My guest on this week's episode is Jignasha Grooms, Chief Human Resources Officer at Epicor Software, a 4,000 person, global technology company.Jignasha has 20 years of experience in the IT Industry, both in Business and Sales Operations and in Human Resources. Prior to joining Epicor, in November 2016, she spent eight years at Cisco, where in her last role she led HR for the America Sales Organisation, The Global Marketing Function, The Global Sales and Operations Function, as well as the staffing discipline in support of all Cisco Businesses and Functions in Asia, Pacific and Japan. Perhaps Jignasha’s biggest achievement in her role at Epicor has been the development of The One Epicor Culture, which puts employees at the centre and is built on pillars, including trust, agility, authenticity and empathy. It is a particularly impressive story, as you will hear, and one that has led to some significant outcomes for the Business and the workforce.In our conversation Jignasha and I discuss: How Epicor is using and measuring the success of using AI in the recruitment process What HR can learn from the pandemic and what it needs to do to continue experimenting and not fall back into the old way of doing things How to build and develop a culture in a company that is growing organically and by acquisition How to measure the business impact of culture and connect the dots between customer experience and employee experience How having the right people data in place supports a business operating in a fast paced environmentThis episode is a must listen for anyone interested in Culture and leading HR in a global organisation. So that is Business Leaders, CHROs and anyone in a People Analytics, Culture, Employee Experience or HR Business Partner role.Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week's episode is Ian White, Founder and Chief Executive Officer at ChartHop, one of the fastest growing and most exciting new technologies in our space. ChartHop has grown by more than 10X since the start of the pandemic and has a prestigious list of investors, including Andreessen Horowitz. Josh Bersin recently highlighted ChartHop as “a cool tool that displays every piece of data you need in a visual way” which is high praise indeed and deservedly so. Ian believes that when people have the full context, know what they are trying to achieve together, know their roles and fundamentally trust that Managers and Leaders are transparent and fair, you can achieve great things.In our conversation, Ian and I discuss: How Ian's own experience as a customer of HR Tech helped inspire him to build and scale ChartHop How to bring data to life so that it is accurate, accessible and applicable and so leads to actionable insights Why agility, organisational design and workforce planning all need to evolve, to support the world of hybrid work How CHROs can build on the last year and have an ability to experiment, to explore and to respond quickly How having the right people data in place supports a business operating in a fast paced environment.This episode is a must listen for anyone interested in technologies that help organise, manage and visualise people data so that it drives actionable insights. So that is Business Leaders, CHROs and anyone in a People Analytics, Workforce Planning or HR Business Partner role.Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

At Insight222, we are fortunate to work with some of the smartest and most progressive Leaders in the field of Human Resources. Isabel Naidoo, my guest on this week's episode of the podcast, definitely falls into this category.Isabel is the Global Head of Inclusion and Talent at FIS, where she runs the Strategic Talent Agenda for the FinTech company’s 60,000 employees. One of the features of the work that Isabel oversees at FIS, is how the company has seamlessly incorporated HR technology to bring personalised, consumer like experiences, to its employees and how it has harnessed people analytics.In our conversation Isabel and I discuss: How the new learning platform at FIS is delivering customised learning experiences and supporting wellbeing How FIS has built a successful people analytics and workforce planning function How the last 12 months have changed what it means to lead How having the right people data in place supports a business operating in a fast paced environmentThis episode is a must listen for anyone interested or involved in how people data, technology and analytics can personalise HR programs, enhance the employee experience and drive better business outcomes. 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 charthop. To learn more, visit https://www.charthop.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s episode of the podcast is Claude Silver, Chief Heart Officer at VaynerMedia. In our conversation, Claude and I discuss: How the role of Chief Heart Officer emerged and how it has evolved Claude’s close working relationship with Gary Vaynerchuk, the CEO and how together, they seamlessly merge a people perspective with VaynerMedia’s business strategy The Kind Candor program, which is in place at VaynerMedia and which is designed so that feedback is an act of caring and a way of making employees better The work that Claude is leading on diversity, equity and inclusionThis episode is a must listen for anyone interested or involved in one of the most important relationships in business, that of the CEO and the CHRO and how the right organisational culture can drive at the same time, business success and employee wellbeing.Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

