassey, PhD, MA, MAfN ?️ (née Schouten), and Shail Thaker, addresses three key questions: (1) Why prioritise workplace health? (e.g. financial return, improvements in productivity, engagement and retention, lower healthcare costs and absenteeism, enabling a more resilient and adaptive workforce – see FIG 11). (2) What is the current state of workplace health? (with a survey of 30,000 employees worldwide finding only 57% reported good holistic health). (3) How can organisations measure workforce health and develop an action plan? (how to build the investment case and company-specific KPIs – see FIG 12, case studies from the likes of Novo Nordisk, Swiss Re, and Novartis, and the role of people analytics including a case study from Experian. Finally, guidance is provided on six principles organisations can follow to get started: (i) understand the baseline health status of employees and the value at stake, (ii) develop initiatives for a sustainable healthy workforce, (iii) pilot interventions to test and learn, (iv) track three to five metrics to measure success, (v) ensure leadership commitment and sponsorship, and (vi) embed employee health into organisational culture. A tour de force.
FIG 11: Workplaces with high well-being outperform other stock market indexes (Source: McKinsey)
FIG 12: KPIs to build the investment case for employee wellbeing (Source: McKinsey)
CARLIJN POPELIER AND RUUD RIKHOF – The (de)Humanized Workforce: Job Deconstruction - to what extent is the future workforce at risk of being further dehumanized?
HR must take the lead in understanding AI’s impact and guide conversations about how these benefits are distributed. By doing so, we can keep the human experience at the center of this transformation.
The cornerstone of this thoughtful paper from Carlijn Popelier and Ruud Rikhof is the concept of Humanized Growth, which they describe as “integrating the interests of employees, consumers, local communities, government, the planet, and broader humanity.” The paper takes a deep dive into the (un)intended consequences of new work arrangements and how they impact ‘humans’ and provides some helpful recommendations to chief people officers and senior leaders. Three of these are: (1) Leave HR service delivery to others and set expectations for employee experience. (2) Have a point of view on how AI impacts the workplace and how the benefits of productivity improvements are distributed. (3) Lead the transition to a skill-based approach. The authors also provide a primer on deconstructing jobs, including a helpful visualisation of the hopeful and cynical view of implementing this approach (see FIG 13). A highly recommended read.
FIG 13: The ‘hopeful’ and ‘cynical’ view of deconstructing jobs (Source: Popelier and Rikhof)
LEADERSHIP, CULTURE, AND LEARNING
JONATHAN HUGHES, JESSICA WADD, AND ASHLEY HETRICK - Why Influence Is a Two-Way Street
Managers achieve better outcomes when they prioritize collaborative decision-making over powers of persuasion
The ability to wield influence is important for meeting team and individual goals in highly matrixed organizations, but research, presented by Jonathan Hughes, Jessica Wadd, and Ashley Hetrick finds there is too much of an emphasis on selling one's own point of view (see FIG 14). The authors explain how this can hamstring good decision-making and argue for a collaborative model of influence where the best decision for the organisation is the primary goal. They also share five research-based strategies on how managers can steer culture toward two-way influence. (1) Expand job definitions and responsibilities so that they provide guidelines for cross-functional engagement. (2) Replace traditional influence training with training focused on collaborative influence. (3) Engage in cross-functional goal setting and alignment of incentives. (4) Rethink criteria for promotions to management and executive leadership. (5) Model behaviours of collaborative influence.
FIG 14: How Influence Is Wielded in Organizations (Source: Hughes et al)
DIVERSITY, EQUITY, INCLUSION AND BELONGING
TORIN ELLIS - Reducing Bias in HR using Artificial Intelligence
Only 27% of companies are using AI to address bias despite AI’s potential to automate processes and minimize personal and unreasoned judgment.
This research study provides a helpful primer on how the thoughtful application of AI can remove bias from HR processes such as hiring, promotion and performance management. The report, which is a collaboration between Torin Ellis as well as Madeline Laurano and Kyle Lagunas of Aptitude Research for plum, covers: (1) How AI impacts HR processes and its role in either perpetuating or eliminating unconscious bias. (2) How to implement AI tools to foster DEIB values. (3) Examples where AI has been successfully employed to neutralise bias and promote fairness in HR practices.
