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Welcome to issue #16 of The Digital HR Leader...

There’s nothing like a short break to recharge the batteries and reinvigorate the mind. Having spent a wonderful few days with the family in our former home in the South of France, I’m fully charged up and ready to go.
 
How can HR create more value?
This week’s newsletter sees the return of the Digital HR Leaders Podcast, with the brilliant Nick Holley kicking up series 2 to help answer the critical question of 
How can HR become more business relevant?  As anyone who has had the good fortune of seeing him speak before will know, Nick is not one to pull his punches. He also has a rich treasure chest of knowledge and the advice he imparts in our discussion should help any current or aspiring HR leader in their quest to deliver more value.
 

Subscribe to the podcast today to ensure you don't miss a single episode 
Also featured this week…
Check out the new course on myHRfuture from Jonathan Ferrar on how to create strong governance to underpin your people analytics function and set the team up for success. Also on myHRfuture, Manpreet Randhawa examines five key dimensions influencing the future of work.
 
Value, Experience, Data and Performance
Planes are a great place for reading (even with my ten year old son to my left and nine year old daughter to my right), and I caught up with some great articles for the ‘Content we’re loving…” section this week. There’s a powerful example from Diane Gherson on how IBM reinvented its approach to performance management coupled with articles on employee experience, and my own recent Fast Company article with Lars Schmidt. Enjoy and let us know what you think!
 
Thank You
Thanks to all of you who shared last week’s newsletter particularly:
Susan Knolla, Sandra Cameron, Stela Lupushor, Helen Richardson, Aravind Warrier, Tom McCrum, Ryan Fuller, Sven Hultin, Kathi Enderes, Sarah Flaherty, Tom Impens, Laura Baglivo, Emma Jackson, Dan Deets, Jason Averbook, Toon van der Veer, David Holmes and Kati Puolakka.
 
If you enjoy this newsletter…
Please share with your network and colleagues and encourage them to 
subscribe to The Digital HR Leader newsletter. Your support is much appreciated.
 
That’s all for this week.
 
David

New content from myHRfuture!

We examine the five dimensions that are influencing the future of work and the labour markets as defined by the International Labour Office. We also look at the impact that changes in the labour market will have on the role that HR plays within the organisation and the way that we work today.



Read more | 6 min read
In our newest course "How to Create a Governance Model for People Analytics" Jonathan Ferrar examines how to create strong governance for your people analytics function and understand how to build the six different types of governance for people analytics. This is routed in having strong governance with clear purpose, standards, privacy, ethics and security. 

Learn More

Content we're loving, this week...

What is the role of a HR Director? 
Part 1: Capability Builders | Part 2: Value Creators

 Nick Holley
“HR is not about HR – it’s about the business.” Once you’ve listened to this week’s podcast, check out Nick Holley’s recent two-part article on how HR can fulfil its purpose of building capability and creating value (see FIG 1)
FIG 1: Creating capability and value.
Why Every Company Needs a Chief Experience Officer
Denise Lee Yohn

Customer experience and employee experience are now two of the driving forces of business, so why not manage the two together? That’s the premise of this excellent HBR article featuring multiple data points and the compelling example of Donna Morris, who combined the CX and EX leadership roles at Adobe.
 
Dave Ulrich also draws parallels between CX and EX in his superb piece cautioning that “EX (particularly around technology) alone will not create competitive organisations” and that the main focus of leaders and HR should be on providing employees with “an organization that wins in the marketplace because then the EX is possible.”
I collaborated with Lars Schmidt on this recent Fast Company article that outlines when implemented well, people analytics can radically improve a company’s bottom line – contains three powerful case studies from Nielsen, Virgin Media and Clarks.
Talking of powerful case studies, it’s definitely worth investing an hour to watch this webinar of Diane Gherson outlining how IBM overcame cultural as well as technical challenges in revamping its performance management system in collaboration with employees (see timeline in FIG 2). Also features commentary from Anna Tavis (a guest on a forthcoming episode of the Digital HR Leaders podcast) and Bryan Hancock of McKinsey.
FIG 2: IBM Performance management  journey to checkpoint timeline

Invest in your career! 

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 this course, 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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