The guests on this week’s special bonus episode are Arianna Huffington, CEO and Founder of Thrive Global and Donna Morris, Chief People Officer at Walmart. In our conversation, we discuss how the pandemic has thrust the human resources function centre stage, and how HR has thrived during this difficult time in organisations where the function is well led, has strong senior stakeholder equity, has prioritised employee wellbeing and has robust capability in people analytics. If anything, this has raised expectations of Chief People Officers even further, can they and the functions they lead evolve at the pace necessary to deliver on the expectations of Leaders and the workforce?In our conversation, Arianna, Donna and I discuss: How the role of the Chief People Officer has changed since the beginning of the pandemic What the impact of these increased expectations have had on Chief People Officers themselves The lessons in workforce agility Walmart has learned from hiring over 500,000 associates so far in the crisis and how they will carry these learnings forward How to adopt the mindset to find opportunity in ambiguity and why it is important that Leaders set the tone What HR can do in 2021 and beyond, 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 and protect the health of its workforce. So that is Business Leaders, Chief People Officers and anyone in an Organisational Health, Employee Experience, People Analytics 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.

To build sustainable success in people analytics, you need a few key ingredients. Let's look at three. First, align the work of the people analytics team to the business strategy and priorities. Second in parallel, be intentional about building analytical capability across the wider HR function and third, get the sponsorship from the Chief Human Resources Officer, the Global HR Leadership Team and Senior Leaders in the business.My guest on this episode of the podcast has mixed all of these ingredients and more since founding the people analytics team at Merck, in 2016. Alexis Saussinan is the Group Head of People Data and Technology, and the function he has built has become a bedrock of Merck's people strategy and consistently delivers value to the business and the global workforce at Merck.Alexis and I reflect on the journey of people analytics over the last five years at Merck and look forward to the future as Alexis' role has expanded to bring people data, analytics and technology together.In our discussion, Alexis and I discuss: How to align the work of the people analytics team with the business and the people strategy Examples of people analytics in action, including how Merck takes a skills-based approach to workforce planning The size, structure and skills of the people analytics team and how it has evolved over the last five years at Merck How a combination of CHRO sponsorship, ambassador networks, rotational programs and effective communication combined to help grow a data-driven culture Why bringing people data, analytics and technology together enables the next wave of HR transformationThis episode is a must listen for anyone interested or involved in creating business value and employee experience from people analytics, in parallel with increasing HR capability in data and digital.So that is Business Leaders, Chief HR Officers, Chief Learning Officers and anyone in a people analytics, learning, HR leadership 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 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.

Since the start of the Covid-19 pandemic HR functions with People Analytics Teams have been pivotal in co-ordinating and leading responses to the crisis in companies all around the world. Well, one such company is Indian multi national giant Wipro, which found it had to suddenly contend with 150,000 remote workers in India alone.My guest on this week's episode of the podcast is Renil Kumar, Vice President and Global HR Head at Wipro. He is the personification of a modern HR Leader, Business focused, data-driven, technologically savvy, inclusive and collaborative.In our conversation Renil and I discuss: How People Data and Analytics enables hyper-personalisation across Wipro’s 200,000 plus global employee workforce How a powerful People Analytics project at Wipro delivered quantifiable value to the business, as well as revealing some interesting insights on the impact of team size and promotions How to infuse HR Professionals with the skills needed to be more data-driven and why experimentation, starting small and getting hands-on drives progress How Organisational Network Analysis can be applied in Sales and Customer Service What HR can do to prepare their organisations for an increase in remote and hybrid workingThis episode is a must listen for anyone interested or involved in how HR can drive significant value in large multinational businesses. So that is Business Leaders, CHRO’s and anyone in a HR Leadership, People Analytics or HR Business Partner role.Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com. Hosted on Acast. See acast.com/privacy for more information.