FIG 15: Actions companies are taking to reduce bias (Source: Torin Ellis, Aptitude Research)
LILY ZHENG – What Comes After DEI?
Instead of the performative, individual-centered, isolated, and zero-sum methods of the current mainstream approach, DEI work must evolve to become outcomes-based, systems-focused, coalition-driven, and win-win.
A timely and thoughtful article by Lily Zheng, which outlines how their new framework built around fairness, access, inclusion, and representation can succeed where Lily believes that DEI has failed. As Lily explains, (1) Fairness is when all people are set up for success and protected against discrimination. (2) Access is when all people can fully participate in a product, service, experience, or physical environment. )3) Inclusion is when all people feel respected, valued, and safe for who they are. (4) Representation is when all people feel their needs are advocated for by those who represent them.
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 January that I recommend readers delve into:
FRESIA JACKSON AND HEATHER WALKER - The biggest lie continues: The impact of leaders vs. managers – Fresia Jackson and Heather Rose Walker, PhD mine Culture Amp’s extensive data to bust the oft-repeated myth that “People don’t quit companies; they quit managers.’ The findings they do uncover include: (1) Career opportunities, leadership, and company confidence drives employee commitment, and; (2) Leader’s impact on engagement has grown since 2020 (see FIG 16).
FIG 16: Leadership’s impact on employee engagement has grown since 2020 (Source: Culture Amp)
LIGHTCAST – The Speed of Skill Change – A new report from Lightcast, which analyses the extent of skills disruption in US job postings, finds that the average job has seen one-third of its skills change from 2021 to 2024. The report identifies three big themes: (1) Adapting to Artificial Intelligence, (2) The Growth of Green Skills, and (3) Cybersecurity skills Continue Climbing, and provides workforce planning tips for each.
FRANCISCO MARIN - Why Now is the Time for Organizational Network Analysis (ONA) to Go Mainstream – Advancing social capital is one my 12 Opportunities for HR in 2025, and in his article, Francisco Marin of Cognitive Talent Solutions, looks at the historical evolution of the field and writes why the time is now for ONA.
FIG 17: The historical evolution of ONA (Source: Cognitive Talent Solutions)
JOHN GUY - Skills-Powered – Our maturity framework for getting the right skills – John Guy outlines the skills-powered maturity framework that developed with Simply Get Results’s customers (see FIG 18).
FIG 18: Skills-powered maturity framework (Source: Simply)
PHILIP ARKCOLL - How to Evaluate and Defend Your Flex Work Strategy – This is a terrific resource from Philip Arkcoll and the team at Worklytics. It highlights 15 common issues they are seeing in their research into flexible working and the metrics they’re using to help organizations identify them. These include: (1) Are people maintaining their networks or becoming isolated? (2) Is your organization becoming more siloed? (3) Do you have enough overlap on distributed teams? (see FIG 19).
FIG 19: Team overlap based on working hours (Source: Worklytics)
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):
JEREMY SHAPIRO - People Analytics Trends for 2025 & Revisiting Competing on Talent Analytics – Jeremy Shapiro joins Cole Napper and Scott Hines, PhD on the Directionally Correct podcast for a lively and insightful discussion on the evolution of the field, reflections on Jeremy’s seminal 2010 HBR article, Competing on Talent Analytics, and a review of 2025 predictions for people analytics from Jeremy, Cole and Scott, as well as research from RedThread, Bersin, and Insight222.
BRANDON ROBERTS - The future of AI in the workforce: Lessons from ServiceNow’s four-point strategic journey – Brandon Roberts, Head of People Analytics and AI at ServiceNow, joins host Kyle Forrest on the Capital H Podcast to dive into the company's transformative journey with AI. He shares a four-point plan guiding their AI strategy, covering key areas like AI operating models, data and tech infrastructure, the right investments and talent, and workforce enablement.
