Podcasts about people data

Send us a textDanielle Bushen, Global Head of People & Culture Technology Strategy at Sanofi, joins us this episode to discuss HR data governance. She explains what “data governance” actually means, outlines common data governance challenges HR teams face, and offers practical first steps toward better governance practices. [0:00] IntroductionWelcome, Danielle!Today's Topic: Demystifying HR Data Governance[5:54] What does “data governance” actually mean?Understanding transactional vs. analytical HR dataWhy cross-team interoperability and collaboration are key[16:58] What are common HR data governance challenges?Navigating the complexity of balancing multiple jurisdictionsHow the lack of standardized practices creates governance headaches[27:15] Where do you start your data governance journey?Establishing clear data ownershipWhen to address urgent issues before tackling comprehensive data cleanup[36:28] ClosingThanks for listening!Quick Quote“[Data governance] is owned by people, enabled by processes, and supported by technology.”Contacts: Danielle's LinkedInDavid's LinkedInDwight's LinkedInEmail us!For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/Production by Affogato Media

Send us a textBeth White, Founder and CEO of MeBeBot, joins us this episode to discuss lessons learned from working with AI. She also shares concerns regarding the continued widespread integration of AI in organizations as well as hopes for the future of AI. [0:00] IntroductionWelcome, Beth!Today's Topic: The Evolution of AI in the Workplace[5:21] What has Beth learned over the years working with AI?How AI has evolved from basic if-then statementsThe journey toward developing conversational AI[10:20] What are Beth's concerns regarding AI?Generative AI consumes an unprecedented amount of energyAI regulation remain largely unstructured, especially within organizationsThe importance of grounding the AI with human checks and balances[26:23] What are Beth's hopes for the future of AI?Educational programs developed by a diverse set of professionalsThe natural integration of AI into HR practices[34:56] ClosingThanks for listening!Quick Quote“[If we] help educate and train people on AI today, we'll have a more employable workforce for the future.”Contact:Beth's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textMartha Curioni, People Analytics Consultant at Provisio Data Solutions, joins us this episode to discuss some best practices for responsible AI implementation in organizations. She also explains the importance of integrating AI models into existing processes and allowing users to submit feedback on the AI. [00:00] IntroductionWelcome, Martha!Today's Topic: How to Responsibly Integrate AI into HR[05:33] What does “responsible AI implementation” mean?Intersection with data security and privacyData governance regarding new AI processes[14:30] What are the essential steps for responsible AI implementation?Redesign HR processes around the newly implemented AIChecking that the new AI is accurate and reliable[26:59] How can organizations avoid training AI models on bad data?Building unbiased AI systemsImplementing user feedback mechanisms[35:33] ClosingThanks for listening!Quick Quote“Companies need to ensure that the AI they're going to be using is implemented in a way that is transparent, minimizes the influence of bias, supports fairness, and empowers employees and managers to make better decisions.”Resources:Martha's previous episodeGithub accountContact:Martha's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

What valuable insights can be gained from "people data?" In this episode of Workforce 4.0, host, Ann Wyatt, sits down with the DE&I and Cultural Strategist of Philly Shipyard, Sophie Bierly, to take a closer look at how diversity in manufacturing is effecting everything from the products that we make to the people that buy them. Join them as they discuss the challenges of capturing and leveraging people data including employee and caregiving support. And be sure to stick around for the deep dive into exploring recruiting and retention strategies- highlighting the need for community engagement and flexibility in the workplace. Lastly, Sophie underscores the importance of transparency and honest communication in building a supportive and innovative work environment. Packed with insights and ideas, this episode provides practical go-to advice for businesses looking to implement effective DEI strategies and leveraging people data to enhance workforce performance and satisfaction.In This Episode:-01:08: Diving into DEI and People Data-08:55: The Importance of Caregiver Support-14:23: Challenges in Manufacturing Flexibility-18:38: Recruitment Strategies and Community Engagement-21:58: The Value of DEI in the Workforce-36:10: Future Predictions for Workforce and Flexibility-41:03: Conclusion and Contact InformationMore About Sophie Bierly:Sophie Bierly is dedicated to empowering historically marginalized and underrepresented communities at work. As DEI and Culture Strategist at Philly Shipyard, her work is driven by elevating employees' voices and collaborating with inter-organizational stakeholders. In her previous work, Sophie worked for the Kim Center for Social Balance, conducting workforce equity research and consulting with businesses across industries at the regional scale, creating the first ever LEAPS Report on Workplace Equity at the Regional level, with San Diego County. Sophie has a passion for using data to demonstrate the need and impact of DEI at workplaces. To learn more about Sophie, connect with her here. The Future of Work (and this Episode) Is Brought To You By Secchi:Secchi is a revolutionary workforce engagement tool created for organizations to make data-driven frontline decisions in real-time. By measuring and combining multiple people-related lead indicators, Secchi provides in-the-moment visibility into individual frontline employee performance, team performance, engagement/turnover risks, and positive employee behaviors all while removing the traditional barriers of administrative burden on leaders. To learn more about Secchi, check them out here.