There should be little doubt that human capital is a firm's greatest asset, however, this isn't enough. Organisations must also ensure that individuals are relationally positioned for success. In other words, bringing in the best people is only part of the solution. Firms must also bring out the best in people and that requires us to more intentionally leverage social capital. Those are not my words, although I wholeheartedly agree with their sentiment, but of Michael Arena, my guest for this week's episode of The Digital HR Leaders podcast.Michael is the author of the brilliant book, Adaptive Space, How General Motors and Other Companies are Positively Disrupting Themselves and Transforming Into Agile Organisations. He is also a faculty member in Penn's Masters in Organisational Dynamics and he is currently the VP for Talent and Development at Amazon Web Services. He is also one of the world's foremost experts on Organisational Network Analysis.In our conversation, Michael and I discuss: Why social capital is the next frontier for HR and how to measure it through the use of active and passive ONA Why the pandemic will likely fast forward the future of work by five or ten years The critical role that social capital plays in generating, incubating and scaling innovation The potential implications to bridge connections of a shift to virtual and hybrid work environments Some typical use cases and specific examples of how ONA can be used in relation to understanding collaboration, M&A, research and development, culture and employee wellness How to ensure ONA initiatives deliver value for the business and the workforce and properly address any concerns on ethics, privacy, and trust What HR can do to prepare their organisations for an increase in remote and hybrid workingThis episode is a must listen for anyone interested or involved in Innovation, Culture, People Analytics, Employee Experience and Social Capital. So that is Business Leaders, CHROs and anyone in a Talent Development, People Analytics, D&I or HR Business Partner role.Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com. Hosted on Acast. See acast.com/privacy for more information.

My guest on this episode of the podcast is Daniel West. His 20 years of experience in HR Leadership roles at data-driven companies like Uber and Apple have taught him how analytics can drive business performance, improve customer outcomes and enrich employee experience and culture. Daniel is now the founder and CEO of Panalyt and the technology his firm provides is helping organisations bring together and democratise their people and business data and enrich it further with external and social capital data to drive decision-making.In our conversation, Daniel and I take a deep dive into organisational network analysis and how social capital data can be linked to performance, engagement, sales and innovation. We also discuss: The level of analytical skills required by HR professionals and what we can learn from our counterparts in Marketing The impact of democratising data across business stakeholders and how this drives more agile decision making and improved business outcomes The critical role of ethics and trust in People Analytics A great example of how a Japanese company had to virtually onboard over 200 new starters due to the pandemic and used People Analytics to help that effort What HR can do to prepare their organisation for an increase in remote and hybrid workingThis episode is a must listen for anyone interested or involved in People Analytics, Employee Experience and Social Capital.Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com. Hosted on Acast. See acast.com/privacy for more information.

We are in the midst of the biggest global pandemic for a century, combine that with social unrest, an economic crisis, and at the same time, rapid business transformation, then the role of the HR function has never been so important.One company where HR has really come to the fore during the crisis is Bayer. My guest on this episode of the podcast is Melissa Harper, Senior Vice President for HR Innovations at Bayer. With more than 30 years of HR experience, Melissa has been at the forefront of Bayer's response to the crises of 2020 and efforts to redefine the workplace around purpose, innovation, and culture.In our conversation, Melissa and I discuss: Why Bayer’s people first philosophy, has been critical to the company's response to the crisis and its efforts to redefine the workplace of the future How Bayer is incorporating some of the positives that have emerged in 2020 such as faster, more distributed decision making and increased employee listening to enhance its innovative culture Bayer's approach to inclusion and diversity and how this is premised on taking action on the talent challenges that arise How digital analytics and culture provide the connective tissue around the workforce at the company What HR can do to prepare their organisation for an increase in remote and hybrid workingThis episode is a must listen for anyone interested or involved in Inclusion and Diversity, Culture, Employee Experience and Innovation. So that's Business Leaders, CHROs and anyone in a People Analytics, Workforce Planning, I&D or HR Business Partner role.Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com. Hosted on Acast. See acast.com/privacy for more information.

When I was in Singapore a couple of years ago I had the pleasure of visiting Grab, one of Southeast Asia's largest and most innovative technology companies and spending time with the guest on this week’s episode, Head of People Operations, Chin Yin Ong and some of her talented team. With a background in sales and marketing, a psychology degree and a passion for using technology and analytics to drive better outcomes for the business and its workforce, Chin Yin is the epitome of the Chief People Officer as a catalyst for growth. Chin Yin combines her role as Head of People with running the technology solutions team, which as you will hear, capitalises on the technology Grab has developed for its customers to enhance the work experience for Grabbers, which is Grab's name for its employees. I know you will enjoy listening to some of the innovations that Chin Yin and her team are driving at the tech firm.In our conversation Chin Yin and I discuss: How to keep employees engaged and connected during the crisis Examples of how people data is driving better business and employee outcomes at Grab How to infuse HR professionals with the skills required to be more data-driven and achieve the optimal combination of head, heart and gut The rise of micro learning and the impact on skills Why the 2020s is set to be the golden age for HRThis episode is a must listen for anyone interested or involved in employee experience, people analytics, HR technology and business outcome driven HR. So that is business leaders, CHROs and anyone in a people analytics, workforce planning, recruiting or HR business partner role.Support for this podcast is brought to you by Panalyt. To learn more, visit https://www.panalyt.com. Hosted on Acast. See acast.com/privacy for more information.