STACEY HARRIS - The Future of HR – Stacey Harris from Sapient Insights Group joins hosts Stacia Sherman Garr and Dani Johnson on RedThread Research’s Workplace Stories to discuss the HR landscape as we enter 2025. They have an absorbing conversation on what ‘engagement’ truly means, the limitations of current AI applications, and why a company’s culture—not its tech—might be the biggest obstacle to success in 2025
AMIT MOHINDRA – Strategic Workforce Planning – Amit Mohindra joins Nick Kennedy on SWP – The Strategic Workforce Planning Podcast, to talk all things SWP and people analytics.
ELLEN HENDRIKSEN – Dealing with Perfectionism – In a fascinating episode of HBR IdeaCast, psychologist Ellen Hendriksen speaks with Curt Nickisch about her new book, How to Be Enough: Self-Acceptance for Self-Critics and Perfectionists, where perfectionism comes from and how it affects teams.
VIDEO OF THE MONTH
BEN WABER, GEORGE LAROCQUE, AND CLIFF JURKIEWICZ – Helping Employees Gain Valuable AI Skills
In this insightful panel discussion on Nasdaq, Ben Waber, George LaRocque and Cliff Jurkiewicz of Phenom join host Jill Malandrino to discuss how to strike a balance that helps employees gain valuable AI skills while simultaneously giving the organization a competitive edge.
BOOKS OF THE MONTH
AIZHAN TURSUNBAYEVA - Augmenting Human Resource Management with Artificial Intelligence | MARTIN R. EDWARDS, KIRSTEN EDWARDS, AND DAISUNG JANG - Using R in HR Analytics: A Practical Guide to Analysing People Data
There are two book recommendations this month. First, Aizhan Tursunbayeva, PhD, GRP’s book explores human resource management technologies across operational, relational, and transformational elements. It includes an analysis of vendor value propositions, and pays significant attention to the ethical implications of AI and how they can be addressed through Responsible AI principles. The second book, by Martin Edwards, Kirsten Edwards, and Daisung Jang is designed to help readers learn how to use R and R Studio to analyse HR data and deliver insights that drive workforce and business performance. The authors also cover data privacy and the ethical considerations of using people data. Two excellent and complementary reads.
RESEARCH REPORT OF THE MONTH
SCOTT HINES, JUSTIN O’NEAL, CHRIS HUNYH, AND JOHN GOLDEN - An alternative path to unlocking high-potential talent: Universal models beware
In this paper for the Consulting Psychology Journal, Scott Hines, PhD, Justin O'Neal, Ph.D. Chris Hunyh, and John Golden, Ph.D., investigate the intricacies of identifying high-potential talent within organisations overcoming the challenges of using a single defined measure of potential. As John Golden highlights here, insights from the paper include: (1) Redefining Potential: The article challenges traditional notions of potential, advocating for a behavioural framework that aligns with strategically critical roles: “It’s not just about climbing the ladder; it’s about finding the right fit for every rung.” (2) Innovative Methodologies: By integrating multiple theoretical constructs and utilising behavioural ratings, this study paves the way for predicting employee readiness for future growth opportunities. For those unable to access the report, have a listen to this podcast on the study.
BONUS RESOURCES
Some bonus resources to also consume this month:
Hung Lee published his annual set of forecasts for recruitment and HR technology, which are always worth checking out and cover much, much more than recruiting: See Part One, Part Two, Part Three, Part Four.
In a recent edition of his excellent Workforce Futurist newsletter, Andrew Spence unveils 35 New AI Roles to Watch Out For.
Sharna Wiblen’s article in MIT Sloan Management Review, Who’s Making Your Talent Decisions? explores how technology—algorithms, vendors, and systems—shapes talent decisions to a much greater extent than many of us realise.
Stacia Sherman Garr provides a helpful primer on Understanding the Impact of Recent DEI Executive Orders.
Speaking of DEI, Bruce Daisley does an admirable takedown of Mark Zuckerberg’s cowardly decision to roll back on DEI at Meta: Zuckerberg cancelling DEI is a grim day for work.
Finally, Nathan Warren’s column on Exponential View, outlines five contrarian ideas that may just change your perspective—and your strategy—on AI at work. These include: You're likely only scratching the surface – with organisations actually needing to retool entire processes around AI (see FIG 20).