CLOs today must ask: Is our work building lasting, relevant skills right now? Are we delivering business impact? Is the work building or diminishing L&Ds effectiveness and credibility? If the answer to any of these questions is no, then perhaps it is time for a skills accelerator approach. This is the title of a CLO Lift report and in this episode, we unpack what it means and why it's critical to us, in L&D, but more importantly to our organisations and employees. KEY TAKEAWAYS L&D professionals need to become true business partners instead of just trainers and focus on the development aspect of their role. When you focus on data you are effective, and the rest of the business understands that data. Leverage AI and simulations to deliver fast.  Understand the relevance of each skill. What is it about that skill or new technology that will enable the learner to do their job better? When your business does something new, be a part of the rollout so truly relevant learning is available from the start. BEST MOMENTS “Capability building can't just be through learning programs. It needs to be truly employee-centric.” “If we can spend less time churning content, we'll be able to spend more time developing people.” “The scope of an L&D leader can no longer be just what training program.” Heather Stefanski Heather Stefanski is a Partner and Chief Learning and Development Officer at McKinsey & Company, overseeing Learning & Development for 45,000+ global colleagues and leading the People Data and Analytics Teams.  During 28 years at McKinsey, she has held various roles in talent acquisition, professional development, and learning. She has an MBA and MA in Education from Stanford University, and a BS in Engineering and Operations Research from Princeton University. Bjorn Billhardt  Bjorn Billhardt is co-author of The 12-Week MBA and CEO of Abilitie which has trained 100,000 learners in 50 countries, including rising leaders at Fortune 500 companies like Coca-Cola and GE. He also co-founded Enspire Learning a custom e-learning development company and was a consultant and corporate trainer for McKinsey & Company. Bjorn holds a BA from the University of Texas and an MBA from Harvard Business School. He has served on multiple boards, including The Magellan International School, Spa Partisan, the Advisory Board of the University of Texas at Austin School for Undergraduate Studies and the UT-HDO Program. Report: https://learningforum.substack.com/p/clo-lift-the-skills-accelerator VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

In today's episode of the HR Leaders Podcast, we focus on the critical importance of safeguarding sensitive employee data as HR teams adopt advanced technologies like Generative AI. Our guest discusses the need for organizations to prioritize data protection, ensure compliance with global regulations, and foster trust among employees to leverage People Analytics effectively.

What is the impact of a comprehensive people data strategy in HR transformation? In this episode of the Digital HR Leaders podcast, host David Green sits down with Angela Le Mathon, Vice President of People Data and Analytics at British multinational pharmaceutical and biotechnology company, GSK, to discuss exactly that. GSK is on an ambitious journey toward a digital and data-driven HR transformation, and in this episode, Angela shares how a strong data strategy has been pivotal in making this transformation a success. From making smarter talent decisions to integrating AI into HR practices, in this episode, you will discover: How GSK's people data strategy is shaping talent decisions and transforming HR practices The importance of integrating AI into people analytics and navigating the ethical considerations involved Practical ways to scale people analytics and democratise insights across the organisation Tune in to learn how a well-executed data strategy can enhance HR's impact across the organisation. We would like to take the opportunity to say thank you to Visier for sponsoring this series of the Digital HR Leaders podcast. Visier is the people analytics platform for successful HR teams, bridging the gap between HR productivity and business performance, giving managers the insights they need to lead effectively. Learn more at visier.com. Links to Resources: Angela Le Mathon on LinkedIn: Angela Le Mathon GSK Website: GSK Visier: Visier MyHRFuture Academy: MyHRFuture Insight222: Insight222 Hosted on Acast. See acast.com/privacy for more information.

What entrepreneur doesn't dream of hitting it big with the next Big Idea? After all, that's the premise of hit TV series like ABC's Shark Tank and famous startup accelerators like Y Combinator. But are shiny new ideas enough? Not by a long shot. A stunning 65% of VC-backed startups fail because they obsess over […] The post The People-Data Equation That's Saving Today's Startups, With Nikki Blacksmith first appeared on Business Creators Radio Show with Adam Hommey.

In nonprofits, we have limited budgets. This means we need to be able to prioritize the training and professional development opportunities to be created. How do we do this? With people data.But what data should we be asking for and how can we use it once we get it? That's what we're discussing in today's episode of the Learning for Good podcast with data expert, Dr. Serena Huang.▶️ New to People Data? Here are the First 3 Things Nonprofit Talent Development Leaders Should Do ▶️ Key Points:06:37 What is people data?10:54 Collecting people data to show training impact15:15 Using data to solve a problem or answer a question19:47 High Potential Leadership Development Program data example24:54 The value of using people data when creating training and leadership development solutions27:23 Three things learning and development leaders should do with people dataResources from this episode:Serena's LinkedIn Learning Course: The Data Science of Using People AnalyticsData Episodes: ▶️ Episode 59: How to Measure the Impact of Your Training and Development▶️ Episode 72: How Learning and Development Can Use Data to Create a Greater Impact in TrainingJoin the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

In the latest episode Chris is joined by LACE people analytics experts Becki Lovelady and Nancy Allen, as they discuss the importance of maintaining accurate and reliable people data in organisations. Listen now to learn how you can unlock the full potential of your people data and drive organisational success.

