The role HR plays in a successful business transformation is significant and increasingly important. On this week’s podcast, we are joined by Julie Digby who has led several successful integrations and transformations at Mars, including a two-year project which saw a merger of Mars and Wrigley. What struck me most from our conversation is the key triumvirate Mars forms for successful transformation comprised of finance, HR, and the president of the Mars business involved.In our conversation, Julie and I discuss: How HR is organised and works with the business in Mars The specific role HR plays in transformation projects, particularly in relation to organisational design, culture and change management The role that technology and data plays in supporting, enabling and speeding up transformation work The skills that HR needs to develop as it becomes a more strategic function within the business And finally, as we do with all our guests on the show, we ponder what the role of HR will be in 2025This episode is a must listen for anyone in HR involved in transformation change and business partnering.Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com. Hosted on Acast. See acast.com/privacy for more information.

One of the fastest growing areas of people analytics and one that garners a lot of interest from practitioners is organisational network analysis or ONA, which could provide a fresh lens on how work really gets done in an organisation. The challenge for companies wanting to deploy ONA is to identify the right use case or business problem beyond the common use of ONA to identify key influencers within the company. McKesson is one company that identified a prime use case. That of understanding what drives high-performance in sales, both from an individual and sales leader perspective. I'm joined for this episode of the podcast by RJ Milnor who until recently was the VP of Talent Management Operations at McKesson to walk through how McKesson used ONA to drive sales performance.In our conversation, RJ and I also discuss: How the workforce planning and analytics team at McKesson is organised in terms of location, skills and where it sits in HR The role the team plays to support transformation, workforce planning and organisational design We also talk about how RJ developed a community of practice for people analytics and developed a data driven culture in HR We look at the opportunities and risks for the people analytics field moving into 2020 and beyond As with all our guests on the podcast, we ponder what the role of HR will be in 2025This 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 OrgVue to learn more, visit orgvue.com. Hosted on Acast. See acast.com/privacy for more information.

Our guest this week is Rupert Morrison. A native New Zealander and rugby fanatic who grew up on a sheep farm, but off the field, Rupert is leading the way in data-driven organisational planning as CEO of OrgVue. It was in Rupert's years as a management consultant, frustrated by the many tedious hours spent building models in PowerPoint and Excel that were unsustainable for his clients that drove him to build his own solution in OrgVue, a SaaS platform for workforce analytics and modelling.So impassioned. He's also authored a Chartered Management Institute, shortlisted book of the year on data driven organisation design.We'll spend much of today's episode in conversation about the following topics: How HR needs a serious step change in order to manage the business and not just Human Resources in times of change We look at why finance is often stepping in on workforce planning and how HR must partner with them We look at the role analytics plays in shaping the future workforce As with all our guests on the podcast, we also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for any HR professional who wants new ideas, wants to add value to their organisation, and wants a voice at the board level, not just lip service. I'm sure listeners will enjoy Rupert's thinking on some of the most pivotal and challenging issues that HR isn't addressing.Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com. Hosted on Acast. See acast.com/privacy for more information.

I'm often asked to provide examples of global organisations that lead the way when it comes to people analytics, whether that's based on business outcomes, benefit to the workforce or sophistication of the work. Microsoft is always one of just a handful of companies that I mention. The leader of Microsoft's People Analytics team is Dawn Klinghoffer and she is my guest on today's episode of the podcast, Dawn has led the People Analytics function at Microsoft for over 15 years.I've known Dawn for a few years and never fail to be impressed with the totemical work she and her team are doing with people analytics at Microsoft. In our conversation, Dawn and I discuss the evolution of people analytics at Microsoft and the recent change she has made in how the team is organised. We also discuss: The importance of employee trust in creating and sustaining an advanced people analytics function Dawn provides examples of people analytics projects being delivered at Microsoft We look at how to create a data driven culture 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 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 OrgVue to learn more, visit orgvue.com. Hosted on Acast. See acast.com/privacy for more information.

