HR data and metrics can help you see into the future and get "agile ...

agile dancer web.JPG

Key trends include:

  • Growth is the top priority for many CEOs this year.
  • Developing the next generation of leaders to drive future growth is a nearly?universal need.?
  • People risk is a risky business so HR's role in managing enterprise risk is?expanding.?
  • Advanced tools are turning workforce data into powerful insights that help?businesses navigate uncertainty.
The Deloitte report looks at how analytics can help HR directors to plan ahead by?using predictive approaches:?

"Workforce reporting and analytics traditionally used historical data to improve?decision-making and business performance. And it still does. But now, advanced?analytical tools and techniques, such as predictive modeling, are also making it?possible for organizations to glimpse into the future and make informed predictions?that they can then develop into targeted solutions.

The data used can be surprising, for example using commuting times to and from work?

as a predictor of employees' future success:

"For example, advanced analytics is helping leading organizations retain top talent?

and mitigate churn by identifying employees who are potential flight risks. This?kind of analysis may include everything from past and current employee data and?performance ratings to mentoring relationships, compensation levels, personal?networking activity and even daily commute time. Advanced analytics tools are also?helping organizations beef up their leadership pipelines by looking deep into their?workforces to anticipate which employees are most likely to reach the top."
As with much HR metrics, when taken to an extreme there is a concern that the?subtleties of human motivation are left out of the equation. Contrast this approach?by Deloitte, which seems to reduce employees to sets of numbers, to ?UK HR?consultant Duncan Brown's recent comments on using employees' enthusiasms to drive?employee engagement.?

Gorman sees a positive in this, however:

"While this might look like bad news for HR - do they really understand the?

dynamics of business? - it actually creates the beginning of the business case for?increased investment in workforce planning, productivity and engagement."?

This is another example of how careful HR must be when interpreting data and?metrics.?

A current buzzword gaining currency relating to the need to be flexible in how HR?responds to future risks and challenges is 'agility' (photo above by Shutterstock). Some insights are offered on?this here, here and here.?

In the first, Mike Richards argues in London Business School Business Strategy?Review: ??

"Organisational agility -- the ability to deal with rapidly changing circumstances?while out-executing the competition and stakeholder expectations -- is the core?differentiator of businesses these days, whether they are competitors or not. It?differentiates the winners from the losers, the victors from the victims and the?first from the worst. It determines which organisations survive and thrive, and?which don't."?

Read on for more on HR strategy organisational agility, the future of work, employee engagement,?performance management, talent management, HR data and metrics and a lot more. ?

Employee engagement

R should focus on enthusiasm, not efficiency, argues Duncan Brown, principal,?reward and engagement at Aon Hewitt , in People Management. ?Employee engagement is?not just about the data, he says,. He cites a blog in the Harvard Business Review byRob Goffee and Gareth Jones on the London Olympics' 70,000 unpaid volunteers.?

The future of work

The Future of Work: A Manifesto, by Charlie Judy on HR Fishbowl. His manifesto is?about "an emerging ideology of business, where people are at the center of a human?ecosystem instead of boxed into a mechanical system".

?

Six articles have been published on the HR Examiner blog on the theme of "The New?Architecture of Work":?

Leadership

Review?

"The Importance of Being Known" - BlessingWhite's most recent piece of workplace?research reinforces the positive impact that managers can have on their team's?engagement - simply by opening up a bit more and becoming better known as a person.

HR data and metrics

Carty on XpertHR Employment Intelligence.

The economy

?HR strategy (general articles)

Performance management?

Bar Tender.?

Innovation

"A dearth of ideas", by ?Rob MacLachlan on People Management, argues that a crucial?

Organisational agility

HR professional standards

The Dust-Up Over HR Standards, by Peter Cappelli on Human Resource Executive?Online. Cappelli asks "Is human resources a profession or a management function?"?in a blog on the ?current debate between SHRM and the HR Policy Association over?the creation of HR standards.?

Human Capital Management

blog.

CSR and sustainability?

Event

People for Tomorrow - A one-day conference on Workforce Planning. Thursday 27th?September 2012. ?Does your organisation have the skills and capabilities to secure?your future by implementing effective Workforce Planning? To survive and thrive in?our global economy organisations need to look further ahead with a clear strategic?focus.?Organised by the HR Society. ?

Email: gemma@hrsociety.co.uk

Source: http://www.xperthr.co.uk/blogs/employment-intelligence/2012/09/hr-agile.html

free pancakes at ihop martina navratilova high school shooting daytona 500 national pancake day ohio school shooting