GSK is a global biopharma company with a purpose to unite science, technology, and talent to get ahead of disease together. They aim to positively impact the health of 2.5 billion people by the end of 2030. In her role as the VP of People Data & Analytics, Angela is responsible for generating value from their people data. She has the opportunity to shape thinking and inform strategy. Her job is to translate skills so that everyone can do what they need to with the data.She shares more about GSK's scientific approach, how they're using AI to gather information, and how skills verification ties in. Don't miss this fascinating conversation.You will want to hear this episode if you are interested in...Join the RedThread Research community [4:39]Learn more about Angela and her role at GSK [5:38]Why they're trying to create a skills-based organization [7:02]The GSK approach = Science x Tech x Talent [8:19]Do we still need skills' taxonomies and ontologies? [14:44]How GSK gathers and integrates skills data into Workday [16:47]A conversation about the verification of skills [20:10]The lightning round [26:34]How job architecture and skills connect [31:02]When to communicate changes to employees [34:58]The technology and teams necessary to make their ecosystem work [36:30]Unexpected challenges they've worked to overcome [41:41]The biggest thing Angela's learned during this process [43:06]Resources & People MentionedJoin the RedThread Research communityIt's Time to Split HR by Ram CharanConnect with Angela Le MathonConnect on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

We are excited to sit down with Sean Thorne, founder and CEO at People Data Labs. Sean dropped out of the University of Oregon to start his first company, Hallspot. Taking his learnings from Hallspot, he started People Data Labs (PDL). PDL is an innovative API product for developers & data scientists, with over 3 billion data records. Sean discusses why every company is a data company, how perseverance wins out, powering AI companies, and the importance of a clear story while fundraising.Episode Chapters:Entrepreneur Pursuit - 1:30Starting a Company at 19 - 3:50Building People Data Labs - 6:20Founder, Market Fit - 7:45The Evolving Ideal Customer Profile - 11:05How to Win as a Data Company - 13:55Fundraising from VCs - 17:42Data is the New Oil - 21:20Privacy Impact - 23:20Who will benefit from AI? - 26:15Ending Questions - 29:50As always, feel free to contact us at partnerpathpodcast@gmail.com. We would love to hear ideas for content, guests, and overall feedback.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese interview Doug Shagham, Head of People Data and Insights at Johnson & Johnson. Shagam shares his unconventional journey from aspiring drummer to data analytics, emphasizing the power of people analytics and storytelling in HR. He discusses integrating multiple HR platforms, democratizing data, and shaping J&J's talent acquisition. Highlighting their J&J Learn program, he explores skills inference, employee growth, and the significance of sharing the company's vision with its workforce. Shagham's insights reflect the intersection of data, technology, and employee experience in HR. To learn more about Fuel50, visit https://fuel50.com.

Join host David Green on the Digital HR Leaders podcast, as he speaks to two distinguished guests from the UK's largest long-term savings and retirement business, Phoenix Group: Chief Operating Officer for HR, Wendy Cunningham, and Head of People Data, Analytics & Insights, Peter Meyler. In this episode, learn more about: How the Phoenix Group navigates the challenges of a highly regulated environment How technology has played a pivotal role in consolidating data from multiple sources, revolutionising the HR function at the Phoenix Group Insights into the Phoenix Group's unique approach to measuring the effectiveness of their people strategy and how they adapt it as the company continues to evolve The evolution of the Phoenix Group's people analytics team and how it has grown alongside the organisation's commitment to data-driven decision-making A glimpse into the future, as Wendy and Peter share their vision and discuss the steps they're considering to elevate their analytics capabilities to the next level. Don't miss this engaging conversation that promises practical advice for HR and people analytics professionals at all stages of their journey. This episode is brought to you with the support of Visier, a leading name in HR technology. To discover more about Visier's innovative solutions, visit: https://www.visier.com/ Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Digital HR Leaders Podcast, your host David Green explores the transformative power of data-driven HR decision-making in one of the world's leading pharmaceutical companies, Novartis. Joined by Ashish Pant, Global Head of People Analytics and Data at Novartis, David and Ashish unravel how Novartis has harnessed the full potential of data to revolutionize its approach to HR. Throughout this episode, you can expect to learn more about: How Novartis strategically laid the groundwork for harnessing the full potential of HR data and analytics Invaluable insights into the three-stage approach that played a pivotal role in crafting a successful People Analytics team at Novartis Novartis' recent business transformation and how the People Analytics function under Ashish's leadership played a critical role in facilitating this significant change How to bridge the gap between bottom-up understanding and top-down organizational intentions The metrics and KPIs used to gauge the success of the business transformation How the transformation impacted the structure and operations of the People Analytics team at Novartis This episode is brought to you with the support of Visier, a leading name in HR technology. To discover more about Visier's innovative solutions, visit: https://www.visier.com/ Hosted on Acast. See acast.com/privacy for more information.

We explore insights that can help hire, retain and develop your workforce.