John Boudreau joins me on this week's podcast to explore some of the themes and the concepts from his recent book, Reinventing Jobs. John is the Research Director for USC's Center for Effective Organizations and Professor of Management and Organisation at the Marshall School of Business.His large-scale studies and focused field research address the future of the global Human Resources profession, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organisational staffing and development. John has published more than 50 books and articles and his research has been featured in Harvard Business Review, The Wall Street Journal, Fortune and Business Week.In our conversation, John and I discuss: The reorganisation of work and the far-reaching implications for HR We talk about examples of companies and leaders who are successfully embracing the future of work We talk through John's four step framework for reinventing jobs and optimising work And like with all our guests, we look into the crystal ball and ponder what the future role of HR will be in 2025This episode is a must listen for business leaders seeking more from HR as well as any HR leaders and professionals who want to add more value to their organisation, to their workforce, and to their own careers.Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com. Hosted on Acast. See acast.com/privacy for more information.

How do you define and develop the culture required to deliver on your organisation's purpose? How do you involve employees? And how do you measure the impact to ensure that you're on the right track?My guest on today's episode of the podcast is Tanuj Kapilashrami and she's tackled all of these challenges in her role as Group Head of HR at Standard Chartered and also ensured that HR has taken the lead role in driving employee experience throughout the bank.In our conversation Tanuj and I discuss: How the CHRO partners successfully with the CEO and executive team How employees helped co-create the people deal at Standard Chartered  The role HR has taken to drive employee experience throughout the Bank The emerging skills that are required in HR We look into the crystal ball like we do with all our guests on the podcast and ponder what the role of HR will be in 2025This episode is a must listen for everyone in HR particularly those involved in business and HR transformation as well as those leading efforts in employee experience, people analytics and other leadership roles within the function.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

Agile isn't just for Tech anymore. It's transforming how organisations hire, develop and manage their people. It's also transforming how HR interacts with the Workforce from doing things to employees to designing programs and Technology with and for employees. In many ways agile is the backbone of efforts to design, understand and improve the employee experience. My guest this week on the podcast is Anna Tavis, a Clinical Associate Professor of Human Capital Management at New York University and the editor at People and Strategy a journal for HR Executives. She also wrote a landmark article in HBR with Peter Capelli on Agile in HR, so who better for me to discuss this topic in more detail. In our conversation, Anna and I discuss:  What agile HR means and why it is becoming increasingly important We look at the skills, mindset and methodologies needed to be successful Anna also talks about examples of how agile is being employed by companies such as IBM and Adobe in HR We also look into the crystal ball like we do with all our guests and ponder what the role of HR will be in 2025. This episode is a must listen for everyone in HR, particularly those leading efforts in employee experience, people analytics and other leadership roles.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

We increasingly expect a similar experience at work as that we enjoy as consumers. This coupled with advances in technology and the growth of people analytics has seen a surge of growth and innovation in the field of employee experience and surveys. With growth comes noise.How often should I survey my workforce? Is it time to ditch the annual survey? What about survey fatigue? How do I combine surveys with other data and analytics? These are just some of the areas I cover with today's guest on the podcast, Sarah Johnson Vice President of Enterprise Surveys and Workforce Analytics at Perceptyx.Sarah is an IO psychologist who has been in the survey research space for 35 years and combines her wealth of experience with an exciting vision for the future.In our conversation, Sarah and I discuss:  Why survey research is the most strategic thing HR can do We talk about the huge shift in how companies are approaching surveys, incorporating analytics and identifying actions to drive the employee experience We look at the link between employee experience, customer experience and business outcomes Sarah provides examples of the work Perceptyx has delivered to its client base which includes the likes of Google, Apple and Facebook We explore why text is the final frontier for surveys We look into the crystal ball like we do with all our guests and ponder what the role of HR will be in 2025This episode is a must listen for anyone interested in employee experience the role of people analytics and the insights and outcomes that can be generated through the intelligent use of surveys.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

Our guest on the podcast this week doesn't require much of an introduction as she is one of the most recognised, respected and leading voices in our field and a real catalyst of change for our profession. Leena Nair the Chief HR Officer at Unilever. Leena speaks passionately about the need to become more human in our increasingly digital age. Leena and her team at Unilever are rightly regarded as an exemplar for next-gen HR, which at the same time is more business focused and more human. Leena is a pioneer. She was the first woman appointed to Unilever's Southeast Asia leadership team and she is now Unilever's first female CHRO.This ethos is embedded in her work and that will become evident as you listen to the podcast and learn how Unilever has harnessed data, analytics, AI and technology to radically reshape HR and deliver value both to the business and across the employee life cycle. Leena is an important voice in our field and a strong advocate of HR. So I know that you will enjoy listening to this episode of the podcast.In our conversation, Leena and I discuss: Why HR should have more swagger and more confidence How Unilever has employed AI and analytics throughout the employee journey delivering business value and an enhanced employee experience We learn about the building blocks you need to build a frictionless experience for employees We also look at how to stay human in a technology obsessed world 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 Business Leaders seeking more from HR as well as any HR professional who wants to add more value to their organisation, to their workforce and to their own careers. You can connect with Leena on LinkedIn and learn more about the Learn with Leena initiative by going to https://www.linkedin.com/in/nairleena/. Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