In the last episode of this series, my guest is Vidya Krishnan, Chief  Learning Officer and Global Head of Learning and Development at Ericsson, who is at the cutting edge of driving a culture where learning is a habit that matters. When we were planning this episode Vidya and I quickly realised we had a mutual passion for people data and analytics. Vidya also shared with me a view that I found quite profound, she told me that learning is oxygen, invisible but necessary to survive and analytics will make it visible.In our conversation, Vidya and I discuss: The relationship between learning and business outcomes How to cultivate a growth mindset across your workforce How to build a skills driven organisation and help employees identify the skills that they need to grow The future of learning and why it is wrapped up in the future of people analytics The impact of technology on the future of learningThis episode is a must listen for anyone interested or involved in learning skills and culture development. So that is Business leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning, Learning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the podcast my guest is Simon Brown, Chief Learning  Officer at Novartis, a company that is really setting the pace around  the whole learning and skills agenda. Simon believes that curiosity is  the greatest driver of value in the digital age and as well as being  co-author of a fascinating new book, The Curious Advantage, Simon and  his team have instigated curiosity month at Novartis, an integrated  learning experience of 170 events throughout September featuring  internal and external speakers.In our conversation, which took place just before the start of curiosity month, Simon and I discuss: The increasing importance of curiosity, it's intrinsic link to learning and the 7C’s of curiosity model that Simon and his co-authors outline in their book How curiosity is nurtured in practice at Novartis and the business value it provides How Novartis is embedding analytics into learning and measuring skills The impact of learning on performance, retention and mobility at Novartis The role of L&D in 2030 and whether the Chief Learning Officer will report directly into the CEOThis episode is a must listen to anyone interested or involved in learning skills and culture development. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning, Learning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the podcast, my guest is Kat Kennedy, the Chief Experience Officer of Degreed, where she has overall responsibility for product and technology. Kat was employee number three at Degreed and since she joined in 2012, the company has enjoyed phenomenal growth and created an entire new category in the HR technology market with its learning experience platform or LXP. As Kat outlines in our conversation, Covid-19 has accentuated the importance of re-skilling, up-skilling and learning.In our conversation Kat and I discuss: The challenges in running a fast growing HR Tech company Creating the new LXP category and being a female leader in tech Why it is crucial to use data and analytics in learning and development How learning, careers and mobility are all coming together into one personalised platform, AKA the talent marketplac What we can learn from organisations who are combining learning, analytics and skills togetherwe The future direction of the learning and development fieldThis episode is a must listen for anyone interested or involved in learning skills and the technology that supports it. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Learning, Workforce Planning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the podcast, my guest is Gianpiero Petriglieri, who is the Associate Professor of Organisational Behaviour at INSEAD, and an expert on leadership and learning in the workplace.Gianpiero has chaired The World Economic Forum’s Global Agenda Council on new models of leadership and is listed among the 50 most influential management thinkers in the world by Thinkers 50. His work explores how and where people development sustains the personal foundations and professional abilities to exercise leadership mindfully, effectively and responsibly.Gianpiero’s studies highlight the psychological, social and cultural functions of leadership development and his teaching methods provide an example of how to perform those functions purposely for the benefit of individuals, organisations and society at large. His research has appeared in academic journals, media and business journals, like the Harvard Business Review, where five of his essays have been included among the ideas that shaped management in the last decade.In our conversation, Gianpiero and I discuss: Why organisations are struggling to embed a culture of lifelong learning The differences between cognitive learning and socio-emotional learning and why organisations need to make room for both The role of technology in supporting the development of skills Examples from companies like Schneider Electric and Lego who have developed culture and environments where learning can thrive The role of the Chief Learning Officer and whether it should sit within HR or report directly to the CEOThis episode is a must listen for anyone interested or involved in learning, skills and leadership development, either from an individual or company perspective. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s podcast is Lynda Gratton. Lynda is a Professor of Management Practice at The London Business School where she directs Human Resource Strategy in transforming companies, which is considered one of the world's leading programs on Human Resources. Lynda is also the founder of HSM, the research consultancy and has written extensively on the future of work, the role of corporations and the interface between people and organisations. Lynda's most recent book, The New Long Life, A Framework for Flourishing in a Changing World, was published at the end of May and we will talk a little bit about that in this episode.In our conversation, Lynda and I also discuss: What we have learned about people, organisations and the impact of remote working on collaboration during the pandemic The new skills, behaviours and mindsets individuals need to thrive in the future of work How to make reskilling stick within organisations How individuals, organisations, and governments can navigate the challenges of a hundred year life The role of HR and learning teams to help drive the reskilling and learning agendaThis episode is a must listen for anyone interested or involved in learning and skills, either from an individual or a company perspective. So that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, Workforce Planning, HR Tech or HR Business Partner role.Support for this podcast is brought to you by Degreed. To learn more, visit https://degreed.com/.  Hosted on Acast. See acast.com/privacy for more information.