Over the past 5 years, I've taught 1000's about data analytics. What have I learned as a teacher? Where have I seen the most success? What's the biggest secret to people who succeed? In this episode, I'll share it all :)

Confluence of data, analytics and insights for Innovation : What is the ideal scenario for data, analytics, and insights to come together for innovation? Examples of the consequences of disregarding insights in favour of raw data & vice verse "Joining the Dots": What is it and why is it vital for marketing success? An example at demonstrates the power of "joining the dots" in making effective marketing decisions "Breaking Habits: The importance of driving and sustaining habit change ? What new tools are being used to achieve this goal? Are there any unique formats being used for generating and testing hypotheses, such as beliefs and goals? Shourav talks about the above areas and the questions surrounding them. Shourav Sen is a Worldwide Director of Strategic Insights and Analytics at Colgate-Palmolive. Shourav is a strategist driving commercial impact through insights & analytics. With over 20 years of Experience across US, China, Middle East & India, he has worked with companies like Colgate-Palmolive, ITC and IMRB Please connect with him on Linkedin : https://www.linkedin.com/in/shourav-sen-9819273/ Jagged with Jasravee is facilitated by Jasravee Kaur Chandra, Director- Brand Building, Research & Innovation at Master Sun, Consulting Brand of Adiva L Pvt. Ltd. Jasravee has over 20 years experience as a Strategic Brand Builder,Communications Leader and Entrepreneur. Please visit Jasravee at https://jasravee.com/ Connect with Jasravee on Linkedin at https://www.linkedin.com/in/jasravee/ Email Jasravee at jasravee@theadiva.com Follow Jagged with Jasravee on Social Media Campsite One Link : https://campsite.bio/jaggedwithjasravee Facebook Page : https://www.facebook.com/jaggedwithjasravee Instagram : https://www.instagram.com/jagggedwith Podcast Page : https://anchor.fm/jagged-with-jasravee Youtube Page : https://www.youtube.com/c/jaggedwithjasravee 00:00 Preview & Introduction to Shourav Sen 02:48 Different Countries, Different Perspectives: What Oral Care Reveals About Global Attitudes 08:11 Habit Change & Say-Do Gap : Why Do We Say One Thing and Do Another 11:06 Query Yourself : The Power of Self-Reflection 17:13 Unlocking Insights: How to Effectively Query People 20:22 Our Goal vs Intrinsic Beliefs 23:48 Market Research & Insights - 15 Years Back vs Today 26:17 What vs. Why Revolution - Example of Credit Cards 26:53 What vs. Why: The Importance of Understanding Key Motivations 28:37 Limitations of Market Mix Models - Need of Asking Why 32:58 People Centricity - Role of Category in Life 34:33 Power of Observation 35:27 Downside of Focus Groups 37: 58 Innovation - Where Do New Ideas Come From, Giving Choices 40:43 BBC Study on Sexual Habits - Then vs Now 43:12 Changing Methodologies: How Data is Revolutionizing Research 43:54 Pitfalls of Specialization: Why Agencies Need to Adopt Diverse Methodologies 45:58 Joining the Dots: Example of Google How to Synthesize Multiple Sources for Actionable Insights 49:49 Rapid Fire with Shourav Sen - Personally Speaking 52:21 Connecting with the Guest Shourav emphasizes the importance of understanding consumer behavior for business success. He highlights the Say-Do Gap, which is the difference between what people say and what they do. To bridge this gap, companies must analyze behavior and determine why the gap exists. Shourav suggests querying oneself about one's behavior before joining the category to gain insight into consumer behavior. The What revolution, which answers the question "What are people doing," has revolutionized how companies understand consumer behavior. Shourav believes this revolution will continue to grow and become more accurate and predictive. However, he notes that companies must also focus on the "Why" revolution, which involves interpreting data to gain insights into consumer behavior. Jagged with Jasravee, is an initiative of Master Sun, the Consulting Brand of Adiva Lifestyle Pvt Ltd. Website : https://jasravee.com/

For more prospecting and sales development tips, join 2'368 SDRs getting the newsletter here: ⁠https://sdrgame.substack.com/⁠ --- In this episode, I talk with 2 guests: Eric Iannello, Full Cycle AE (Account Executive) at Falkon Nick Phillips, Senior SDR (Sales Development Representative) at People Data Labs I bring together two friends with different perspectives on prospecting: Eric, a fan of cold calling, and Nick, a proponent of social selling. We discuss the importance of time management in their respective approaches, reveal their techniques and strategies, and share recent successes from meetings they've booked. We also dive into the biggest mistakes in prospecting and gather invaluable cold-calling tips. Let's level up your SDR game! --- Erick's stats: 16 consecutive months of exceeding quota in both pipeline generated and deals closed won Largest deal sources by SDR in company 20 year history - by cold call Featured in HYPCCCYCL e-book of unorthodox cold calling techniques Nick's stats: Highest ramp of new hires in Q4 Leading the team in social selling Q1 and Q2 Follow: Erick https://www.linkedin.com/in/eric-iannello/ Nick https://www.linkedin.com/in/superdadnick/ — Follow me on LinkedIn: ⁠https://www.linkedin.com/in/elriclegloire/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/sdrgame/message

