Digital HR Leaders with David Green

My guest on this week's episode of the podcast is Karen Powell, Chief Talent and Learning Officer at IQVIA. Karen emphasises that talent marketplace goes far beyond being a technology solution, instead it is a far broader cultural shift that permeates across the organisation and enables a whole new way of thinking about talent. In our conversation, Karen and I discuss how HR and the business are working together to drive transformational change at IQVIA, with talent marketplace.In our conversation, Karen and I discuss: How to get started with implementing a skills-based talent strategy Why a skills-based view of talent is critical for workforce planning How talent marketplace helps companies understand productivity in a new and deeper way Whether talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders, Chief HR Officers and anyone in a people analytics, workforce planning, learning or HR Business Partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week's episode of the podcast is Ruslan Tovbulatov, who first saw how HR and people analytics could be a strategic enabler of innovation, during his time at Google. This inspired Ruslan to pivot towards the HR tech field, first by joining Arianna Huffington at Thrive Global, where he worked in senior product and marketing roles for four years before moving on to his current role as VP of Global Marketing at Gloat. The company that first coined the phrase talent marketplace. In this episode, Ruslan shares powerful examples of the business benefits of creating a talent marketplace.In our conversation Ruslan and I discuss: The burgeoning HR technology market, the factors driving its growth, why the market is fragmented and what lies ahead The challenges involved with running a company in a new category of HR technology Powerful examples of the business benefits of a talent marketplace at companies such as Unilever, Schneider Electric, Nestle, Standard Chartered Bank and Walmart The benefits talent marketplace provides to employees, managers and businesses as well as the future developments in this field Whether the talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders. Chief HR Officers and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

When the CEO cites the internal talent marketplace you have helped to create, as a major contributor to revenue during the company's quarterly earnings call, you know you have achieved something pretty special.That is what happened to my guest for this week's episode of The Digital HR Leaders Podcast. Jeroen Wels is the Executive Vice President of HR at Unilever and the architect of Flex Experiences. Flex Experiences is Unilever's thriving, internal talent marketplace, which is currently used by 65,000 global employees who are able to share their skills and experience with people in other teams and in other countries. During their quarterly earnings call for the first quarter of 2020, Unilever CEO, Alan Jope, highlighted how by using Flex Experiences the company had been able to redeploy over 3000 people from parts of the business with low demand, to the areas that were seeing high demand due to the pandemic. As you will hear from Jeroen in this episode, Flex is a standout example of a talent marketplace and the impact, both to the business in terms of agility and unlocked hours and employees in helping them discover their purpose and support their careers, is huge.In our conversation, Jeroen and I discuss: The journey of talent marketplace at Unilever so far and what is coming next How the events of 2020 cemented the business case for talent marketplace in Unilever Jeroen’s horizon thinking approach to working with HR technology companies and startups Whether the talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in agile transformation, employee experience, learning and internal mobility. So that is Business Leaders, CHROs and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week’s episode is Ina Gantcheva, a Principle in Deloitte’s Human Capital Practice and a leading authority on talent marketplace. In Ina’s words, talent marketplace has the potential to change the way organisations think about three fundamentals. One, work, by fractionalising work for increased efficiency. Second, the workforce, by unlocking greater potential and value. And finally third, the workplace, by breaking down silos.In our conversation Ina and I discuss: The four P’s of iterative dynamic talent marketplace design. That is purpose, plan, program and platform The role of HR in supporting the transformation and associated change management involved in talent marketplace Examples of companies who have implemented a successful talent marketplace and the benefits they are enjoying as a result The opportunities that talent marketplace provides to employees How the pandemic has helped reshape the approach to talent marketplace Whether talent marketplace will mean that jobs won't exist anymore.This episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders, Chief HR Officers and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the final episode of series eleven of The Digital HR Leaders podcast. I first met today's podcast guest nearly four years ago, just before he embarked on his current role. I was hugely impressed. His background as an economist, his focus on delivering value and his sheer passion for the possibilities afforded by people analytics meant, I judged, that he had all the ingredients to be successful.Today as Head of People Strategy and Analytics at Capital One, Guru Sethupathy presides over one of the leading people analytics functions in the world. During this, just shy of four year tenure, Guru has quadrupled the size of the team to around a hundred people and together with his team has delivered significant value to the business as well as Capital One's Associates. Guru is a deep thinker and has retained that passion for people analytics that I saw four years ago. I know that listeners will enjoy learning from Guru’s experience and vision for people analytics during the next 45 minutes or so.In our conversation Guru and I discuss: The key milestones of how people analytics has been scaled at Capital One during Guru's tenure How people analytics has supported Capital One and its associates during the pandemic The steps that Capital One has taken to build a data driven culture across its HR function How to scale people analytics by developing products that people will use How well equipped HR functions have thrived during the crisis of 2020 How to turn insights from people analytics work into actions The role of HR in helping to prepare organisations for hybrid ways of workingThis episode is a must listen for anyone interested or involved in people analytics, employee experience and HR technology. So that is Business Leaders, CHROs and anyone in a people analytics, learning, HR tech or HR business partner role.Support for this podcast is brought to you by orgvue. To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