We’re kicking off an exciting autumn season of the Digital HR Leaders podcast today with a special bonus episode featuring Diane Gherson, discussing how IBM has infused AI and analytics into HR. During her time as CHRO, Diane led the redesign of all aspects of IBM’s people agenda and management systems to shape a culture of continuous learning, innovation and agility. She has also digitally transformed the HR function, incorporating AI and automation across all offerings resulting in hundreds of millions of dollars of net benefits. Every field needs its standard bearers and ever since taking the reins as CHRO in 2013, Diane has been a pioneer, taking the HR profession to a new level and was deservedly recognised as the HR Executive of the year in 2018.In our conversation Diane and I discuss: How IBM has created a marketplace for talent, encompassing skills, personalised learning, career management and internal mobility A company wide jam that Diane initiated to support initiatives around returning to new ways of working at IBM The practical examples of how infusing AI and machine learning into HR programs can deliver significant value to the business and employees What HR needs to do to drive more value in the post-crisis world and why its the model for leaders and organisations to thrive in the twenty first century.This episode is a must listen for anyone interested in how to set up the HR function to deliver significant value to the business and its workers, so that is Business Leaders, CHROs, Chief Learning Officers and anyone in a People Analytics, HR Business Partner or Talent Acquisition role. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the fifth of our series of summer special episodes of The Digital HR Leaders Podcast that collectively provide an outside in perspective on HR.People Analytics is the fastest growing part of HR and prior to the arrival of the COVID-19 pandemic, was named by HR practitioners themselves as one of four trends in LinkedIn's annual global talent trends report that were most likely to impact on how their organisations hire, develop and retain their workforces in 2020. During the crisis People Analytics has been further elevated as companies strive for insights and data to drive employee safety and wellbeing, understand the impact of remote work and create their return to  the workplace plans. Many practitioners and leaders in the People Analytics space have no previous experience of working in HR.My guest on this week's episode of The Digital HR Leaders Podcast is Sophie Rwegera Khadhraoui. When she took on the challenge of setting up the People Analytics function at the International Committee of the Red Cross in 2017, Sophie had a background in Finance, and Operations, but not HR. Sophie quickly established that in a humanitarian organisation, the key people related requirement is to ensure the right people are on the ground at the right time to support the ICRC’s critical humanitarian work in conflict zones.In our conversation, Sophie and I discuss: How she set up the People Analytics function, identified priorities and delivered the first use cases How the team evolved and developed its skills over the three years Sophie was at the helm Tips for other People Analytics Leaders who run small teams The steps Sophie took to help up-skill the wider HR community at the International Committee of the Red Cross How her experience in People Analytics is supporting her in her new role as HR Partner for the Near and Middle East Region at the Red CrossThis episode is a must listen for anyone interested in how to set up and develop a People Analytics team and the unique challenges involved in leading a small team in a humanitarian organisation. So that is CHRO’s, Senior HR Leaders and anyone in a People Analytics or HR Business Partner role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the fourth of our series of summer special episodes of The Digital HR Leaders Podcast that collectively provide an outside in perspective on HR. In many respects the COVID-19 pandemic is essentially a people crisis and it has been heartening to witness that many organisations we work with at Insight222 have put the safety and wellness of their workforce at the centre of their response to the crisis. However, multiple studies show that an alarming majority of employees are actively disengaged and un-motivated. They are not helping their organisations and by suppressing what neuroscientists call “our seeking systems” organisations are not helping their employees by focusing on making work routine instead of creative and joyful.Our guest for this week's episode is Dan Cable, Professor of Organisational Behaviour at London Business School. Dan explains that because we spend most of our waking hours at work, his mission is to spend his working hours trying to understand how people can feel like work is part of their real life, rather than the long commute to the weekend.In our conversation Dan and I discuss: Why biology as opposed to lack of motivation causes the malaise of workplace disengagement How by galvanising three triggers, leaders can activate their employees seeking systems and drive exploration and learning How HR can use job crafting to drive engagement, stimulate learning, create innovation and essentially enable people to bring their best selves to work A three-step process for people to stimulate their full potential as outlined in Dan’s upcoming book, Exceptional.This episode is a must listen for anyone interested in how neuroscience can help drive culture, engagement and wellness in their organisations. So that is Business Leaders, Organisational Psychologists, Chief HR Officers, Senior HR Leaders and anyone in a People Analytics or HR Business Partner role.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