FIG 20: The shift from assistants to agents will be dramatic (Source: Exponential View)
FROM MY DESK
January proved to be a productive month for writing as well as the first three episodes of Series 44 of the Digital HR Leaders podcast, sponsored by our friends at TalentNeuron (thanks to John Lynch, David Wilkins, Maureen McGinness, and the TalentNeuron team).
DAVID GREEN – The Best HR and People Analytics Articles of 2024 – My 11th annual retrospective of the best articles of the year came in five instalments: 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, and Part 5: Building the strategic HR function. Enjoy!
DAVID GREEN - How can organisations leverage skills intelligence to make more informed decisions? – A wrap-up of Series 43 of the Digital HR Leaders podcast, which featured Sandra Loughlin, PhD, Keith Sonderling, Mikaël Wornoo?, Melissa Daimler, and Christophe Cabrera , and featured the common question: How can organisations leverage skills intelligence to make more informed decisions?
STACIA GARR AND DAVE ULRICH - How HR Can Create Stakeholder Value and Drive Organisational Growth in 2025 – In our traditional opening to the year at the Digital HR Leaders podcast, I was joined by Stacia Sherman Garr and Dave Ulrich for a conversation on the key priorities and opportunities in 2025.
PRASAD SETTY - How Will AI Shape the Future of People Analytics? – Having established and led the fabled people analytics team at Google, Prasad Setty has an abundance of knowledge and wisdom to share about people analytics. We discuss learnings from his time at Google, current challenges in the field, and how AI is shaping the future of people analytics.
DAVID WILKINS - How to Turn Strategic Workforce Planning Into Impactful Action – David Wilkins joins me to share TalentNeuron’s findings on the key priorities for organisations when it comes to SWP. This shapes our conversation on what it really takes to master Strategic Workforce Planning.
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 600 roles. You can also read Richard’s latest newsletter related to this here.
THANK YOU
Nick Lynn for including the Data Driven HR Monthly in his list of recommended newsletters alongside some of my personal favourites by the likes of Bruce Daisley (Make Work Better), Rachel Botsman (Rethink with Rachel), and Serena H. Huang, Ph.D. (From Data to Action).
Gianni Giacomelli for also recommending the Data Driven HR Monthly in his 2025 New Years Resolution: Only Read Good Newsletters post, which included another of my favourites from Thomas Otter (Work in Progress).
Mike Irvine for including my 12 Opportunities for HR in 2025 article in a recent edition of LinkedIn’s The Must-Read Articles for Talent Professionals This Week.
Rick Leunisse for including me in this ‘General HR Tech Influencers’ category in his list of LinkedIn Influencers to follow. Rick also included categories for Workday Subject Matter Experts, Workday Employees, and HRIS Innovators and Thought Leaders.
Offbeat for including me as one of 50 learning professionals to keep an eye on in 2025. I can happily return the favour by highly recommending Offbeat’s weekly newsletter, edited by Lavinia Mehedințu, which is one I read every week: Where L&Ds Always Learn.
Thanks to Matt Manners and the Inspiring Workplaces team for including me as one of The Top 101 Global Employee Engagement & Experience Influencers 2025
Kyle Forrest for generously including me in two posts. Firstly, in a list of six 2025 set of predictions and trends for the world of work, and then secondly, in his list of non-Deloitte sources to obtain insights in the HumanCapital and HR ecosystem.
MagnusHR for including Excellence in People Analytics as one of its five reading recommendations for 2025.
Jeroen Naudts for including me in his list of 10 People Analytics Experts to Follow.
Kalpana Joshi for including me in her list of five top HR influencers on LinkedIn to follow in the HR and people management space.
Teamflect for including the Digital HR Leaders podcast at number 5 in its list of 15 Podcasts for HR Professionals.
Thinkers360 for including the Digital HR Leaders podcast in its article: 125 Podcasts from You Should Listen To in 2025.
Aurélie Crégut for citing the Digital HR Leaders podcast episode with Yves Van Durme, in her excellent post on Structuring Data for Success: A Guide for HR Teams.
Phil Kirschner for including me in his group of inspiring thought leaders who introduce and amplify new perspectives on the future of work.
