David has also been the main chair of the popular Tucana People Analytics World and People Analytics Forum conferences in London since 2014.
David works closely with people analytics teams and senior HR leaders throughout the world.

We need to help them resist the temptation to leap into a new normal of working-from-home without first considering the downside risks to long-term innovations.”, FIG 2: Example of how removing 30 bridge connections causes a healthy network to decay and become fragmented (Source: Michael Arena). The human group assumes that people should be the decision makers when lives and careers are affected.”. Then Carla Williams (Visier) looks at how people analytics can improve succession planning before Meredith Metsker (Emsi) rounds things off by providing a handy guide on location strategy.

There is news too about Insight222, PAFOW, the official launch of Humu and another acquisition by LinkedIn. Becoming a skills-based organisation is a significant shift and will take time, so expect increased impetus from HR leaders, people analytics teams – and the vendor community in 2019. Clearly, we are in the midst of huge disruption and many routine and repetitive tasks will indeed be automated. We hear a lot about digital transformation in HR, but how do you achieve this in partnership with the business rather than in isolation? How to use employee surveys to create strategic value, HR 3.0: more data driven, more agile and more business focused, How does the CHRO successfully partner with the CEO, How AI and Behavioural Science can reduce bias in recruiting, The Workforce Analytics journey at JP Morgan Chase, How Nestlé uses People Analytics to measure Gender Pay Gap and Equity, The Evolution of Corporate Learning at Vodafone. One of the most popular articles since we started myHRfuture is Ian Bailie’s ‘How to use design thinking in HR’, which provides a strong indication of how HR has shifted towards designing programs together with employees. He has developed deep knowledge in people analytics, digital HR and talent acquisition having undertaken a breadth of roles covering sales, consulting and solutions design. According to McKinsey, the crisis has witnessed ‘HR’s finest hour’ as the function has successfully managed the radical shifts facing workforces in the pandemic. I’ve just returned from a two-week break with the family in the lovely Aude region of France, and can certainly recommend both the region and the rejuvenating benefit of taking a holiday. Whilst, organisations still face numerous challenges in achieving sustained excellence in people analytics – not least in imbuing data literacy in the wider HR function and HR business partner community, expect more adoption in 2019 in line with people analytics continuing to shift from the periphery to the core of HR strategy. FIG 11: The Worker Agency-Organizational Opportunity Model (Source: MIT Sloan Management Review and Deloitte). Coupled with a surge in the employee wellness market, expect to see the growth in ‘personal analytics’, whereby workers are given data-driven insights to make better personal and work-related decisions to increase exponentially in 2019.
He is recognised in leading legal directories as an expert in employment law and is a qualified Mediator. Enjoy, share some data driven love with your network and above all – stay safe and healthy. David had previously been a Partner with the Firm, he started the Employment Group and for many years was Head of the Group. The data shows no correlation between official values and corporate culture (see FIG 7), which raises the question of how leaders can close that gap. Then diversity strategist Torin Ellis talks to me about why creating more inclusive and equitable organisations starts with a focus on people. Contact David Tel +44 (0)20 7203 5066; Email David Email: david.green@crsblaw.com. In the article, Williams and White propose a fresh four-component Diversity, Equity and Inclusion model to do just that including debiasing HR systems and empowering the CDO to make systemic change. The case for diversity and inclusion in the workplace is compelling – not just because it is the right thing to do, but because numerous studies suggest it can drive better business performance too. FIG 4: Linking Talent to Value (Source: McKinsey). FIG 5: What are the HR skills of the future (Source: myHRfuture). What struck me most from our conversation is the key triumvirate Mars forms for successful transformation comprised of finance, HR, and the president of the Mars business involved.In our conversation, Julie and I discuss: How HR is organised and works with the business in Mars The specific role HR plays in transformation projects, particularly in relation to organisational design, culture and change management The role that technology and data plays in supporting, enabling and speeding up transformation work The skills that HR needs to develop as it becomes a more strategic function within the business And finally, as we do with all our guests on the show, we ponder what the role of HR will be in 2025This episode is a must listen for anyone in HR involved in transformation change and business partnering.Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com. These include active and passive listening tools such as surveys, ONA and wearables plus the analysis of unstructured data (e.g. You'll hear from people leaders who are driving transformation in their organisations on how HR can prepare for the future. How Novartis Promotes Learning Curiosity to Drive Business Value (Interview with Simon Brown). All of those who work in the field have a responsibility to ensure that people data is used for good. On this week’s podcast, we are joined by Julie Digby who has led several successful integrations and transformations at Mars, including a two-year project which saw a merger of Mars and Wrigley. To hear more from Tomas, tune in to his recent discussion with me on the Digital HR Leaders Podcast where amongst other themes we talked about the role of leadership in times of crisis. Many employers who recognise trade unions have experienced the frustration of the annual pay review negotiations. Our sector specialists are committed to a jargon-free, practical and commercial approach. Unlike other tech companies, Microsoft hasn’t made any big announcements about shifting permanently to virtual working (indeed CEO Satya Nadella has suggested the contrary), so it would be fascinating to understand the differences in what the data is telling the likes of Facebook and Twitter. You might also want to read Anita Lettink’s extremely helpful collection of The Ultimate List of 2019 Trends and if I could pick out one especially to read, it would be Tom Haak’s 10 inspiring HR Trends for 2019. He has received a number of industry accolades including winning Best Writer at the HR Tech Writers’ Awards, being included as one of 10 ‘Power Profiles’ for HR by LinkedIn and is regularly included in influencer lists on people analytics, HR and the future of work. Presenting my selection of the best HR and People Analytics article of July, which once again is dominated by the crisis and features absorbing articles on the impact of remote working on productivity and innovation, how HR has stepped up, the role of People Analytics in M&As and restructures, how organisations can get better at inclusion, why learning should be taken out of HR and much, much more. FIG 1: Communicating change in a remote workplace (Source: McKinsey). With the pace of technological capability quickening, the digital transformation of HR and rising employee expectations, investment, innovation and confusion are all also set to increase. To learn more, visit https://degreed.com/. The article concludes by examining what work will look like after the pandemic and highlights what organisations that are shifting towards hybrid models are doing including helping employees to “build both work-from-home and work-from-office muscles” and “share the realities — the advantages and disadvantages — of each.” A fascinating and absorbing read.


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