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 HR
  

This 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.

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In this episode of the podcast, Ralf Buechsenschuss, Global Head of Org Design, Analytics and Digitalisation at Zurich Insurance Company, speaks about the future of work, which we both agree is most definitely already here, and how it necessitates a skills-based approach to workforce planning.

The unpredictability and pace of change facing organisations today is, without a doubt a major challenge, a challenge only exacerbated since the start of the pandemic. It is a skills-based approach to workforce planning that has the potential to position the HR function as a strategic partner to the business, by addressing business priorities as they arise.

Throughout this episode, Ralf and I discuss:

• Why it is high time to stop viewing workforce planning as a cyclical process, and instead view the starting points of any workforce planning activity as the business strategy and in particular specific business challenges, as they arise
• Ralph's ingenious use of organisational network analysis and workforce planning to understand the flow of expertise throughout the organisation
• How workforce planning and org design can be viewed as two sides of the same coin, and how bringing both under the same umbrella can help HR deliver more value to the business

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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This week’s podcast guest is Maarten van Beek, HR Director for Belgium, The Netherlands, and Luxembourg at ING, who I spoke to about the shift from a learn, work, retire approach to careers, to a model of lifelong learning.

To encourage lifelong learning and talent fluidity across the organisation, taking an employee centric approach is vital. In Maarten’s opinion. HR should focus more on the employee journey, the employee experience and less on the responsibilities and confines of rigid traditional L&D roles.

Throughout the episode Maarten and I discuss:

• How organisations can promote a lifelong learning approach to work by encouraging and supporting employees to reinvent their skill sets every three to five years
• The power of using skills data to fuel talent fluidity
• The business value and societal value of measuring skills proficiency without depending on traditional qualifications and educational experience

Support for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai.

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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 future

This 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.

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Welcome to the third of our series of summer special episodes of The Digital HR Leaders Podcast, providing an outside in perspective on HR.

The brutal killing of George Floyd at the hands of the Minneapolis police on May the 25th has unleashed a sustained and unparalleled wave of protests around the world. This terrible incident highlighted once again, the scourge of racial injustice and the responsibility we all have to speak up against discrimination in any of its ugly and reprehensible forms. We all need to commit to help to drive change in our companies, in our HR and People Analytics communities and in our societies.

The guest on this episode of the podcast is Diversity Strategist, Torin Ellis, who has worked with companies ranging from small 20 person startups to some of the biggest multinational companies, to help them identify inhibitors that stall the consistent achievement of the diversity, equity and inclusion objectives achieved through recruitment.

We start our discussion with the glaring injustices that the killing of George Floyd, once again, highlighted and then transition to how HR and recruiting professionals can support their organisations to be truly inclusive and equitable by following a simple and purposeful mantra, focus on people.

In our conversation Torin and I discuss:

• How the killing of Mr Floyd and the process that it has inspired made Torin and other black people he knows feel
• What those of you listening can do to help make a difference
• Why true diversity, inclusion and equity results require leadership, un-wavering support and above all a focus on people
• Why hiring managers are at the crux of progress and how data can reveal some uncomfortable truths
• Examples of companies, including Nike and Allovue, who have created more inclusive organisations

This episode is a must listen for anyone interested in how to embed diversity in their organisations to create more inclusive and equitable workplaces. So that is Business Leaders, CHROs, Senior HR Leaders and anyone in a People Analytics, HR Business Partner or Talent Acquisition role. Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com.

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