The Six Skills For People Analytics Success

Visier blog, November 2017

The leader of any workforce analytics team has one of the most exciting and demanding jobs in the business – and especially in the Human Resources function.....

The analytics leader is expected to make decisions based on evidence, but the evidence usually reveals they’re making decisions in the face of great uncertainty. To cap it all off, the consequences of their actions can affect the lives of hundreds, sometimes even thousands of workers. This requires incredible perspective and judgment....

So, who should an analytics leader appoint in their team to help deliver the work?

To read the article please click here


Data Storytelling - Know Your Audience

HRZone, October 2017

I had a debate recently with someone who believed that, when working with complicated analytics, it was important to explain the process and statistical methodology to add credibility to the storyteller and the message. His view was that this was important to all audiences, since credibility was the most important facet to portray in storytelling.

I disagree. I think justifying and explaining complex ideas simply for the purposes of providing credibility, is one thing you can do to distract people from your message.

This technique can be viewed as distracting or even arrogant. It can come across as insensitive too, which happened to me once: “Let me explain the details as I know you don’t understand these statistics.” For me, at that moment, the story was already lost.

Ultimately, your audience isn’t concerned about you, your process or your expertise. They are concerned about how the message you are there to deliver is going to impact the business, from whatever perspective they see it.

To read this article please click here.


Demystifying HR Analytics

HRZone, September 2017

Perhaps the biggest misdirection or mystery surrounding HR analytics is what it is, and what it is not.

HR analytics is not a discipline that is only focused on the functions, challenges and required solutions for HR itself. Also, it is not just complicated statistics and mathematics that nobody understands unless they have a PhD. 

What it is, is a discipline made up of experts, technology and processes that drive a better understanding of the workforce. It informs decision making to help improve business performance through people. 

Simply put, HR analytics is not about HR and it is not about analytics. It is about the business.

To read this article please click here.

Storytelling in Workforce Analytics

HR Congress blog, September 2017

On a Thursday afternoon in the middle of May 2017, I phoned a client prospect. I had known the person for a year. He was the People Analytics leader in a multinational company. I had not spoken to him for a few months and asked him “How are things?”: I did not expect the response.

“I just came out of a meeting. We have been doing a project for several months and we got thrown out of the meeting early and told to stop the project. It was horrible. All this work for nothing.”

There was more. “We got too detailed. The focus went to the technical aspects and analysis and we lost the client. They didn’t understand what we had done. We lost it. We should not have strayed to the technical aspects. We forgot to tell the story.”

To read more, click here.

How to be a successful workforce analytics leader

HR Zone, July 2017

During the last four weeks I have met over 60 workforce analytics leaders in the US and Europe in my pursuit to learn more about and help advance the discipline of workforce analytics. The companies they represent are some of the world’s most well known brands – banks, tech firms and retail companies among many others. You will most likely have used at least one of their products and services already today.

During these meetings one conversation stood out from all the others.

To read more, click here.

The Eight Step Model for Purposeful Analytics

Visier blog, June 2017

During our research [for The Power of People: Learn How Successful Organisations Use Workforce Analytics To Improve Business Performance] we found numerous examples of successful analytics projects. In each case we discovered that success was derived because there were two essential components: firstly a rigorous and meticulous model was used and secondly a strong project sponsor was identified for the project.

In this article I’ll describe the first of these. To read more, click here.

From Sensors to Wearables - How New Data Sources will Impact Your Business

ExpediteHR, March 2017

Big data is indeed a big topic. It’s sprung from rapid changes in technology that have changed, not only how we communicate with each other but the level of insight that we can give into human behaviour.

To read more, click here.