The nature of work and workplaces was already changing, but the pandemic has fast-forwarded many aspects of the future of work. Today's guest is Ethan Bernstein, who is an Associate Professor in the Organisational Behaviour Unit at The Harvard Business School.He teaches the second year MBA course in managing human capital, the Harvard Business School online course on developing yourself as a leader and various executive education programs. Ethan studies the impact of workplace transparency, the observability of employee activities, routines, behaviours, output and performance on productivity. With implications for leadership, collaboration, organisation design and new forms of organising.Together with others, Ethan has conducted research during the pandemic to understand the implications of working without an office, which sought to answer a number of questions. Paramount amongst them was what impact has working from home had on productivity and creativity?The discussion that follows is rich, wide ranging and consistently fascinating. Ethan is one of the most interesting, knowledgeable and witty guests we have had on the show yet. In our conversation, Ethan and I discuss: The key findings of his research on the impact of remote working and the impact it is having on productivity and innovation The implications, post pandemic for work, collaboration and workplace design How well-equipped HR functions have thrived during the crisis of 2020 What the future leaders he teaches in his Harvard MBA course are saying about the role of HR The role of HR in workplace design and in helping prepare their organisations for hybrid ways of workingThis episode is a must listen for anyone interested or involved in workplace transparency, technology, people analytics and future ways of working. So that's business leaders, CHROs and anyone in a people analytics, strategic workforce planning, HR tech or HR business partner role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week’s episode is Wagner Denuzzo, who has a wonderful job title of Head of Capabilities for Future of Work, where he is leading the effort to design the organisation of the future at Prudential Financial. Wagner’s team is responsible for organisational design and capabilities and he is overseeing the development of an extraordinary end to end employee experience, as well as the transformation of learning, careers and skills development for the future and the creation of a talent marketplace.In our conversation, Wagner and I discuss: The role of HR in the wider transformation at Prudential Financial How Prudential Financial is using data to understand skills and career opportunities Why employees and the organisation have a shared responsibility for careers and up-skilling How to build a culture of mobility, encompassing leaders, managers and employees The business outcomes that internal mobility can driveThis episode is a must listen for anyone interested or involved in skills, learning and workforce planning. So that is business leaders, CHROs and anyone in a people analytics, HR business partner or learning role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