In this episode of How People Work, Jordan and Jason discuss leadership, the gamification of work, and the importance of celebrating the small wins at work. As a leader, it's important to recognize that failure is not the end of the world - it's actually an essential part of the learning process. By giving your employees room to fail, you're encouraging them to take risks and explore new ideas, which can ultimately lead to innovative solutions and increased productivity. When employees feel free to take risks without fear of punishment, they're more likely to experiment and come up with creative solutions that can benefit the entire team. Gamifying work can mean using game-like elements such as points, rewards, and competition to motivate employees and improve performance. When work organically feels more like a game than a chore, employees are more likely to be motivated and invested in their tasks. Additionally, gamification can foster a sense of friendly competition and collaboration among team members, leading to increased communication and teamwork. Jordan and Jason also discuss why celebrating small wins is an essential component of building a positive and productive workplace culture. When employees are recognized for their achievements - no matter how small - it can lead to increased motivation and a sense of accomplishment. By acknowledging and celebrating the small wins along the way, you're reinforcing the idea that every contribution matters and that progress is being made towards larger goals. Key ideas and highlights The importance of giving your employees room to fail and why it's one of Fringe's core values How gamifying work can help your team win and make even the mundane tasks enjoyable Celebrating the small wins, or even the “not losses” is essential to a positive workplace culture Word of the day: Recuse Chapters: (0:00) Intro (4:50) What we can learn from children about play (6:20) Why being willing to fail boldly should be a part of your company values (9:36) Why being willing to fail is a key way to approach life (10:56) Why you must give your people the freedom to fail (12:36) How to celebrate the wins that are often overlooked (16:15) How your definition of wins defines your company culture (18:02) Gamifying work helps your team win (19:24) How gamifying work can make mundane tasks interesting (25:45) Why we have to go back to childhood tendencies of play and work Learn More + Stay Connected: Are you an HR/People Leader wanting to learn more? People Data & Insights Report Jason's LinkedIn Jordan's LinkedIn How Fringe works

In this episode of the Digital HR Leaders Podcast, David is joined by Christina Norris-Watts, Ph.D, Head of Assessment and People Practice, along with Doug Shagam, Head of People Data and Insights, from Johnson & Johnson. Doug and Christina have been making waves in creating a skills-based approach to talent management at J&J, and today they are going to walk us through their journey, and share some of the practicalities that aided their success. This conversation will cover: - The reasoning behind J&J's transition towards a skills-based organisation - The different methods approached at the start of their journey - The details of their pilot, and what they learnt from that - How they are scaling the deployment of skills across the organisation - How they are getting buy-in from all stakeholders - The role of people analytics in building a skills-based organisation, and the skills HR need to obtain and develop to make this a success. Support from this podcast comes from Orgvue. You can learn more by visiting: https://www.orgvue.com/ Hosted on Acast. See acast.com/privacy for more information.

Adam McKinnon, the People Data and Analytics Leader at Reece, joins me to talk about the fascinating world of People Analytics. Reece is using a People Analytics platform to gain some serious insights into their business questions and issues related to people, and Adam's here to share some real-world examples with us. He dives into how Reece is using data from a variety of sources, including their HR Information System, safety data and Service Now, to surface valuable insights – including in the Learning and Development space.

In this episode of the Digital HR Leaders Podcast, David is joined by Caroline O'Reilly, GM of People Analytics at Workday. With her experience as both an engineer and a people leader, Caroline has unique insights into the challenges organisations are facing when it comes to managing people data. And as someone who speaks to Workday's customers every day, Caroline shares her thoughts on the main challenges organisations face in today's volatile digital world. This conversation will cover: - The issue of fragmented data and how to solve it - How to plan, execute and analyse data - How to get started with understanding your data - How to create a more data-driven culture - Moving the dial of diversity, equity and inclusion - The importance of moving from getting employee listening data to making decisions fast The discussion also touches on employee listening, skills-based organisations, and the role of people analytics in creating more certainty for businesses in uncertain times. Support from this podcast comes from Workday, a trusted partner to businesses around the world. You can learn more by visiting: workday.com  Hosted on Acast. See acast.com/privacy for more information.

Summary:Al Adamsen is all about “People Data for Good”. He's the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises. In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond. Chapters:[0:00 - 5:43] IntroductionWelcome, Al!Today's Topic: Lessons Learned From 2022 and How They Will Influence 2023[5:44 - 16:05] What did you learn about people analytics in 2022?Organizations need to realize the value proposition of talent intelligence within people analyticsHow people analytics would change if employees had the option to opt-out of their data being used by their employer[16:06 - 25:18] Using people data as a learning toolHarnessing data to learn how people data can best work for your organizationHow publishing data can help us all learn and grow[25:19 - 34:50] Where will people analytics go in 2023?Time is not an infinite resource and it will play a critical role in future workforce planningNewer generations of workers bring different expectations to the workplace[34:51 - 35:35] Final Thoughts & ClosingThanks for listening!Quotes:“What I fear about American society right now is that we're not able to [learn at speed, at scale, and in a sustainable way]. . . . It's not about (as a leader) collecting the data, developing a strategy, and being agile.” “We're talking about skills and human beings still like they're an infinite resource, but we're all constrained by time. . . . We have to [better] understand capability.”Resources:PAFOWPAFOW LiveContact:Al's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Amy welcomes Trav Walkowski, the board chair of Employmetrics, a global People Operations Consultancy offering embedded and project-based services, to the Including You podcast. Connect with Trav on LinkedIn & Twitter. https://bit.ly/3jrtARM https://bit.ly/3JAdEYb Including You is brought to you by Lead at Any Level. Learn more about them on their website. http://bit.ly/2lPvOMM Learn more about Pfizer on their website. https://bit.ly/2TTtZiZ Listen to Pfizer's "The Antigen" podcast today. https://bit.ly/3EIIUQD

