Day 2

Introduction to HR Organizations and People Analytics

• HR is an integral part of an organization, managing the workforce and employee lifecycle.
• The presentation outlines the evolution of HR from administrative functions to a strategic partnership focused on talent.

Contents

• The presentation covers HR today, disruptions in HR, and how people analytics can be utilized within companies.
• It also discusses the maturity model for analytics and the systematic study of people data.
• Practical application will leverage figures and data.

What is HR Today?

• HR encompasses a range of activities, from recruitment and onboarding to compensation and development.
• HR has a role in designing a positive and engaging experience for all employees throughout their lifecycle.
• The diagram visually displays the key stages of the employee lifecycle.

Evolution of HR

• HR has transitioned from a focus on administrative tasks to a more strategic role.
• From 1980 to the 1990s, HR's focus evolved from personnel administration to strategic human resources management.
• During the 2020s, HR emphasizes value, experience, and broad scope of responsibility.

Personnel Administration

• Before 1980, HR focused primarily on administrative tasks like payroll, compliance, and employee records.
• This period emphasizes compliance and administrative processes in employee relations.

Human Resources (Between 80-90s)

• HR expanded beyond administrative tasks to include engagement, employee well-being, and attracting top talent.
• The scope of activities enlarged into talent acquisition and retention strategies.
• Performance Management became forward-looking, focused on improving future performance.

Strategic HR (After 90's)

• HR's role broadened into strategic partnership, aligning with the evolving needs of the business.
• HR became involved in globalization, technology, automation, data, and customer focus, and corporate culture.
• Talent management and alignment with organizational goals emphasized.

Future HR, Future of Work (2020s)

• The future of HR includes a hybrid or remote model, focusing on business growth, and contribution.
• Wellbeing and work-life balance, along with DEI initiatives, are crucial to attracting and maintaining top talent.
• Automation of tasks allows for better use of time for HR professionals focused on strategic tasks.

HR Disrupted

• The business world has changed dramatically, requiring new HR approaches.
• Technology, competition, and the nature of work have required a transformation.
• Organizations, companies, the workforce, and even the public demand adaptability, critical behavior from leaders, and structural changes.

HR Disrupted (Lucy Adams)

• Traditional management methods are no longer sufficient to navigate the current business landscape, thus the need for disruption.
• Technology transformation, competitors changing, collaborative and networked environment, structural changes of organizations and corporations, the evolving workforce and the rising public scrutiny makes an HR disruption necessary.

HR Disrupted (BIG-4 Model)

• The most important factors in HR disruption are collaboration, agility, innovation, and productivity.
• The model of adults, consumers, and human beings helps analyze the aspects of employees' thinking, feeling, behaviors, and communication.

HR Disrupted (Consumers)

• HR must now treat employees as consumers, understanding their needs and desires to retain and attract them.
• Employ data-driven insights to understand employees and personalize and target retention strategies, segmentation, and personalization.
• Employee Experience is a key aspect for HR now in order to enhance growth and productivity.

HR Disrupted (Human Beings)

• HR should now focus on understanding employees and their behavior and using effective communication to achieve overall success.
• Compensation and learning programs should focus on matching people's needs rather than traditional forms and programs.

What is People Analytics?

• People analytics involves analyzing employee and workforce data for insights that drive improved business performance.
• Understanding employee knowledge, behaviors, engagement, productivity, and retention are areas of critical emphasis, and analysis.

People Analytics...

• People analytics supports decision-making, replaces intuition with data, automates HR procedures, enhances employee comprehension, drives organizational objectives and precise recommendations.

How is People Analytics Bringing Value to Organizations?

• People analytics provides insights into workforce processes and decision-making, enabling leaders to make data-driven decisions.
• It guides employee growth and career development, helping them align with company needs and goals, and improves visibility into employee well-being and voice.
• It also helps in creating caring approaches to employees.

What are the Challenges We Are Trying to Solve?

• Determining why employees leave, enhancing employee engagement and retention and attracting the best talent.
• Determining what behaviors drive higher employee satisfaction and how best to utilize collaboration to maximize results.

People Analytics Maturity Model

• This model categorizes the use of people analytics from a descriptive to a complex analysis of the data and outcomes.
• This section identifies different levels of use of data in identifying, understanding and acting on it.

People Analytics Activities

• Activities such as Dashboards & Reporting, KPI & Metrics, Predictive Analytics, and Advanced Analytics & AI are utilized to understand and support data insights and create actionable plans.

People Analytics Outcomes

• Outcomes include workforce experience, a positive and engaging workplace culture, business performance and societal value through factors like inclusion and equality, diversity and equity.

Evolution of People Analytics

• People analytics has evolved through several stages, including discovery, realization, innovation, value creation, and finally, excellence.
• 2020 was identified as a pivot year in the evolution of people analytics and emphasis in driving value through the use of data.

Evolution of People Analytics: The Shift in HR People

• The change in the nature of HR and roles involved to embrace People Analytics and Data.
• The illustration shows a transition from data reporting to a decision-driven model.

Practice of the Day

• The practice of the day is understanding how to start using data in HR to improve decisions.
• The focus is on the practical application of using data to inform decisions within an organization.

Starting with Figures & Data

• This section focuses on practical application focusing on gathering and using data.
• The section details how to begin a journey to be data-informed using figures, data points and examples, and answers to questions on how to leverage and utilize the data provided in companies.