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Welcome to issue #17 of The Digital HR Leader...

You’d have to be made of stone not to enjoy a weekend that combines glorious sunshine (yes, the weather really is good in the UK occasionally), cricket (England beating India in the World Cup) and Glastonbury (Stormzy calling out Boris Johnson with the musical highlight being a dynamite set by The Cure).
 
Take our Adoption of People Analytics survey
Another ray of sunshine comes in the form of 
our new survey about the Adoption of People Analytics (see FIG 1 for six factors influencing the adoption of people analytics). Please take the survey (it only takes five minutes), provide your details and you’ll receive a copy of the results when we publish them in September
.

FIG 1: Six factors influencing the Adoption of People Analytics (Source: myHRfuture)
Why is the importance of the Chief HR Officer increasing?
There’s no doubt that the pressure on the HR function is intensifying as CEOs increasingly look for the function to provide the answers that will help them execute their ambitious plans for the business. The role of the CHRO has subsequently been elevated – for example McKinsey advocates the CHRO as part of a G3 with the CEO and CFO as one of the three pivotal leadership roles in an organisation.This week’s episode of the 
Digital HR Leaders podcast is with one of the top CHROs I’ve come across – Katarina Berg of Spotify. Tune in to learn about the role of the CHRO in a hyper-growth digital company.
Subscribe to the podcast today to ensure you don't miss a single episode 
Thank You
Thanks to all of you who shared last week’s newsletter particularly: 
Annie Huang, Nazim Unlu, Ivan Harrison, Anna Tavis, Jawad Ali, Toon van der Veer, Martin Gawlak, GV Reddy, Ana Figueora, Veerle Van der Cruyssen, Jennifer Pierce, Saira Rasool, Matthew Barker, Pavel Nouel, Nick Holley, Sandra Cameron, Tracey Smith, Courtney Crabtree, Søren Kold, Iván Fabuel Expósito, Howin Chan, Harold Sinnott, Clodagh O’Reilly, Martin Hoyes, Nuria Rojo, Michal Gradhstein, Sarah Wormwell, Louis Leo, Mun Choong Lam and Ariel Felsztyna.
 
If you enjoy this newsletter…
Please share with your network and colleagues and encourage them to 
subscribe to The Digital HR Leader newsletterYour support is much appreciated.
 
That’s all for this week.
 
David

New content from myHRfuture!

Creating a data-driven culture is one of the Nine Dimensions for Excellence in People Analytics Model developed by Jonathan Ferrar and David Green. In this article, David presents six factors influencing the adoption of people analytics, as well as providing access to a short survey. The survey is a central element of research we are undertaking this summer to understand the relationship between the six factors identified in the article. The aim of the study is to provide guidance for HR leaders on how to create a data-driven culture and build adoption of analytics amongst HR professionals.


Read more | 7 min read
David Green speaks with Nick Holley, Director of Learning at the CRF. Nick has extensive experience, not only in researching key trends in HR, he also works with major global businesses and has a background in senior HR roles as a partner at Arthur Andersen and a Director of Global People Development at Vodafone.
In this extract, Nick and David discuss how HR can support the Business when it comes to organisational development and disruption in the business itself. If you’re interested in learning more about how HR can become more business relevant, then you should definitely watch this video with Nick.


Read More | 3 min watch

Content we're loving, this week...

Skill shift: Automation and the future of the workforce
Jacques Bughin, Eric Hazan, Susan Lund, Peter Dahlström
Demand for technological, social, emotional, and higher cognitive skills will rise by 2030. How will workers and organisations adapt? This extensive report from McKinsey is rich in insights and looks at how demand for skills will shift with automation, how organisations will adapt (see FIG 2) and how to build the workforce of the future. One that you will come back to again and again - download the full 60 page report for a wealth of charts, insights and data. I can promise that you won't be disappointed.
 
Read more | 12 min read 
 
FIG 2: Agile organisations focus on teamwork and the ability to adapt quickly, rather than slower-moving hierarchies (Source: McKinsey Global Institute)
Great insights from our guest on this week’s podcast on how Spotify uses people analytics and data about human behaviour, relationships, and traits as the basis for making business decisions. Read more from Katarina in Spotify’s People Analytics Journey, which features in my Best HR & People Analytics Articles of June collection.

Read more | 4 min read
 
What it really takes to scale artificial intelligence
 Tim Fountaine, Brian McCarthy & Tamim Saleh
As this helpful summary from McKinsey of the authors deeper ‘Building the AI-powered Organisation’ HBR article highlights, “changing company culture is the key – and often biggest challenge”to scaling AI. One of the three shifts companies need to make that is outlined is the need to switch from “from experience-based, leader-driven decision making to data-driven decision making.”

Read more | 5 min read
 
4 Ways to Create a Learning Culture on Your Team
 Tomas Chamorro Premuzic & Josh Bersin
“If you want to nurture curiosity and learning in your employees, there’s no need to rely on your organization’s formal learning and development programs.” Two of the HR cognoscenti outline four ways to create a culture of learning: reward continuous learning, give meaningful and constructive feedback, lead by example and hire curious people.

Read more | 6 min read
Four predictions from Gartner on how people analytics will evolve in the next three to five years with the lead forecast being that understanding employee experience will top the analytics agenda.

Read more | 7 min read
 

Press Play on your Career Today!

People Analytics needs a solid foundation. This is routed in having strong governance with clear purpose, standards, privacy, ethics and security. Governance is the underpinning element of all analytics. It ensures the right people provide direction for work, that the structure and stewardship for managing data are appropriate and applicable to your organisation and that you are managing the risks associated with people analytics in a clear and proper manner.

In our newest course, How to Create a Governance Model for People Analytics, you will learn how to create strong governance for your people analytics function and understand how to build the six different types of governance for people analytics.

Get 12 months of unlimited access to all of the content on myHRfuture for one amazing low price. The myHRfuture Academy is a platform for HR professionals to take control of their own development and enable continuous learning on the knowledge that HR needs to be successful in the future
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