Business leaders today are seeking meaningful patterns in their people data that will help them gain a competitive edge. The answer is in the growing discipline of workforce analytics.
Much attention has already been paid to the technical requirements for implementing workforce analytics, now, there's a book that covers the organisational development and change management issues that will make or break your success.
Drawing on insights from dozens of experts in workforce analytics as well as their own cutting edge experience within IBM, the authors walk step-by-step through setting up and then embedding workforce analytics capabilities.
With candid case studies and clear advice from those who have already faced and overcome the challenges associated with workforce analytics, you'll learn how to:
Begin with a vision, not data analysis
Pick your projects wisely, so you can "earn your keep" with visible, valuable successes
Build a team with the right skills to deliver the insights your organisation needs
Identify the right stakeholders and sponsors to ensure success
Choose the best technology for your analytics needs
Handle some of the sensitivities around using employee data in analytics projects
Run a successful workforce analytics function for the long term
Use storytelling techniques to ensure you can influence organisational decisions or initiatives with the results of your workforce analytics projects
Analytics are rapidly becoming pervasive in functions ranging from Finance to Marketing. Now, discover how HR can gain just as much value, by informing every key decision with the best possible insight.
Author Biography:
Nigel Guenole is an executive consultant with IBM, where he consults with many of the world’s most successful organizations about improving organizational performance with psychological science. He is also Director of Research at the Institute of Management at Goldsmiths, University of London. Nigel’s consulting, research, and teaching focus on topics in industrial-organizational psychology and statistical modeling. He is an associate fellow of the British Psychological Society (BPS), a member of the Academy of Management (AOM), and a member of the Society for Industrial and Organizational Psychology (SIOP). His work on topics related to workforce analytics has been featured in the media and popular press, as well as in numerous scientific journals, including Frontiers in Quantitative Psychology & Measurement and Industrial and Organizational Psychology: Perspectives on Science and Practice.
Jonathan Ferrar is a respected consultant, speaker, and influencer in HR strategy, workforce analytics, and the future of work. He advises clients on how to establish human resources strategies that will improve business performance and make HR more relevant. He was listed as one of the global Top 50 HR Analytics Influencers on LinkedIn in 2014 and as one of the 15 HR and People Analytics Experts to Follow for 2017 by Jibe. Before he started his own consultancy business, Jonathan worked for more than 25 years in corporate business in IBM, Andersen Consulting (now Accenture), and Lloyds Bank, for many of those years in senior executive management roles in both the United Kingdom and the United States. Jonathan has worked with C-suite clients and business leaders across the globe on human resources management and workforce analytics. He holds a bachelor of arts degree and a master of arts degree from the University of Cambridge and a postgraduate diploma in human resources management from Kingston Business School. He is a Chartered Fellow of the Chartered Institute of Personnel and Development (Chartered FCIPD).
Sheri Feinzig is a director at IBM, where she leads a global team of consultants, content development experts, and the Smarter Workforce Institute. Sheri has more than 20 years of experience in human resources research, organizational change management, and business transformation. She has applied her analytical and methodological expertise to numerous research-based projects on topics such as employee retention, employee engagement, performance feedback, social network analysis, and organizational culture. Sheri received her Ph.D. in Industrial-Organizational Psychology from the University at Albany, State University of New York. She has presented on numerous occasions at national conferences and has coauthored a number of publications and white papers. She has served as an adjunct professor in the psychology departments of Rensselaer Polytechnic Institute in Troy, New York, and the Illinois Institute of Technology in Chicago, Illinois, where she taught doctoral, masters, and undergraduate courses on performance appraisal, tests, and measures. Sheri is a member of the Society for Industrial and Organizational Psychology (SIOP).