Our guest on this week’s podcast is Keith McNulty, Global Director of People Analytics and Measurement at McKinsey. Keith is a prolific and renowned writer which saw him recognised by LinkedIn as a top voice in December 2017. Keith is a deep thinker and one of the most knowledgeable and visionary leaders in the space so I know that listeners will enjoy this episode of the podcast as we explore McKinsey’s approach to data-driven HR.In our conversation Keith and I discuss: Keith's HR 3.0 model, an analytically sophisticated and agile function populated by professionals with strong business acumen and problem solving skills We talk about the skills and capabilities you need in a people analytics team and we reflect on highlights from Keith's journey of building the people analytics and measurement team at McKinsey, which he's done over the last two and a half years We also reflect on the people analytics space and also what drives Keith to share his knowledge and experience with the community And like 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 the people analytics role, HR and business professionals interested in how people data can drive business outcomes and CHROs looking to build or scale their HR functions.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

The HR technology space continues to attract a lot of attention as well as a growing level of investment. There are literally thousands of vendors in this space. John Sumser said there's 40,000 that he's tracking, which means there is a hell of a lot of choice. But whether you are an HR practitioner, a buyer, an investor or an HR tech company itself, how do you navigate what is a complex and at times confusing market and should it even be called HR Tech anyway?That's the topic for this weeks episode. Where I talk to one of the most knowledgeable and experienced people working in the space, Jason Corsello, now founder and CEO at the Acadian company and previously Head of Strategy and Corporate Development at Cornerstone as we talk about the shift from HR Tech to Work Tech.In our conversation Jason and I discuss: Advice to offer to potential investors, startups looking to secure investment, and practitioners looking to buy work tech for their organisations We talk about the areas of Work Tech that are attracting the most attention and investment We also explore the likely areas of consolidation moving forward And like with all our guests, we look into the crystal ball and ponder what the role of HR and HR Tech will be in 2025This episode is a must listen for anyone in the HR space particularly those looking to invest, those looking to secure investment for their Technologies and practitioners seeking to navigate a complex market.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

The lens on HR continues to intensify. McKinsey talks about the G3 the group of three Executives at the top of the company the CEO, the CFO and the CHRO. But how does a CHRO partner successfully with a CEO and the rest of the executive team?That's the topic for this week's episode where my guest is Jill Larsen, Chief People Officer at Medidata on how to transform HR to drive more business value. Jill has over 20 years experience in senior HR roles in companies like Cisco, EMC and SunGard. So she is ideally placed to talk about how the role of the CHRO has changed.In our conversation Jill and I discuss: The key responsibilities of the CHRO in our Modern Age and how these have evolved over the past years The digital transformation of HR and how to bring the rest of the organisation with you along the journey The changing skills requirements for HR professionals We also talk about how you can harness technologies to support this change and transformation And like 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 working in HR or Business Leaders who want more from their CHROs and people functions.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

Unconscious bias is a huge problem in the workplace, especially in areas like recruitment, promotion, and performance management as well as being a major barrier in efforts to improve diversity and inclusion. Whilst training and awareness can help, as humans we have inherent unconscious biases. So how can technology data and science help? And what steps do you need to take to minimise bias through the use of technologies like AI rather than to perpetuate it?That's the topic for this week's podcast where my guest is Frida Polli co-founder and CEO of pymetrics, where we discuss how AI and behavioural science can reduce bias in recruiting.In our conversation Frida and I discuss: Why recruiting is broken and how AI and behavioural science can help to fix it We talk about the ethical issues we need to think about when using AI to support hiring and people decisions We talk about the bold initiative pymetrics has taken to open-source it's code as well as talking about the challenges involved in being a female CEO and founder of a successful HR tech company Finally like with all our guests we also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must-listen for people working or interested in recruiting, HR technology, behavioural science and people analytics as well as diversity and inclusion.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

