Digital HR Leaders with David Green

The field of people analytics has made significant progress in the last five years and was recently recognised by LinkedIn in its global talent trend report as one of four key trends reshaping the way organisations recruit and retain its people. Whilst people analytics has travelled far it still has a long way to go. Challenges abound on topics like ethics, upskilling HR and scaling people analytics across the organisation.My guest on this week's show agrees, as founder and CEO of Crunchr, Dirk Jonker has been working in the people analytics field for more than a decade and has helped numerous clients to build, operationalise and scale people analytics in their companies.In our conversation Dirk and I will discuss: Why people analytics needs to behave more like a startup How to bring people analytics to scale Some of the key considerations for organisations that are looking to build their own technology to aggregate and visualise people data Why many organisation's approach to up-skilling HR is doomed to failure Whether AI and automation is a threat or an opportunity for HRThis episode is a must listen for anyone in a workforce or people analytics role, those involved in buying or developing HR technology in their organisations and any HR or business professional seeking to understand more about the people analytics field.Support for this podcast is brought to you by Crunchr. To learn more, visit https://www.crunchrapps.com. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week's podcast is Cole Nussbaumer Knaflic. Cole honed her skills in Google's fabled people analytics team and now helps people and organisations become better at storytelling with data, making sense of data, and weaving them into compelling stories that drive action.Many people I speak to in our field tell me that storytelling is the last mile problem in people analytics. If you don't tell the story in a compelling way that resonates with your audience, then it is highly likely that no action will be taken. That means all your hard work in collecting, cleaning, and analysing data will be a waste of time.In our conversation Cole and I discuss: Why good storytelling is so important when it comes to data visualisation Three tips to improve your storytelling with data skills How to adapt your story depending on the audience Whether AI and Automation is a threat or an opportunity for HRThis episode is a must listen for anyone in a workforce or people analytics role, HR business partners and indeed any HR or business professional who has to communicate data as part of their role.Support for this podcast is brought to you by Crunchr. To learn more, visit https://www.crunchrapps.com. Hosted on Acast. See acast.com/privacy for more information.

If the main purpose of people analytics is to improve business outcomes through improved decisions about people, who better to lead people analytics than someone who spent most of their career as a business leader? My guest on this week's podcast is just such a person. He is Piyush Mathur, the Global Head of Workforce Analytics, Data Strategy and Governance at Johnson & Johnson, where his team are helping to drive business outcomes at the same time as improving the employee experience of J&J's 140,000 employees.In our conversation Piyush and I discuss: How to set up people analytics and engage stakeholders in the business Why insight without outcome is simply overhead Examples of people analytics case studies at Johnson and Johnson, including one link to the business value of J&J's employee wellness program Whether AI and Automation is a threat or an opportunity for HRThis episode is a must listen for anyone in a workforce or people analytics role, HR and business professionals interested in how people data can drive business outcomes and CHROs looking to build or scale their people analytics capabilities.Support for this podcast is brought to you by Crunchr. To learn more, visit https://www.crunchrapps.com. Hosted on Acast. See acast.com/privacy for more information.

HR doesn't just need to do digital, it needs to be digital, it simply has to. Put another way, HR must become more digital and analytical to deliver greater business value. This episode is a break from our usual format. It features a panel discussion which took place at the recent People Analytics and Future of Work conference in San Francisco.The discussion was titled HR skills of the future and how to develop them. It features Heather Whiteman, who lectures on people analytics at UC Berkeley, having spent six years previously as Global Head of People Strategy, Analytics, Learning and Operations at GE Digital. RJ Milnor who is the Global Head of People Analytics at Uber and is a previous guest on the show, and Ian Bailie, Managing Director of myHRfuture who previously held various roles at Cisco around Workforce Planning, People Analytics and Talent Acquisition operations, and David Green is the moderator.The topics the panel and David talk about are: The skills business leaders and CHRO’s are increasingly needing from their HR professionals The evolution in learning and how it has been delivered to HR The ways to help HR professionals feel more comfortable and confident having data-driven conversations How HR professionals can strike a balance in developing both soft and hard skillsThis episode is a must listen for CHRO’s, Chief Learning Officers, Heads of Organisational Design, those working in a workforce planning or people analytics role, and indeed anyone interested in the skills HR professionals require now and in the future.A huge thank you goes out to Al Adamsen and the team at PAFOW for allowing us to create this podcast from the panel discussion. People Analytics and the Future of Work, which is affectionately known as PAFOW, is a conference taking place in four cities in 2020: San Francisco, Sydney, London on the 29th to 30th of April and New York on the 17th to 18th of November. I will be co-chairing the conference with Al. If you would like to come along, to find out more please head over to pafow.net. Hosted on Acast. See acast.com/privacy for more information.

