As we kickoff 2020, we’re taking a moment to look back at some of the greatest HR content we read in 2019. We recommend everyone start the new decade of work by reading these 10 pieces filled with thought-provoking strategies and ideas.
McKinsey’s research department has been reporting since 2017 that data and analytics will make a huge impact on businesses within the next decade of work. But many organizations are still making ad-hoc motions to become more data-driven, rather than shifting the way they make data an everyday part of business.
“According to McKinsey research results, companies with the greatest overall growth in revenue and earnings receive a significant proportion of that boost from data and analytics.”
How are organizations using data to pull ahead? How can you catch up in 2020 if you haven’t already started putting your data to work? This article is a great primer on why you can’t afford to drag your feet with data and analytics any longer.
The concept of HR transformation has been a predominant theory for the future of work since Dave Ulrich first unveiled it in 1995—25 years ago. As technology has evolved rapidly within that time, the promise of HR transformation has not yet fully delivered on providing actionable insights to business leaders. Learn why the digitization of HR is no longer the solution to people teams providing their organizations with strategic insight.
People analytics is no longer just for large enterprises, with equally large budgets. As products like Visier for mid-market have entered the arena, small to midsize businesses are becoming aware that it’s time to start investing in proper HR data analysis. But where to begin? People analytics consultant Littal Shemer Haim showcases how she worked with HR professional Michal Shoval to impact a mid-size organization using people analytics with the data they already had in their HRIS.
Every day, HR professionals make decisions that affect their workforce based on gut-feeling and intuition. By building a company culture that relies on data, HR professionals can begin to make strategic decisions based on data.
Caitlin Bigsby, Director of Product Marketing at Visier, states, “This is where democratizing data can help. It empowers individuals at all levels of responsibility to use data to inform their decision making. Once everyone understands how to interpret the data, they can do more. They’re able to make good decisions quickly and achieve better business outcomes.”
This must-read guide is a great primer for people just dipping their toes into the world of analytics. Following the launch of our first guide to getting started with people analytics comes a new chapter on turnover and retention. This simple manual shows HR leaders how they can begin using people analytics to drive organizational change by reducing turnover and improving employee retention.
You’ve heard the studies by now: there is a direct correlation between the measurement of human capital and the financial health of an organization. Learn why organizations need to begin monitoring these metrics in order to impact financial return, and how to prepare for proper data analysis to stay ahead.
Much has been written about convincing your C-suite about the value of analytics in HR. But what about an employee value proposition (EVP)? People analytics researcher, Lexy Martin, explains why it is increasingly important to increase analytics adoption across your full organization, as analytics solutions begin to offer self-serve options for managers.
Google’s former head of HR issues a warning that all business owners and leadership teams should read
Google’s former head of HR, Laszlo Bock, identifies 3 reasons why your organization needs to be investing in company culture and employee experience, now. Why should you listen? Well, Bock is most famous within the HR world for growing Google’s workforce from 6,000 employees to 76,000 employees in just a decade. He credits his success to more than just trendy tech perks like bean bag chairs and espresso machines… it’s about making your workplace somewhere that people are happy and proud to be each day.
“For the first time,” says Bock, “leaders can know what’s going on in a way that’s not filtered by perception, but by data that they can trust. And we can finally stop trusting our guts on people issues; bias-riddled gut decisions are to blame for so many markers of an unhealthy culture: discrimination, bad bosses, and ineffective workers.”
Alright we cheated a little—this article came out in the first days of January 2020. John Schwarz, CEO of Visier, provides a recap on how the traditional career path has changed, and how you can future-proof your own career in the face of AI and automation. Read this if you are looking to plan for the future of your own career, and if you’re responsible for reskilling your organization’s workforce.
Rounding out the list is Visier’s 2020 predictions for the next decade of work. The world is changing at unprecedented rates, and it’s up to HR to pivot quickly enough to attract and retain a strong workforce in a competitive world. If you’re planning for the future of strategic HR, don’t start your year without reviewing these 10 trends, as reported on by HR leaders at FIS, BBVA, Accenture, Mercer, Willis Towers Watson, and AON.