This week Allan is joined by Nipun Gupta, and industry veteran who has been a consultant, practitioner, vendor, advisor and investor. The topic is "What are we really protecting in cyber?" and the nuances of that question are explored in depth - as well as the interrelationships. Is "protect the business" a guardrail statement while "protect data and people" is the mission? How do we tie protecting people to protecting the business?  For the people?  For the business? How do we map data to the business mission? How far do we go to protect data? What about this new DevOps, application-centric world? Enjoy this conversation!  It's a lively one.

Colin Bitterfield connects growth and security through standardization and proper documentation at People Data Labs. In this episode, he shares his strategies and tactics for building and maintaining a business-first security team that prioritizes people, so everyone wins.

The HRchat guest this time is Dawn Klinghoffer, Vice President of the HR Business Insights team at Microsoft. Her responsibilities include advanced people analytics & research for Microsoft's business units globally including ownership of the employee listening systems, as well as analytics and reporting support for HR programs, including Global Diversity & Inclusion, Global HR Services, Talent Management, and Learning & Development. The team's work has been published in HBR, NY Times, Forbes and other news journals. Dawn has been at Microsoft for over 20 years and has held positions in HR and Finance.  Questions For Dawn Include: How is data/people analytics changing HR at Microsoft and improving the employee experience? How has Microsoft been using data to navigate hybrid work and employee wellbeing?  You've said that “Thriving” is the new North Star for companies. Can you explain a bit about why Microsoft has stopped measuring employee engagement and instead is measuring employees thriving?  What does “thriving” mean at Microsoft? And how do you measure that?  How do employee listening systems and data help leaders understand the struggles and current mindsets of employees? Has the role of people analytics changed over the last couple of years at Microsoft? Switching gears here a bit. Can you talk about the importance of employee trust in creating and sustaining a data-driven culture and people analytics function? Are there any workplace trends you've been noticing? With a look to the future, especially as it relates to flexible and hybrid work, what kind of metrics or analysis are you thinking about and excited to explore?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

In a difficult economic situation, many decisions boil down to numbers, rather than personal decisions. But what if the data was humanized? Instead of a cycle of overly reactive firefighting, how can workforce planning look to the longer term to create a more sustainable, steady approach? “Talent intelligence” data offers a different perspective. Joining us on The Shortlist to chat about this is Toby Culshaw. Toby is the Talent Intelligence Leader: Worldwide Operations and Consumer at Amazon. He is also the author of “Talent Intelligence: Use Business and People Data to Drive Organizational Performance.” Together, we'll discuss what talent intelligence is, how this offers a more balanced perspective to workforce planning and strategy, and most importantly, how this data can offer an alternative route to the worst-case scenario.

Welcome to People Data Insights. In this introduction episode, Paul and Bryan introduce their love for data, share stories about data in their history, and discuss their goals for this podcast.Content of value: Paul shares a story about the challenges with pay conversations, and how one set of data suggests the “better” conversations actually are the most difficult. This podcast is brought to you by Novo Insights. We help People teams use data to make a bigger impact in their organization. FInd out more: www.novoinsights.com

Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI function need to be successful? Building capability What will be possible in the future? Listen to this podcast on Apple Podcasts.

In this episode of the Digital HR Leaders podcast, David is joined by Toby Culshaw, Talent Intelligence Lead at Amazon and author of the book Talent Intelligence: Use Business and People Data to Drive Organizational Performance. Having built successful talent intelligence teams at both Phillips and Amazon, Toby is one of the leading authorities in the talent intelligence space. With the global economy recently having been turned upside down, and many large organisations looking at cost-cutting initiatives, Toby will be sharing his insights into how organisations can leverage the power of talent intelligence to push through the heavy headwinds of the recession and come out with a competitive advantage. The conversation will cover: - The various types of data sets that can be used to hone talent intelligence - How to set up and position a talent intelligence function - The skills you should look out for to build an effective talent intelligence team So if you're interested in understanding how you can thrive during these difficult times, or you're simply looking for advice on how to set up a talent intelligence team, then this is a podcast you don't want to skip! Link to Toby Culshaw's book Talent Intelligence: Use Business and People Data to Drive Organizational Performance, here: https://www.amazon.co.uk/Talent-Intelligence-Business-Organizational-Performance/dp/1398607231 Enjoy! Support from this podcast comes from TechWolf. You can learn more by visiting: techwolf.ai Hosted on Acast. See acast.com/privacy for more information.