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 organisationsThis 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. Hosted on Acast. See acast.com/privacy for more information.

The COVID-19 crisis is testing our political leaders like they have never been tested before. Leaders who appear to score high on narcissism and low on empathy are failing dismally. It is interesting that those political leaders, especially female leaders, who combine competence, transparency and empathy and are using data and science to inform their decision making appear to be performing much better. The brilliant Tomas Chamorro-Premuzic is my guest on this week’s episode of the podcast. Tomas is an international authority in psychological profiling, talent management, leadership development and people analytics. Tomas has also written 10 books including his most recent, “Why Do So Many Incompetent Men Become Leaders?”, and is one of the most knowledgeable interesting and engaging people in our field.In our conversation Tomas and I also discuss: Why digital transformation is primarily about people and not technology and what this actually means for leaders, HR and employees Why skills is a new currency and why learning is paramount How people analytics can be integrated into other fields, such as diversity and inclusion How to stay on the right side of creepy when it comes to AI and analytics What HR needs to do to drive more valueThis episode is a must listen for anyone interested in ethical and empathetic leadership and the role of HR and how both will need to evolve as the use of data, analytics and digital technologies become widespread in our organisations. So that is Business Leaders, CHROs 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. Hosted on Acast. See acast.com/privacy for more information.

I can't think of a better way of starting this series of summer specials that are providing an outside-in perspective on HR, than by taking a closer examination of the concept of psychological safety. In the workplace, psychological safety is the belief that the environment is safe for interpersonal risk taking. People feel able to speak up when needed with relevant ideas, questions or concerns without being shut down in a gratuitous way.Psychological safety is present when colleagues trust and respect each other and feel able, even obligated, to be candid. Those are the words of Amy Edmondson, my guest on this edition of The Digital HR Leaders Podcast. Amy is the Novartis Professor of Leadership and Management at Harvard Business School, Author of "The Fearless Organisation - creating psychological safety in the workplace in learning, innovation and growth."In our conversation, Amy and I discuss: The definition of psychological safety, what it is and what it is not The role of leaders and HR in creating psychological safety and the link between psychological safety and culture, learning, and innovation How to create psychological safety in virtual teams The relationship between psychological safety and transparency Examples of organisations who have created and embedded psychological safety and the subsequent benefits they have enjoyedThis episode is a must listen for anyone interested in the role that culture, leadership and trust play in driving innovation and growth. So that is business leaders, Chief HR Officers, Chief Learning Officers 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. Hosted on Acast. See acast.com/privacy for more information.

