Tony Ashton’s Post

"As organizations generate an avalanche of daily employee data – everything from Slack messages to Microsoft docs – people managers face an unprecedented challenge: how to transform all that so-called 'dead data' into actionable insights..." (Source: https://lnkd.in/gQSf759q) #ai #dataanalytics #workforce #talent #workculture #metrics #employeeengagement #employeedata #actionableinsights #hr #bestpractices #bias #methodology #leaders #teams #communication

The HR Analytics Summit this week delivered a really insightful day yet again! It was great to reconnect with some familiar faces and also meet lots of new ones. Some key event observations from me: 🔉𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗮𝘁𝘁𝗲𝗻𝗱𝗮𝗻𝗰𝗲 – This already successful event was even bigger and better than last year showing the continued growth of the profession. There were more dedicated People Analytics professionals but also a strong contingent of broader HR leader looking to get insights on this space. 🔉𝗛𝗥 𝗶𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 – effective data, analytics and your tech stack is key to achieve this. 🔉𝗔𝗜 – Should be on the agenda. AI can streamline and take on robotic tasks, but businesses need to consider ethics and governance. 🔉𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆 𝗶𝗺𝗽𝗮𝗰𝘁𝘀 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 - this should be high on any company’s people and analytics agenda. 🔉𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝗺𝗼𝘃𝗶𝗻𝗴 𝘁𝗼𝘄𝗮𝗿𝗱𝘀 𝗺𝗼𝗿𝗲 𝗮𝗱𝘃𝗮𝗻𝗰𝗲𝗱 𝗮𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗮𝗻𝗱 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝘃𝗲 𝗺𝗼𝗱𝗲𝗹𝘀 🔉𝗣𝗿𝗲𝘀𝗲𝗻𝘁𝗶𝗻𝗴 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀, 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗴𝗮𝗶𝗻𝗶𝗻𝗴 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝘀𝗽𝗼𝗻𝘀𝗼𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗸𝗲𝘆 – These skills are becoming ever increasingly important in the PA field to obtain business buy in, take stakeholders on the journey and show value through contributing to the HR strategy. There is still a demand for the technical expertise and old school data science, but the direction of travel is that these areas could be at least partly automated by AI and Tech over time. People Analytics isn’t just about creating self-serve Dashboards but also story telling. 🔉𝗖𝗦𝗥𝗗, 𝗘𝗗&𝗜, 𝗘𝘁𝗵𝗶𝗰𝘀 – these cannot be ignored. 🔉𝗛𝘆𝗯𝗿𝗶𝗱 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗵𝗲𝗿𝗲 𝘁𝗼 𝘀𝘁𝗮𝘆 – If decision makers listen to the data! 🔉𝗟𝗼𝘁𝘀 𝗼𝗳 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 – business are focused on streamlining, harmonising, creating common data practices and consolidating their systems where possible (but with the aim not being one system). Massive thanks to Douglas Leach for putting on a great event. People Analytics is truly one of the most exciting growth areas of HR right now and should be high on the agenda for any successful HR leader. If you're looking to discuss your hiring needs or a potential career move in the HR Analytics or HRIS space, please don't hesitate to contact me. nickarnold@frazerjones.com #frazerjones #hranalytics #peopleanalytics

The Four Faces of People Analytics In every edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. In the October edition - which you can read here 👉 https://lnkd.in/et8SYAF4 👈 those included are: 1️⃣ People analytics legend Patrick Coolen documents the four faces of people analytics practices: the strategist, the gatekeeper, the specialist, and the designer (see Figure). 2️⃣ Having worked in both domains, Scott Rogers is well-qualified to explore the dynamics of the HRBP-People Analytics relationship. He presents a framework identifying the key focus areas for people analytics leaders (e.g. championing HR operational excellence) and HRBPs (e.g. engaging with and advocating for people analytics). 3️⃣ Aldar Nikolaev provides a practical guide on how to analyse and visualise employee turnover and conduct scenario planning. 4️⃣ Yuyan Sun breaks down five ways to use AI everyday in people analytics: "Don't just use AI as a tool. Use it as a thought partner." 5️⃣ Ralf Buechsenschuss offers a practical guide – including videos – to showcase what is already possible when embedding generative AI into the flow of work in the context of people analytics. 6️⃣ Peter Meyler presents the findings of his survey, which finds that 48% of people analytics teams spend at least 75% of their time on data and reporting. ▶️ All the articles are featured in the October edition of Data Driven HR Monthly, where I select and curate the best HR, future of work and people analytics resources of the month. See full edition here: https://lnkd.in/et8SYAF4 ◀️ #humanresources #peopleanalytics #generativeai #workforceplanning #hrtech #futureofwork #chiefpeopleofficer #learning #employeelistening #datadrivenhrmonthly