Summary:Dr. Adam McKinnon is the People Data and Analytics Lead at Reece Group in Australia. Over the course of his career, he's focused on driving individual, team, and organizational performance through the development and implementation of tailored analytics frameworks and methodologies. Martha Curioni is the Associate Director of HR at IQVIA in Italy. She leverages her technical skills and expertise to help businesses solve their problems using data analysis. In this episode, Adam and Martha talk about the data analysis model presented in the article they co-wrote entitled Automated Assessment of Employee Data Quality using Machine Learning. Chapters:[0:00 - 6:07] IntroductionWelcome, Adam and Martha!Today's Topic:  Automated Assessment of Employe Data Quality using Machine Learning[6:08 - 15:04] What motivated you to start your project?“Necessity and curiosity”Driving the conversation about data quality[15:05 - 27:42] What did you learn from the process?Using the best tool for the jobKnowing how to best present your findings to those who haven't lived through the project[27:43 - 34:31] How do we realistically start using this new data quality model?Real world examples of this model being usedStarting with simple checks before using the model[34:32 - 38:08] Final Thoughts & ClosingCuriosity is keyThanks for listening!Quotes:“Machine learning is this great opportunity to synthesize this massive complexity and distill it to a form that becomes usable, but [machine learning] also elevates the level of work that our HR colleagues can perform.”“The model really is meant to catch . . . the combination of variables that make [your data] inaccurate. And so that's where the model comes in—[it's] able to raise that level of sophistication.”Resources:Article: Automated Assessment of Employee Data Quality using Machine LearningContact:Adam's LinkedInMartha's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Presenting data is harder than it looks. Bar charts may not cut it. But, maybe in HR we have an advantage because our data is about people. We can tell stories! We can humanize the data! For example, change ' 20% of employees are planning on leaving within 6 months' to '1 out of 5 employees want to leave by Easter'. It's even better if, after that, you draw the line between the fact and the business impacts. Presenting people analytics was the subject of this week's episode with Kevin Campbell. Kevin is an Employee Experience Scientist with Qualtrics and has also worked for Deloitte and Culture Amp. Some other insights:

Visier is the recognized global leader in people analytics and on-demand answers for people-powered business Visier reveals the fundamental questions and actionable insights to help business and employees win together. Paul Rubenstein heads the People and Culture department at Visier and joins the #millenniumlive podcast to answer organizations most pressing HR questions to solve the most urgent workforce challenges. On this episode Paul discusses the ways People Data is changing the way we manage, employees future expectations, and what's next in DEIB.

Welcome to an extra special edition of the Talent Intelligence Collective Podcast! In honour of Toby, our fantastic colleague and friend, and the release of his book today, we've flipped the episode on its head, roped some extra exceptional help and instead of a guest, put Toby Culshaw in the hot seat. In this one, it's me - Alan Walker - Alison Ettridge of Stratigens and Joe Thompson of Booz Allen Hamilton co-hosting an episode. The episode started, but not in its usual fashion. There is no news, no worldly updates, just tips, hints and tested tricks that Toby has learned over the years and poured into his book. As I had the virtual mic, I kicked things off. Starting easy by asking the name of the book, the release date and why Toby ever decided to write a book. “Throughout the last few years, so many companies have been branching out into the world of Talent Intelligence. And there is just so little information out there. No general how-to guide. So I thought - I could do that.” Toby Culshaw Toby started writing content way before it was ever meant to become a book, we're talking hundreds of virtual notes and post-its, but he confessed that the overall process was very fluid. “Thank you for doing this, Toby. The fascinating bit for me is that your book is from a completely different view. That of the client. It gives you a depth of understanding of Talent Intelligence as a whole” Alison Ettridge We've talked a lot about connecting the dots on the podcast, it's our favourite saying, and that was very much one of the things that Toby wanted to talk about in his book. Talent Intelligence doesn't just stop at one project. Another element that we've talked about and discussed a lot on our podcast, which simply had to be included in the book, was Toby's definition of Talent Intelligence. Which, funnily enough, changed after our latest episode with Joe Thompson. “In the opening chapter, I actually included multiple definitions. But, the core thing for me, which is up for debate, is the word Talent.” Toby Culshaw The definition of talent refers to a natural aptitude or skill, not an element you would work to achieve. In contrast, Talent Intelligence is very much a learning experience for everyone. Therefore, such words as workforce or decision are possibly better suited. The book is filled with tips about what to do, where to look and how to build a Talent Intelligence function. What about what not to do? “I may be a bit biased with this answer, but don't tie Talent Intelligence to filling jobs. The power of Talent Intelligence lies in de-risking decision-making, trying to be as broad-minded as possible and a whole host of other things. Not simply filling jobs.” Toby Culshaw A big big thank you to everyone who helped make this book a reality. Toby may have been the one who wrote, but it was thanks to everyone contributing. And as always, a massive thank you for supporting us. And of course, if you liked this episode, Toby's book: Talent Intelligence: Use Business and People Data to Drive Organisational Performance releases today and is available on Amazon here. Till the next one – stay intelligent! Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.

Jon Agnone, Senior Director of People Analytics at Salesforce, joins us to discuss how to support the business and executives

“When you're telling data stories, you're affecting people's lives.” Data is generated constantly in today's digital world. But to truly get value from that data, it needs to be turned into actionable insights that foster meaningful engagements with both stakeholders and consumers. In this episode of the Consumer Insights Podcast, Thor is joined by Gilad Barash, VP of Analytics at Dstillery.

