Jacqui will be talking on Friday 12th at 9:45am -10:15am, facilitating a panel conversation on 'Accelerating delivery & Performance'.
Jacqui looks at the biggest issues facing leaders today, focusing on how organisations and leaders deal with stress during perpetual times of change. She continues to look at the importance of stripping back processes to remove complexity within business transformation.
See the full agenda at excellence-leadership.com
Making sense of people data is a struggle for many HR professionals. People analytics is only effective when data collection is focused on achieving a particular management objective - such as improving talent management processes, such as recruitment or retention, or to demonstrate HR's contribution to the value/ROI of these processes. Despite this core concept of people analytics, many companies simply analyse the data nearest to hand – with the results being anything but insightful.
I'm going to argue here that many organisations using HR analytics to improve their people programmes are fooling themselves.
Let me explain: evidence-based HR analytics relies on a model something like this:
HR programme --> Competencies --> Employee performance --> Org performance
That is, you invest in workforce programmes to increase employee competencies ("the how") which in turn delivers increased employee and organisational performance ("the what").