The case for diversity and inclusion in the workplace is compelling not just because it is the right thing to do, but because numerous studies suggest it can drive better business performance too. An increasing number of territories are also introducing legislation that requires companies to publish diversity statistics, but how do you shift from a mindset of compliance to using these types of analysis as a catalyst to drive behavioural change.Our guest on today's episode is Katy Gray, who looks after Reward at Arup and who has been at the forefront of gender pay gap reporting at the company. She is using these insights to help shift what was a data centric to a people centric exercise.In our conversation Katy and I discuss: The role of reward in a people focused organisation  The intricacies and challenges involved in gender pay gap reporting Examples of how the insights from gender pay gap reporting has helped drive behavioural change at Arup We also look into the crystal ball and ponder what the future of HR will be in 2025This episode is a must listen for anyone in an HR leadership or people analytics role as well as HR and business professionals interested in how people data can drive business outcomes and support initiatives around gender and equal pay, as well as the wider diversity and inclusion area.Support for this podcast is brought to you by Gapsquare, to learn more visit www.gapsquare.com/accelerate. Hosted on Acast. See acast.com/privacy for more information.

The perennial challenge organisations face of matching the right people with the right roles is becoming even more complex in the age of AI, analytics and automation. In parallel an increasing number of companies are turning to a new generation of assessment tools, harnessing AI, gamification and data science. Not just for hiring but to support areas such as coaching and development as well. My guest on today's episode of the podcast is Uri Ort, who is the co-founder of behavioural insights company Deeper Signals and is an adjunct instructor at NYU.In our conversation Uri and I discuss: The key trends and evolutions in the assessment space We talk about personalisation, algorithms and ethics and how technology is making assessments more precise and less biased We look at how to measure the business impacts and outcomes of assessments We delve into some of the latest research findings on personality and talent signals As with all our guests, we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for anyone interested in how assessments can support talent identification and development as well as HR and business professionals who are interested in how technology is being used to improve hiring and reduce bias.Support for this podcast is brought to you by Gapsquare, to learn more visit www.gapsquare.com/accelerate. Hosted on Acast. See acast.com/privacy for more information.

The case for diversity and inclusion in the workplace is compelling, not just because it is the right thing to do, but because numerous studies suggest it can drive better business performance too. It is disappointing therefore, that progress as confirmed by McKinsey's women in the workplace 2019 study remains slow, not just in gender, but in all areas of diversity and inclusion. A statistic that really emphasises the challenge ahead comes from the World Economic Forum, which estimates that the global pay gap between men and women will take 202 years to close.Our guest on today's episode is Dr. Zara Nanu, and she brings data science to the art of developing productive, engaged, and diverse teams and improving decision making when it comes to people. In our conversation Zara and I discuss: Why the topic of gender and fair pay is increasing in importance The role of people analytics and data science, as well as some of the challenges involved in data collection when it comes to gender and fair pay We talk about some of the examples of organisations who are leading the way when it comes to gender and fair pay and the wider diversity and inclusion space,  As with all our guests we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for anyone in an HR leadership or people analytics role, as well as HR and business professionals interested in how people data can drive business outcomes and support initiatives around gender and equal pay as well as the wider diversity and inclusion area.Support for this podcast is brought to you by Gapsquare, to learn more visit www.gapsquare.com/accelerate. Hosted on Acast. See acast.com/privacy for more information.