Just published a deep dive on how Visier Inc. is addressing the critical challenges organizations face today with talent scarcity, productivity plateaus, and declining engagement. After meeting with Jake Sorofman and Melanie Gaboriault at HR Tech and getting an exclusive preview of their new V Boards platform (coming soon), I'm struck by how they're revolutionizing workforce analytics through AI-powered insights. What caught my attention most? Their innovative approach to blending people data with work data – moving beyond traditional HR metrics to deliver real business impact. This isn't just another analytics tool; it's a reimagining of how organizations can make strategic workforce decisions. The kicker: Their new AI-driven features will automate what typically takes teams of analysts weeks to compile, delivering personalized insights to leaders in real-time. As someone who's studied HR tech evolution for years at Brandon Hall Group, I rarely see innovations that so precisely address current market needs while anticipating future challenges. Read my full analysis on the Brandon Hall Group website: https://lnkd.in/gTtSejgm #visier #HRTech #PeopleAnalytics #WorkforcePlanning #AI #FutureOfWork #HR Curious to hear your thoughts: How is your organization handling the intersection of people data and business outcomes?

The acquisition of Orgnostic will allow vast sets of org data to be infused with Culture Amp’s AI platform, trained by people science, to unlock accessible and multi-dimensional people analytics. Customers leveraging the power of Culture Amp's people science-driven platform, will soon be able to delve into previously siloed data sources to understand the driving forces behind critical people insights such as employee attrition, poor engagement, productivity trends, salary gaps, and many more. https://lnkd.in/gSACcTWi

This list of people analytics articles provide an useful overview.

Check out this exciting development in the HR tech world! 🚀 ClearCompany has unveiled ClearInsights, a cutting-edge talent analytics suite that's set to transform how organizations handle their people data. What caught my eye: 1. AI-powered analysis that anyone can use - no data science degree required! 2. Real-time insights across the entire employee lifecycle 3. Visual storytelling features that make data come alive In a world where data is king, tools like this could be game-changers for businesses of all sizes. It's fascinating to see how AI is making complex data analysis more accessible. Curious to see how this might impact decision-making in companies. What do you think? Could tools like this shape the future of how organizations understand and nurture their talent? Check out the full article to learn more about ClearInsights and its potential impact. https://lnkd.in/gyzCDA53 #HRTech #AIinBusiness #DataAnalytics #FutureOfWork

I've had a terrific relationship with Culture Amp over the past 7 or so years and they often share terrific articles and insights into the future of work - in this case a great synopsis as to what 'People Analytics' is, why it matters, how it's used, and how it can accelerate so many aspects of the employee journey. It offers amazing insights from highly personalised detail regarding an employee's skills, outputs, productivity or interrelationships - how teams, departments, and the whole employee base is performing. You can then dive into what aspects either help or hinder great results, where your strengths and weaknesses live - and, importantly, how you can make improvements continuously. I'm happy to have a quick chat and talk about how people analytics, AI and useful HR technologies can accelerate your team's strategic positioning! https://lnkd.in/eSa499xR

I came across this insightful Worklife article by Tony Case, and I felt compelled to share it. I truly believe AI has so much untapped potential, especially in the HR space, and I'm hoping that by sharing this, it can inspire someone in my network to explore these possibilities. 🤖 We know that organizations generate massive amounts of employee data daily – from Slack messages to performance metrics. But what happens to all that data? For many HR leaders, it can feel like "dead data" – information that’s trapped and hard to make actionable. However, AI is stepping in to transform this data into valuable insights. 🌟 💡 AI can now process vast amounts of information from diverse sources (think: project management tools, communication platforms, and collaborative docs) to give HR leaders a more holistic view of employee performance and contributions. Imagine a performance review system that pulls data from multiple streams to create a comprehensive picture of an employee’s impact across teams – moving beyond just manager feedback! While this innovation promises more personalized and effective employee experiences, it also raises important questions about data privacy and ethical usage. 🛡️ AI must balance gathering insights while respecting personal boundaries in the workplace. Organizations need to be clear about the goal to improve workplace effectiveness and not monitoring personal exchanges. There needs to be boundaries around what data to use and gather for this analysis. As Dennis Perpetua from Kyndryl puts it, the true potential of AI goes beyond data analysis—it fosters behavior change, allowing HR to become more people-focused, with AI acting as a "side-by-side assistant" to help employees thrive. AI’s role in HR is evolving. It’s time to rethink how we use data to empower our people, improve workplace effectiveness, and create a personalized employee experience. 🌱 This insight was shared in a recent Worklife article by Tony Case. 📖 #AI #HRTech #ArtificialIntelligence #Data #EmployeeExperience #PeopleManagement #HR #TechInnovation https://buff.ly/4fxLdXN

Good news HR teams, you will benefit from Ai capabilities to utilize your dormant HR data. AI is reshaping HR by turning stagnant data into valuable insights. Through automation and predictive analytics, HR teams can streamline processes and boost overall efficiency. Interesting quote: "We have 300 million terabytes of data every day that is getting generated around people. It can become very difficult for HR leaders and business leaders to get insights around these data.”