To provide a practical solution to build up people analytics step by step to have a business impact, Oliver Kasperguided us through the process of setting up the functions and the dimensions that make up their people analytics strategy at Swarovski, at the Nordic People Analytics Summit 2020.
Nordic People Analytics Summit — Last week, a significant event took place, not only for HR and People Analytics practitioners but also for establishing HR as a strategic part in the data-driven business. We already see that HR is progressively going through a transformation from an intuitive and gut-based department to an empowered and intelligent function that can be a true partner of the CEO.
This week on September 16th and 17th, some of the leading experts in HR and People Analytics will share and discuss how to harness data, advanced analytics and AI to maximise data-driven decision making in HR as well as boost the HR impact to the organisational bottom line.
People are social beings and we continue our inherent social interaction in our workplace as well. We form complex networks and relationships at our workplaces that charts and excel sheets can’t capture. Therefore it’s necessary to look closely at a different type of data that can give a more accurate and realistic understanding of our employees.
And during these times of uncertainty and disruption, Human Resources has gained a central and decisive say in the corporate rooms for managing the pandemic crises and forging working procedures in the economy reboot. In this regards, HR and people analytics is a powerful tool in the hands of CHROs and Heads of HR analytics in their mission to keep people safe while maintaining productivity and work morale in these intensely stressful times.
Key Performance Indicators (KPIs) are probably one the most ever used and less understood in term of the business and analytics. They are a business metric used to evaluate factors that are crucial to the success of an organization and differs from company to company and department to department. It is one of the most important company’s strategic decisions which involve a series of interviews with stakeholders and acting as a strong strategic decision for each company.
We have begun to open the black box that is AI, providing a simple overview of ML. We looked at three broad types of ML—reinforcement, supervised and unsupervised—and examined some simple applications of each, where possible related to Human Resources.
Steve Scott, former Head of Strategic Workforce Planning and Workforce Analytics at Lloyds Banking Group, gave some tips and hints he wished he had known when he was starting out with people analytics during his presentation at the Nordic People Analytics Summit 2019.
As everyone working with HR becomes aware of the importance of data analytics and its impact on enhancing recruiting, workforce management and performance, it’s a matter of time when the question of an HR dashboard is put forward.
How much data-driven and digitalised can we become without the fear of overlooking the human element in HR? After all, the role of HR is to manage the people of the company and needs to maintain some core values like empathy and humanity.
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