Driving business performance through HR Analytics

HR can play a strategic role in transforming data into valuable decisional insights. This ability to generate, and dynamically respond to, new information and insights will provide companies with real competitive advantage.

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An organisation can be hard to understand through figures alone.  HR, through analytics, can generate and enable meaningful visualisation of the organisation.  Analytics promotes a deeper understanding of where staff are, what they are doing, how well they are performing and where to realise efficiencies.  With the right capabilities, HR can transition from an on-demand provider of data to a proactive function helping to drive business performance.

Where are your existing talent gaps? How can you grow employee retention? What is the impact of your current recruitment indicators on employee performance?

Your business needs to be able to identify which candidates get ahead and where to find them.  Your business needs to know what generates engagement and encourages retention within the company.  Are you, as an HR professional, aware of what helps your sales team exceed their performance targets?  In managing Health and Safety, are you aware of the locations, roles and circumstances within your business have the highest risk of accidents and expensive claims?

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The CIPD Manchester (Stockport) Branch is organising an informative talk on HR Analytics, including methods and examples.  This event is beneficial for HR professionals at all levels, business strategists and all professionals involved in organisational efficiency regardless of technical or analytical background.

To reserve a seat simply complete CIPD Manchester’s Eventbrite booking form.

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Rebecca joined the CIPD in 2015 to validate her HR skills here in the UK.  She is an Ambassador for the CIPD Stockport Branch. Although Rebecca is studying full-time she also provides pro bono social media consultancy for a charity in Greece and a coaching company in Manchester.  During her 20 years in Paris, Rebecca built herself a successful career in Global HRM, working successively for EuroDisney, JP Morgan and BNPParibas in recruitment, compensation and benefits, reporting and international coordination roles. 

Follow Rebecca on Twitter @RebeccaHRM

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L&D Event on Creativity & Leadership – 22 October 2015

Great first guest blog by Phil Nash

“Today it’s less about structures, more about capability… You can’t manage change; it manages you. Focus on outcomes”

Chris Bones, Professor of Creativity and Leadership at MBS and the Dean of Henley Business School, offered the above insight on the challenges facing leaders in these fast changing times during a fascinating talk at the Copthorne Hotel on Salford’s Clippers Quay on Wednesday, October 22nd.  Professor Bones argued persuasively about how our capacity to learn new things has now been outstripped by the pace of change.  The award winning author of The Cult of the Leader said that our ability to “focus on outcomes” is therefore crucial.

His message was reassuring and positive, assuming that changes are based on data not assumptions.  And, crucially, that data are used intelligently. He cited the example of how The Economist had been able to greatly increase its readership by taking on customers’ feedback.  Professor Bones lamented the culture of misorganization, “the twenty-first century malaise” as he dubbed it, which afflicts some employers.

The lead for strategic alignment for Good Growth challenged his audience to think about: “what do I want?”; “how do I want it” and, finally, “how do I measure it?”

A one-time English as a foreign language teacher, Professor Bones is fascinated by words and what we associate with them.  Two really interested him; trust and confidence.  The former, he elicited, is bound up with the individual, whereas the latter should be associated with management and organizations.  Critically, trust as a concept is something we bestow on a person and can strip from them if we feel let down.  The implication for managers who lost their team’s trust was clear.

The final issue that Professor Bones raised was that of integrity, which like confidence and trust matters to all of us on a personal and organizational level.  Professor Bones drew on personal experience of his time in a senior HR role at Cadbury Schweppes. The tragic death of a well-respected young colleague, whose handful of personal core values which informed his behaviour were found on his computer, led Professor Bones to challenge everyone to decide their core values.

Professor Bones recommended William Bridges’ Managing Transitions, which was first published in 1995, for further reading.

I enjoyed my first Manchester CIPD branch meeting.  Everyone was friendly and eager to share their knowledge and expertise.  If you are interested in tweeting about the Manchester branch please use the hashtag #CIPDmcr

Currently, I am doing a Masters in HRM at MMU.  If you would like to find out more about me please see my blog ‘The Eastern Wing’

https://theeasternwing.wordpress.com/ or follow me on Twitter @philnashuk