To celebrate the one year anniversary of this podcast and over 100,000 listens, we thought we would do something different. The team managed to persuade me to record a special role reversal episode of the podcast with me in the hot seat and the show’s co-creator Ian, firing the questions that some of you, including one of our previous guests Dave Ulrich, have kindly taken the time to send in. In this episode we look at the role of People Analytics in driving business value and how it is a key ingredient in HR’s success in the future.In our conversation, Ian and I discuss: Five steps to getting started in People Analytics and why analytics is a team sport Where People Analytics belongs in an organisation and how the field has been impacted by COVID-19 The most important skills required by HR professionals in a digital context The factors that provide me with optimism and pessimism about the future role of HR in delivering value both to the organisation and to the employee Why a human centred approach encompassing analytics, employee experience and digital technology promises a bright future for HRThis episode should be an interesting listen for anyone in a workforce or People Analytics role. HR and business professionals interested in how people data can drive business outcomes and CHRO’s looking to build or scale their People Analytics capabilities.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s podcast is Jeremy Shapiro, the Executive Director for Workforce Analytics at Merck. Jeremy is rightly considered as one of the most highly regarded and influential leaders in our field, and co-authored one of the first articles I ever read on People Analytics, the seminal Competing with Talent Analytics, which he co-wrote with Tom Davenport and Jeannie Harris and was published by the Harvard Business Review in October 2010. With the 10th anniversary of the article approaching, Jeremy and I thought it would be neat to reflect on the last 10 years, assess the considerable progress the field has made and ponder what lay ahead.This episode is recorded in two parts, part 1 was recorded before the COVID-19 pandemic spread across the world, and part 2 was recorded more recently in the midst of the crisis.In our conversation Jeremy and I discuss: How the workforce analytics team is organised at Merck and talk through examples of their work The New York strategic HR analytics meet up group that Jeremy co-founded and how this has helped foster a thriving people analytics community in the Big Apple Whether AI and automation is a threat or an opportunity for HR The work the team is doing around employee listening, both using active and passive data sources How the COVID-19 crisis is acting as an accelerant to digital transformation and the work of people analytics teams What the role of people analytics will be in the next normalSupport for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

COVID-19 is changing our world irrevocably. First and foremost it is a health crisis, people are getting sick, families are losing loved ones and the virus is going to be with us for the foreseeable future.In the words of this week's guest, Coronavirus might also be the great catalyst for business transformation. What previously was expected to develop over the course of several years is instead unfolding before our very eyes in the course of a few months. If the Future of Work requires restructured workplaces, redefined roles, rapid learning and reserves of trust, and it does, organisations are being challenged to do all that and more as they address the Coronavirus pandemic. Those are the words of this week's guest, Future of Work strategist, Heather McGowan, whose new book, The Adaptation Advantage, co-authored with Chris Shipley, has just been released.In our conversation Heather and I discuss: Why COVID-19 is acting as the catalyst for business transformation and the Future of Work The pivotal role of culture and how leadership styles will adapt in the Future of Work. How we need to embrace and absorb new skills and let go of old ones Why our old measure of potential success, IQ has given way to EQ and is now shifting yet again to AQ or adaptability quotient Why the role of HR needs to evolve and what HR leaders need to do differentlySupport for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

This week's guest on the podcast is Thomas Rasmussen, one of the most respected and pre-eminent People Analytics leaders in the world. Thomas has built and led People Analytics teams at A.P Moller-Maersk, Shell and now National Australia Bank where he has responsibility for employee experience, digital, HR strategy as well as People Analytics. In his words, People Analytics is truly more impactful than ever. It has gone from being a strategic differentiator the best CHRO’s demand, to an absolute essential to manage the COVID-19 crisis.In our conversation Thomas and I discuss: How people analytics is helping to support executives, managers and colleagues at National Australia Bank during the pandemic The progress of people analytics since Thomas and Dave Ulrich published their seminal 2015 paper, "How HR analytics avoids being a fad and why people analytics needs to be based in HR." How people analytics is organised at National Australia Bank, providing example case studies of the work How bringing employee experience, analytics and digital together creates a powerhouse and enables the scaling of analytics The importance of ethics and how this underpins people analytics and the use of people data for good.This 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 CHRO’s looking to build or scale their people analytics capabilities.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com. Hosted on Acast. See acast.com/privacy for more information.