Our memory can lead us astray in an astonishing number of ways, including by causing us to remember things we think we've done, but actually haven't. My guest on today's episode of the podcast, is Dr. Julia Shaw.The psychologist, honorary research associate at University College London, author of two fascinating books, the memory illusion and evil and co-founder of artificial intelligence-based reporting tool Spot, Julia is best known for her work in the areas of memory and criminal psychology. It's a fascinating topic, and as you'll learn, one that has significant relevance in the workplace.In our conversation, Julia and I discuss:  The role of unconscious bias and the dangers of people using this as an excuse for their far more visible biases The application of memory science in the workplace, and how our memories can let us down, particularly in stressful situations  How technology and analytics is helping improve reporting on episodes of harassment or discrimination in the workplace We look into the crystal ball and ponder what the role of HR will be in 2025Support for this podcast is brought to you by Gapsquare, to learn more visit www.gapsquare.com/accelerate. Hosted on Acast. See acast.com/privacy for more information.

We in HR have heard it all. We are slow. We focus too much on the tactical. We can't think strategically. We are all about risk management. We get in the way of progress. We can't be analytical. We need to be broken into two or even blown up, not my words, but those of my guest for this episode Stela Lupushor.Like me, Stela believes that we are at an exciting juncture for HR and that the planets are aligning for HR to change the many misconceptions about the function and how that by harnessing data, mindset and human centred design HR really can be a catalyst for change. Stela describes herself as a geek by training, a consultant at heart and an entrepreneur in character.Having previously held people analytics roles at companies like IBM, Fidelity Investments, and TIAA. Stela is now on a mission to humanise the workplace, empowering greatness one woman at a time. I've known Stela for a few years, and her expertise covers many fields, including people analytics, diversity and inclusion, HR technology and employee experience.In our conversation, Stela and I discuss: How human centred design can deliver improved business outcomes and a better workforce experience, and how it's helping drive initiatives in areas such as diversity and inclusion The challenges and opportunities for people analytics and what lies ahead for the field The New York strategic HR analytics meetup group, which Stela co-organises, and which by my estimation at 2000 members is the largest people analytics meetup group on the planet We also look into the crystal ball as we do with all our guests and ponder what the role of HR will be in 2025.This episode is a must listen for anyone in an HR leadership or people analytics role as well as anyone interested in how HR programs and people data can drive business outcomes, a better and more inclusive culture, and employee experience.Support for this podcast is brought to you by Gapsquare, to learn more visit www.gapsquare.com/accelerate. Hosted on Acast. See acast.com/privacy for more information.

Employee experience is pretty much the biggest topic in HR and it's set to get even bigger in 2020 so to kick off the Digital HR Leaders podcast this year, we thought we'd start with a special episode on how to scale employee experience.Our guest, Volker Jacobs is the co-founder and CEO of TI people, and he is one of the world's leading authorities on employee experience having worked in this space for three and a half years, during which time TI people have worked with several global companies to develop, implement, and scale EX programs.TI people recently published a study on the state of employee experience, which combines the results of a survey of CEOs and CHROs, with practical guidance on how to build scalable EX programs for organisations. In our conversation, Volker and I discuss:  Why employee experience is growing in importance, who owns it and why a change in manager mindset is required to implement EX properly How to measure EX as well as how to manage and scale it in large organisations How to move from strategy to execution by integrating initiatives in areas like employee listening, journey mapping, and digital technology As with all our guests, we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for CHROs, employee experience and people analytics leaders, and anyone interested in how employee experience can drive value for business leaders, the workforce, and help reshape HR for the new decade. Hosted on Acast. See acast.com/privacy for more information.