Building a people analytics function in a global fortune 50 company is as wonderful an opportunity as it is a significant undertaking. This was the challenge facing my guest today, Ian O'Keefe, when he took the role as Global Head of Workforce Analytics at JPMorgan Chase in June 2016. Ian and I walk through his journey in building the function at the bank as well as reflecting on his 10 years in the space, which has included people analytics roles at Google, Sears, and American Express.Ian is one of the most knowledgeable, experienced, and insightful leaders in the space so I know that listeners will enjoy this episode of the podcast. In this episode, Ian and I talk about: The three-year build of workforce analytics at JPMorgan Chase, which he built from the ground up The skills and capabilities you need in a people or workforce analytics team How to balance demand for analytics from the business with prioritising the work We reflect on the people analytics space, in general, based on Ian's unique perspective of having worked in several sectors like tech, banking, and retail And like we do with all our guests we look into the crystal ball and ponder what the role of HR will be in 2025.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 CHROs looking to build or scale their people analytics headquarters.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s show is none other than Dave Ulrich, the renowned university professor, author, speaker, coach, and management consultant. Dave is a Professor of Business at the Ross School of Business at the University of Michigan, and co-founder of the RBL Group. With his colleagues he has written over 30 books that have shaped the HR profession, defined organisations' capabilities, and shown the impact of leadership on customers and investors.In our conversation, Dave and I delve into a multitude of topics, including: How HR can increase its impact to leaders, organisations, and workers We talk about the qualities that a great chief HR officer has, we actually even talk a little bit about some of the criticism of his infamous HR business partner model, and how the model has evolved over time We talk about four phases of digital HR, efficiency, innovation, information and connection We talk about the impact that technology and the future of work is having on strategic workforce planning We also delve into some of the surprising, and perhaps worrying findings Dave's researchers unearthed on how companies are using people analytics We talk about what Dave calls his new moonshot, an organisational guidance system that could herald the dawn of next generation HR, and increase the business impact of the function by several multiples Lastly, we look into the crystal ball, as we do with all our guests, and look at what the role of HR will be in 2025This episode is a must listen for HR professionals looking to increase their business impact, as well as business leaders looking to get more out of their HR teams.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

According to research by the Corporate Research Forum, 69% of organisations with 10,000 employees or more now have a People Analytics team. The reality is perhaps not so rosy, as in my experience, many of these teams are still essentially restricted to reporting, and not really doing analytics. At least it shows the ambition is there.One organisation that is definitely doing people analytics is Nestlé. Since the arrival in June 2016 of Jordan Pettman, our guest on the show this week, as Global Head of People Data Analytics and Planning, the progress has been remarkable. In this episode, Jordan and I discuss:   Key milestones in Nestlé's People Analytics journey, how he grew capability in the team, both centrally and regionally, in line with Nestlé's decentralised business model We talk about some examples of projects undertaken including one that helps address the gender pay gap We also talk about what excites and concerns Jordan about the continual growth of people analytics Like with all our guests on the show, we also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must-listen for anyone in a People Analytics role, as well as HR and business professionals interested in how people data can drive business outcomes and support initiatives in areas like diversity and inclusion. Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

The top trend in the Deloitte Human Capital Trends Report for 2019 is the need for organisations to change the way people learn. The report highlighted three broad trends in how learning is evolving. It is becoming more integrated with work. It is becoming more personal, and it is shifting slowly towards lifelong models.Our guest this week is Catalina Schveninger, Global Head of Learning at Vodafone, and we're going to look at this new world of learning. In our podcast, Catalina and I discuss:  The evolution of corporate learning at Vodafone The role of personalisation in learning, and the challenges that need to be overcome in this area The links between learning and organisational effectiveness as well as how learning can support strategies around skills in the future We also look into the crystal ball to ponder what the role of HR will be in 2025This episode is a must listen for anyone interested in learning, either working in corporate learning, or actually interested in learning themselves, the personalisation of HR and the shift towards continuous and lifelong learning. Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