The COVID-19 pandemic has accelerated the changes to the Future of Work. Many of the trends we expected to develop over the next year have come to pass quicker than expected. CHROs, as a recent article in the economist highlights, are at the fulcrum of an organisation's response to the crisis just as the CFO was in the global financial crisis.Indeed, this crisis makes the main topic of this week's episode with Ravin Jesuthasan on the role of HR in the Future of Work even more important. Ravin is one of the lead authors of a fascinating recent study called HR 4.0, shaping people's strategies in the fourth industrial revolution, which is a collaboration between the World Economic Forum, Unilever, Saudi Aramco, and Willis Towers Watson, where Ravin is Managing Director.In our conversation, Ravin and I discuss: The six imperatives that comprise HR 4.0 which include building an agile learning culture, developing new leadership capabilities, and enhancing the employee experience Examples of organisations who are already experiencing benefits from an advanced approach to managing and developing people The key skills required by the Chief People Officer and how these are changing Why HR decision science or people analytics is the key underpin of the future HR functionThis episode is a must listen for CHROs and other HR leaders as well as those working in people analytics, workforce planning and employee experience roles.Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com Hosted on Acast. See acast.com/privacy for more information.

Welcome to a special episode of the Digital HR Leaders podcast. It features a panel discussion, which took place at the PAFOW conference in San Francisco. One of the bitter sweet aspects of the COVID-19 crises is that People Analytics has become even more important. In a recent article in the Economist, which compared the role of the Chief People Officer in this crisis to the role of the CFO in the global financial crisis, one of the conclusions drawn is that the pandemic makes People Analytics even more relevant. As such, there is much interest about the future of People Analytics, where it's headed and why. This was the topic of the panel I moderated at PAFOW, which featured two of the most renowned and prominent leaders in our field, Dawn Klinghoffer and Amit Mohindra.In our conversation, Dawn, Amit and I discuss: Highlights of the work Dawn and her team have undertaken at Microsoft and Amit has delivered in People Analytics leadership roles at McKesson, Apple, and now Wayfair Where the future of People Analytics lies, the opportunities and the threats The role of People Analytics in helping their organisations identify the link between employee wellbeing and company financial performance The key challenges that need to be overcome for People Analytics to realise its tremendous potential Tips to practitioners on where they can focus as they seek to develop People Analytics within their companiesThis episode is a must listen for CHROs and those working in a workforce planning or people analytics role, and indeed anyone interested in the role people data plays in helping drive better outcomes for the business, managers and their workforces. Hosted on Acast. See acast.com/privacy for more information.

Unicorn startups are brilliant, but let's be honest, very few of us will become, found or work for one. Many people listening today will work for large companies struggling to keep themselves relevant for the ever changing customer. A handful of these companies are very good at reinvention.My guest on this week’s podcast is Peter Hinssen, and he calls these companies Phoenix companies. They are able to rethink themselves in cycles time and again, they rise from the ashes of the old and they come out stronger than ever before. How do they do this? What is the cultural leadership that drives this and what is the role of HR?Peter is a serial entrepreneur, advisor, keynote speaker and author of a fascinating new book, The Phoenix and The Unicorn. He is one of the most sought after thought leaders on radical innovation, leadership and the impact of all things digital on society and business.In our conversation, Peter and I discuss: Why organisations need to become better at focusing on the day after tomorrow The role of HR in enabling and driving innovation in their organisation What HR can learn from marketing when it comes to delivering on the employee experience and understanding its customers, in this case, employees Whether AI and automation is a threat or an opportunity for HRThis episode is a must listen for anyone, frankly, but HR and business leaders looking to develop their organisations, looking to develop their culture, enhance their leadership models and also to understand the role that HR can play in driving innovation within an organisation.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.

What do business leaders want from HR? How is this changing as the fourth industrial revolution unfurls? How can business leaders and HR work together to create the right culture that drives business success as well as a highly engaged and motivated workforce? Who better to ask than a successful business leader themselves? Our guest on The Digital HR Leaders Podcast this week is Bruce Daisley, who for eight years led Twitter's business in the EMEA region.Bruce is also the host of the brilliant top business podcast Eat, Sleep, Work, Repeat. His first book about improving work and work culture was a Sunday Times number one best seller. I know you will enjoy listening as Bruce is an engaging speaker with a unique and fascinating perspective on how to make work better.In our conversation Bruce and I discuss: Why making work better for everyone is so important The role of HR in helping to create the right culture to help make work better The key skills that HR needs to develop to have more impact with business leaders What business leaders really want from HR? How you can fall in love with your job again Whether AI and automation is a threat or an opportunity for HRThis episode is a must listen for HR and business leaders looking to develop a healthy culture within their organisations, improve the employee experience and create more impact from their workforce.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 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.