Welcome to episode two of series 11 of The Digital HR Leaders podcast. According to the latest Future of Jobs report from The World Economic Forum, by 2025 50% of all employees will need to be re-skilled. Moreover also by 2025, the same research predicts that 97 million new jobs will emerge and 85 million will be displaced by a shift in labour between humans and machines. Most commentators believe that the pandemic has only accelerated this progress.Skills is not just a challenge for organisations it is a challenge for entire countries and Singapore is setting a template that others could and perhaps should follow. The mission of SkillsFuture SG, or SSG for short, is to build a skills competitive Singapore and a nation of resilient and confident lifelong learners.My guest today is Wenshan Xu, Deputy Director of The Skills Development Group at SSG. Wenshan describes the unit as an intelligence unit for skills and as you are about to hear, the work they are doing is as fascinating as it is important.In our conversation Wenshan and I discuss: How SSG helps re-skill workers in sectors affected by Covid and then helps them transition to sectors that were hiring How SSG works with employers, education providers and citizens to create a skills and learning ecosystem that meets the changing requirements of jobs in the country How Wenshan’s team uses data, analytics and machine learning to understand the supply and demand of skills now and in the future The skills taxonomy that they have developed, which encompasses 34 skills frameworks, 11,000 skills competencies and over a thousand job roles How all this supports the vision for talent mobility in SingaporeThis episode is a must listen for anyone interested or involved in skills, learning and workforce planning. So that is business leaders, CHROs and anyone in a people analytics or HR business partner role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the first episode of series 11 of The Digital HR Leaders podcast. As I wrote in my annual list of HR predictions for 2021, which we covered on last week's episode, the pandemic has thrust the Human Resources function into the spotlight. All eyes are on HR. Some have likened the pivotal role the CHRO is playing in this crisis to that played by the CFO in the global financial crisis. Undoubtedly HR has a unique role to play, but how does the function shift towards generating value for the business, the customer, the workforce, investors and the community at large?We decided to bring an esteemed panel of three experts together to debate the topic. Firstly, Brigette McInnis-Day Head of HR at Google Cloud, where she focuses on attracting and developing amazing talent and shaping the culture for business growth and transformation.Secondly, we have Dave Ulrich, Professor at the Ross School of Business at the University of Michigan and co-founder of the RBL Group. With his colleagues, Dave has written over 30 books that have shaped the HR profession, defined organisations of capabilities and shown the impact of leadership on customer and investors.Last but not least Rupert Morrison, who is leading the way in data-driven organisational planning as CEO at orgvue. He has also authored a Chartered Management Institute shortlisted book of the year on data-driven organisational design.In our conversation the panel and I discuss: The impact of the pandemic on organisations, employees and HR How HR can be more value and business focused The skills that Google looks for in its HR business partners and how Google measures its culture The impact of the pandemic on workforce planning, organisational design and people analytics What HR can do in 2021 to capture more value for the businessThis episode is a must listen for anyone interested or involved in HR and how it can create value for the organisation. So that is business leaders, CHROs and anyone in an organisation design, people analytics or HR business partner role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

This is a special bonus episode to kick off the podcast for 2021. In 2020, we learnt that the field of Human Resources is even more important than we thought it was, that People Analytics can save lives and that humans and the organisations they work for can adapt quickly in times of crises.What do the events of 2020 mean for HR though, as we set sail into 2021? I have been publishing an annual set of predictions since 2014 and the show's producer, Ian Bailie, persuaded me that it would be fun to record a special episode of the podcast framed around my predictions for 2021. As you will hear I managed to turn the tables on Ian at several points in the conversation to get his take on a couple of the trends that are destined to set the agenda in 2021.In our conversation, Ian and I discuss: Whether the future of work has arrived and if so, does it mean we can actually stop talking about the future of work? Why People Analytics is set to evolve in 2021 and how it can deliver more value at scale How skills, learning and careers are coming together and breaking down traditional silos in HR What HR Leaders and professionals can do to prepare for the futureThis episode should be an interesting listen for anyone in a Workforce or People Analytics role, as well as HR, Learning and Business Professionals interested in how HR can drive business outcomes and create valuable experiences for employees. Hosted on Acast. See acast.com/privacy for more information.