We're living in a time of massive disruption, whether it's politics, business, technology, or HR. Perhaps no part of HR is facing bigger disruption than recruiting. The vast bulk of investment in HR technology continues to be in the talent acquisition space, but how is automation, AI and analytics changing recruiting?That's the topic for this week's podcast where my guest is Richard Collins, co-founder of ClickIQ. In our podcast, Richard and I discuss: The big trends in the recruiting space, as it relates to the increased use of automation and data  The evolution in how people find work, and companies find people We talk about the revolution in recruitment advertising and the tricks we can learn from marketing, where Richard spent part of his career, and the role of data and analytics in recruiting We also look into the crystal ball, and ponder what the role of HR will be in 2025This episode is a must listen for anyone working in recruiting, or interested in the space. You may find the future isn't quite as dystopian for recruiters as it is sometimes painted.  Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

The focus on HR continues to intensify, and with it so does the importance of the role of the Chief Human Resources Officer. The CHRO role becomes even more critical in a hyper growth company where balancing culture and talent with the use of technology and data, can prove the difference between success and failure.But what does the role of CHRO actually entail, and how has it evolved in our digital world? That's the topic for this week's episode where my guest is Katarina Berg, Chief Human Resources Officer at Spotify.In our podcast, Katarina and I discuss: The key responsibility to the CHRO, and the unique challenges involved in leading HR in a hyper growth company The importance of developing and evolving the right culture to support business growth About Spotify's approach to using people data and how this has helped drive business outcomes, and employee experience We also look into the crystal ball and ponder what the role of HR will in 2025This episode is a must listen for current and aspiring HR leaders eager to develop a winning culture, and harness digital and analytics. Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

We hear a lot about how HR needs to change, particularly in regard to becoming more digital and analytical and all to deliver greater business value. But how can HR become more business relevant? That's the topic for this week's podcast where my guest is Nick Holley. Nick has extensive experience. Not only in researching key trends in HR. He was voted the fifth most influential thinker in HR by Human Resource magazine. He also works with major global businesses, but he also has a background in senior HR roles as a partner at Arthur Andersen and a Director of Global People Development at Vodafone.This gives Nick a highly focused commercial and practical outlook on HR. As well as running his own Consulting business. He is Director of Learning for the Corporate Research Forum. One of the largest HR networks in Europe where he runs open and bespoke in-company programs helping HR business partners, HR directors and Group HR directors become less HR and more business focused.  In our podcast Nick and I discuss:  How HR can prepare their organisations for a more ambiguous and disruptive world We talk about some of the traps that HR tends to fall into when using data We look at the characteristics required to be a successful CHRO and how that is changing We also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for HR professionals looking to increase their business impact and position their organisations to be disruptors.  Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.

In this week's episode we look at how to build a people analytics team in a global organisation. Being the Global Head of People Analytics in a large multinational is an exciting but at the same time challenging role. Building and structuring the team, developing your operating model, identifying the right projects and business sponsors as well as turning insights into outcomes, are just some of the key responsibilities involved. Factor in a new HR System that will go live simultaneously in over 80 countries to 250,000 employees and you really have a challenge on your hands.Our guest today faced this mountain and climbed successfully to the summit. Eden Britt combines being Group Head of People Analytics with the role of Chief Data Officer for HR at HSBC. He is one of the leading and most respected leaders in the People Analytics space and I always enjoy speaking to him.  In our podcast Eden and I discuss: Highlights and key learnings from the recent implementation of SAP SuccessFactors at HSBC and how this is helping drive people analytics What is involved in the Chief Data Officer for HR role, a role that is growing in a number of organisations around the world Eden’s insights on how he has built and structured the people analytics team at HSBC, including the mix between Global and local delivery Key challenges Eden has encountered and details of a couple of interesting projects the team has delivered What excites Eden most about people analytics along with his biggest concern  How the role of HR will evolve by 2025This episode is a must listen for anyone working in or interested in the people analytics space as well as anyone about to embark on or currently involved in an HR transformation. Support for this podcast is brought to you by Culture Amp - find out more at cultureamp.com. For more information on the future of HR and to subscribe to my weekly newsletter, be sure to check out www.myhrfuture.com  Hosted on Acast. See acast.com/privacy for more information.