Olimpiusz Papiez for posting another wonderful set of learnings from an episode of the Digital HR Leaders podcast, this time the one with Stacia Garr and Dave Ulrich: How HR Can Create Stakeholder Value and Drive Organisational Growth in 2025.
Finally, a huge thank you to the following people who either shared the December edition of Data Driven HR Monthly and/or posted about the Digital HR Leaders podcast, conferences or other content. It's much appreciated: Ollie Henderson, Paola Alfaro Alpízar, Sarah White, Mila Pascual-Nodusso, Robin Haag, Elliott King, Ryan Wong, Mark Woodhouse, Hakan Sahin, Veronika Birkheim, Gareth Flynn, Thomas Kohler, Monika Manova, Alice Reinhold, Javier Calzolari, Nicolas Quadrelli, Bastiaan Starink, Dan George, Jaqueline Oliveira-Cella, Alessandro Cosentino, Kouros Behzad, Diane Gherson, Ihuaku Ugwu, Amardeep Singh, MBA, Ian Grant FCIPD, Kevin Metherell, Francisca Solano Beneitez, Sanja Licina, Ph.D., Laura Oh, PhD, Swechha Mohapatra (IHRP-SP, SHRM-SCP, CIPD), Irada Sadykhova, Ian OKeefe, Anna A. Tavis, PhD, Bengi Bozdag, Monica Sirbu, Shonna Waters, PhD, Adam Tombor (Wojciechowski), Sachin Sangade, Robin Kane, Jason Saltzman, Johnatan Moreno, Roshaunda Green, MBA, CDSP, Phenom Certified Recruiter, Jaap Veldkamp, Patrick Coolen, José Valdivieso, Danielle Farrell, MA, Nevena B., Menna Shehab ElDin, David Simmonds FCIPD, Debbie Harrison, Meghan M. Biro, Kathleen Kruse, John Healy, Greg Pryor, Daria Manoilenko, Samir Murgude , SPHR®, SHRM-SCP, IHRP-SP, Catriona Lindsay, Mark North, Maria Alice Jovinski, Zohaib Azhar, Michael Arena, Michelle Lee ?, Malgorzata Langlois, Erin Spencer, Timo Tischer, Richard Bretzger, Nick Hudgell, Evan Franz, MBA, Darshana D., Johannes Sundlo, Luis Maria Cravino, Sergio Garcia Mora, Graham Tollit, Ifraan Karim, John Gunawan, Jay Chang, Hanadi El Sayyed, Alexis Baker, Neil Vyner, Giovanna Constant, Marcela Mury, Monika Buzasy, Lewis Garrad, Tina Peeters, PhD, Lewis Garrad, Abhilash Bodanapu, Kouros Behzad, Dan Lapporte, Ying Li, Stephanie Andel, PhD, Kris Saling, Caitie Jacobson Mikulis, Roxanne Bisby Davis, Joonghak Lee, Delia Majarín, Emanuele Magrone, Claire Masson, Lucie Vottova, Gawain Wang, Sophia Huang, Ed.D., Jacob Nielsen, Søren Kold, Samy Ben Said, Ralf Buechsenschuss, Gal Mozes, PhD, Alexis Fink, Dave Fineman, Danielle Bushen, Peter Ryan, Elizabeth Esarove, Ken Clar, Erik Otteson, Mariami Lolashvili, Craig Starbuck, PhD, Maria Ursu, Mattijs Mol, Toon van der Veer, Arne-Christian Van Der Tang,
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:
February 26-27 - People Analytics World, Zürich
March 13 - HiBob Heartcore HR LIVE, London
March 19 - Workhuman Live Forum, London
April 10-11 - Wharton People Analytics Conference, Philadelphia
April 29-30 - People Analytics World, London
May 6-8 - UNLEASH America, Las Vegas
June 4-6 - TALREOS (Talent Analytics Leadership Roundtable Economic Mobility Summit), Chicago
July 31 - August 1 - People Matters TechHR India 2025, Delhi
October 21-22 - UNLEASH World, Paris
More events will be added as they are confirmed.
World Economic Forum
2025年02月02日
World Economic Forum
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.
World Economic Forum
World Economic Forum
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