Events

People data-based insights can help C-suite leaders manage their companies more effectively. The question, though, is: What is the role of C-suite leaders in enabling and using those insights? And what can CHROs and PA leaders do to help C-suite leaders leverage people analytics to make better decisions? We have tried to answer these questions, and more, through our recent study on people analytics and the C-suite.

This infographic (click on the image below to get the full version) highlights key insights from our report Unlocking the Hidden C-Suite Superpower: People Analytics.

As always, we’d love your feedback at [email protected]!

Our team has recently spent a lot of time trying to understand novel opportunities on which orgs can focus their DEIB efforts. Enter skills.

This infographic (click on the image below to get the full version) highlights key insights from our report, Creating A DEIB Culture: The Skills Every Employee Needs, through which we have tried to answer 3 questions as they relate to skills for DEIB:

• What skills contribute to DEIB, specifically in fostering diversity, enabling people to feel included, and building a culture of belonging in the workplace?
• How those skills might vary, depending on factors such as an employee’s level, role, diversity characteristics, etc.?
• What can orgs do to develop and leverage these skills, including specific approaches and modalities?

As always, we’d love your feedback at [email protected]!

The COVID-19 pandemic, the social justice pandemic, and now, the uneven, uncertain return to the office have all contributed in shifting our perspective on diversity, equity, inclusion, and belonging (DEIB). We all know that what gets measured is what gets done. As a result, people analytics (PA) is increasingly more involved in DEIB efforts than ever. Yet, many leaders struggle to bring together the 2 disciplines of people analytics and DEIB.

This infographic (click on the image below to get the full version) highlights key insights from our report, DEIB Analytics: A Guide to Why & How to Get Started, which includes an iterative, 8-step model that leaders can use to map out their DEIB analytics approach.

As always, we’d love your feedback at [email protected]!

We've been witnessing rapid growth in the amount, types, and sources of learning content. There’s more learning content everywhere—inside and outside orgs; online and offline; on desktops and mobile devices; and in learning systems, shared folders, browsers, email, and chat platforms.  

It’s chaos.

L&D must help employees navigate this chaos, so they can find and consume the content that builds skills and drives outcomes that matter to the business. This infographic highlights key insights from our report, Learning Content: Embracing the Chaos, which introduced a new learning content model that helps learning leaders—and employees—make sense of the chaos. 

Click on the image below to get the full infographic. As always, we’d love your feedback at [email protected]! 

The events of 2020 stressed many orgs' core people strategies. As leaders revamped their approaches to employee engagement, development, retention, and more, they came to see the power of an intentional career mobility strategy.

But mobility has changed. Career mobility once simply meant moving employees upward through an org's hierarchy. Now, it's a mindset about encouraging exploration, experimentation, and growth regardless of the form it takes: sometimes movement isn't involved at all.

This research uncovered 5 different approaches to career mobility, each of which helps solve different business challenges. This infographic summarizes our report on this topic, Career Mobility: Mindset Over Movement.

Click on the image below to get the full infographic. As always, we would love your feedback! Shoot us an email at [email protected].

Events of 2020 – COVID-19, a social justice movement, and multiple natural disasters – have created a business imperative for orgs to address and rethink their orgs’ DEIB practices. Leaders looking to design a holistic DEIB approach for their orgs should focus on 6 key areas, one of which is technology.

Over the last few years, technology has grown and matured to meet the needs of the orgs by adding capabilities that specifically address DEIB and help customers solve their primary challenges. This infographic summarizes our report DEIB Tech: A Market Maturing To Meet The Moment.

Click on the image below to get the full infographic. As always, we would love your feedback, which you can provide in the comments section below the infographic.

COVID-19, a social justice movement, and multiple natural disasters have created a business imperative for orgs to pivot quickly and continually. Central to this conversation are 2 questions:

• What can our workforce do now?
• What will our employees need to be able to do in the future?

Two of the most common frameworks used to answer these questions are skills and competencies. There has been much consternation and debate in many HR orgs about whether and how to make skills and competencies work together—or whether to choose one over the other.

Rather than focus on differences, however, forward-thinking orgs are finding ways to leverage both skills and competencies to address some of their most pressing people challenges.

This infographic summarizes our report on this topic, Skills & Competencies: What's the Deal?

Click on the image below to get the full infographic. As always, we would love your feedback, which you can provide in the comments section below the infographic.

Our study into the people analytics technology (PAT) market explores the current vendor landscape and how the market has changed since 2019. The year 2020 provided people analytics technology (PAT) with an unexpected opportunity to show its value and technology vendors shifted their focus to help customers meet their most pressing challenges. As a result, the PAT market saw continued growth. This infographic summarizes the customer challenges that vendors helped address, the changes in the overall market size, and provides considerations for buyers to keep in mind before investing in PAT.

Members can access our full report People Analytics Tech 2020, and the tool here. Non-members have access to an overview of the report here.

2020 was a hell of a year for…the entire world. No doubt many people leaders are still trying to figure out all of the repercussions of COVID-19, civil unrest, natural disasters, and other disruptions that left almost no industry untouched.

While some of those 2020 repercussions will undoubtedly carry over into this year, we're really hopeful for 2021.

Why? Many of the challenges faced last year accelerated much-needed discussions and cooperation between different factions of HR functions – Learning functions started talking about mobility and skills; performance groups started talking about manager roles, and everybody started talking about DEIB. Indeed, one of the most promising things we saw was a convergence of people practices – one that we think will continue into the new year and beyond.

Stacia, myself, and our team starts each year by trying to understand some of the larger trends we're seeing – it helps us drive the research and make sense of the world. This year, we built a pretty picture summarizing the top ones we'll be talking about in 2021.

As always, please give us feedback! What would you add?