We're fond of hyping new technologies in HR, but I sense that the buzz around blockchain is actually being underplayed. Recent research by Accenture, which was published at the World Economic Forum in Davos found that if companies can unlock the value of workforce data whilst maintaining high levels of employee trust, the 600 biggest publicly listed companies in the world alone could unlock a combined value of 3 trillion dollars. One of the challenges to unlocking this value is the whole subject of data privacy and ownership. This is where Blockchain potentially comes in as it could fundamentally shift the status quo on employee data being owned by companies to a future where the data is very much owned by the individual worker and shared with its organisation. That’s the topic of this week’s podcast. Our guest this week is Yvette Cameron, Founder and Principal Analyst at Next-Gen Insights who is a true expert in the HR technology space having previously been Global Head of Strategy at SAP SuccessFactors and Research Director of Human Capital Management technology at Gartner. Yvette is working closely with a number of HR technology companies to think about how blockchain could be used to revolutionise the situation around data ownership. Will we see a new vendor enter the market and create this capability or will the HR tech companies themselves collaborate create something together?It's certainly a fascinating topic.  In our podcast Yvette and I discuss:  Firstly what Blockchain is and the impact it will potentially have on HR, HR technology and who owns employee data?  The consequent need for HR to evolve and embrace a digital mindset Some of the research that Yvette has done around the role of design thinking in creating the employee experience  Some of the challenges that organisations are facing around the topic of employee experienc And as always we'll talk about how the role of HR will have evolved by 2025. This episode is a must listen for HR leaders and professionals intrigued by blockchain and the opportunity it provides for HR as well as those involved in digital transformations and employee experience initiatives. Support for this podcast is brought to you by Culture Amp - find out more at cultureamp.com. For more information on the future of HR and to subscribe to my weekly newsletter, be sure to check out www.myhrfuture.com  Hosted on Acast. See acast.com/privacy for more information.

Welcome to the third episode of the first series of the Digital HR Leaders Podcast. This time we look at how to create a Culture First company.The renowned management guru Peter Drucker conceived the immortal phrase “Culture eats strategy for breakfast” and any company disconnecting the two is putting their success at risk. Indeed, there is mounting evidence of the clear business benefits in having a healthy and inclusive culture.But how do you create a Culture First company, and how do you measure your progress against a backdrop of greater employee expectations, rapid advances in technology and changing work models. Also, given the increasingly turbulent times in which we live, how do you adapt and evolve your company culture? Our guest today is Didier Elzinga, Founder and CEO at Culture Amp, one of the success stories in HR Tech in recent years and a company that passionately believes the world should be a better place to work. In this week's podcast, Didier and I discuss: How staying true to the Culture First ethos has helped propel Culture Amp’s impressive growth The key milestones in Culture Amp’s journey to date including the recent acquisition of Zugata and launch of its new predictive analytics features The 50,000+ strong People Geeks community and the upcoming Culture First conference in SF at the end of July (go here for more info www.culturefirst.com/2019) The challenges involved in being CEO of a fast-growing HR Tech company Finally, we also look ahead and ponder what the role of HR will be in 2025This episode is a must listen for senior HR leaders and anyone working in the fields of employee engagement and performance, diversity and inclusion, and people analytics. Didier is a very engaging and knowledgeable speaker, so I know listeners will enjoy this episode of the Digital HR Leaders podcast. Support for this podcast is brought to you by Culture Amp - find out  more at cultureamp.com. Also, please do visit myHRfuture.com to learn more about the future of  HR and visit myHRfuture.com/subscribe to subscribe to my newsletter, this podcast and our YouTube channel. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the second episode of the first series of the Digital HR Leaders podcast. This week, we look at driving business performance with people data. With 69% of large organisations now having a people analytics team, interest in the topic has never been higher. But how do you actually drive business performance with people data?That's the topic of this week's show. Our guest today is Edward Houghton, Head of Research and Thought Leadership at the Chartered Institute of Personnel and Development, or the CIPD, where he has been the lead author on a number of landmark studies on analytics, measurement, metrics and impact evaluation.In today's podcast, we discuss the importance of people analytics to Business Leaders, Investors Workers, and HR. We give examples of where people analytics has helped drive business performance. We also look at the most important topic probably in people analytics that of employee trust and ethics and then we look at what the CIPD is doing, the initiatives it is taking to help improve data literacy amongst HR professionals. And then finally, we also look ahead and ponder what the role of HR will be in 2025. This episode is a must listen for anyone who works in a people analytics role and indeed anyone interested in the topic of evidence-based management. Support for this podcast is brought to you by Culture Amp - find out  more at cultureamp.com. Also, please do visit myHRfuture.com to learn more about the future of  HR and visit myHRfuture.com/subscribe to subscribe to my newsletter,  this podcast and our YouTube channel. Hosted on Acast. See acast.com/privacy for more information.