90% of companies have some sort of employee listening programme, but only 7% of employees feel their company is very good at doing anything with that feedback.   When it comes to employee data, how many companies are ticking the box of collecting various bits of information, including sentiment towards the business, through surveys and other such listening mechanisms, and then do very little with it?  Is it because they are overwhelmed, don't have the skills, or can't be bothered?   In episode 47 of the Sticky From The Inside Podcast, host Andy Goram, from the employee engagement and workplace culture consultancy, Bizjuicer, talks to Kevin Campbell, an employee data scientist from Qualtrics. Kevin shares his experiences of working for Qualtircs, Gallup, Deloitte, and as an independent data consultant and shines a light on how to turn all this data into real action, that moves the business, and those in it, forward. ----more---- Join The Conversation Find Andy Goram on LinkedIn here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Kevin Campbell on LinkedIn here Find out more about The Four Enablers of Engagement here Read the "Engage For Success" evidence paper here Follow David MacLeod OBE on LinkedIn here Follow Nita Clarke on LinkedIn here Find out about Google's Heartbeat Analysis here Find out about Employee Journey Analytics here ----more---- Full Episode Transcript Get the full transcript of the episode here

Harrison Kim interviews Traci Scherck on how people data impacts employee retention. 1. Can you define people data/people analytics?2. Why are people analytics/people data important? How does it impact employee development and retention?3. What type of data should an organization be collecting? How should they be collecting it?4. How can organizations use the predictive index for employee retention? Find Traci on LinkedIn and Elevated Talent Consulting!Find Harrison Kim at Pavestep at harrison.kim@pavestep.com.To be featured on Working with People by Pavestep, email Riley Steinbach at Riley.steinbach@pavestep.com. Recorded July 2022Support the show

Welcome to Episode 77 of The Future of Work, the podcast that looks at every aspect of work in the future, featuring industry experts and thought leaders discussing how work is changing and evolving. The Future of Work is NOW.Episode 77 of Chaos & Rocketfuel the Future of Work podcast, in part, attempts to answer the question “why is it important to measure employee performance?”To answer it we connect with Robert Chan who is Head of People Analytics at City National Bank. Robert uses people data in his quest for successful digital transformation.In this first episode with Robert, we get to hear his personal story of how a numbers man saw a gap on the people side and used his background in analytics and statistics to start a new role at CNB as Head of People Analytics. It's a great conversation, highlighting that if you have a goal; plan, persevere, and make it happen.

https://www.patreon.com/datameshradio (Data Mesh Radio Patreon) - get access to interviews well before they are released Episode list and links to all available episode transcripts (most interviews from #32 on) https://docs.google.com/spreadsheets/d/1ZmCIinVgIm0xjIVFpL9jMtCiOlBQ7LbvLmtmb0FKcQc/edit?usp=sharing (here) Provided as a free resource by DataStax https://www.datastax.com/products/datastax-astra?utm_source=DataMeshRadio (AstraDB) Transcript for this episode (https://docs.google.com/document/d/1hNNILAXWGAZ8xEyjUxe7oiek88R0C_PcFIKo3EBgRfQ/edit?usp=sharing (link)) provided by Starburst. See their Data Mesh Summit recordings https://www.starburst.io/learn/events-webinars/datanova-on-demand/?datameshradio (here) and their great data mesh resource center https://www.starburst.io/info/distributed-data-mesh-resource-center/?datameshradio (here) In this episode, Scott interviewed Jay Sen, Data Platforms & Domain Expert/Builder and OSS Committer. While Jay currently works at PayPal, he was only representing his own view points. Some key takeaways/thoughts from Jay's view: When you get to a certain scale, any central team should focus on, as Jay said, "Empower people, don't try do their jobs." That's how you build towards scale and maintain flexibility - your centralized team likely won't become a bottleneck if they aren't making decisions on behalf of other teams. To actually empower other teams, dig into the actual business need and work backwards to a solution that can solve that. If there is a solution already in place that isn't working any more, look to find ways to augment that rather than trying to replace or reinvent the wheel. Self-service is a slippery slope - it often solves the immediate problem of time to market but also creates next level challenges. A big issue is that when you remove the friction to data access, you are throwing challenge of finding right data on consumers plate. Data contracts are great when everybody aligns on a single contract and there are enough tools to support the contracts. But they also create a proliferation of data to enforce the contracts required by multiple consumers - thus, they often don't survive the real world. The data catalog space is finally getting some needed attention. But there are still a myriad of issues that need solving. Will those be solved by technology or by leveraging a "data concierge" remains to be seen. It's insanely easy to overspend in the cloud. Everyone is vaguely aware but cost should be part of every important architectural discussion. You can drive business value but it absolutely must also be focused on the cost as return on investment is far more important than simply return. Jay took a few lessons from working on a central services team in a company of ~200 people. Having a centralized team was doable at first but as the org scaled, it quickly got complicated. As a centralized team, it's very easy to become a bottleneck but Jay learned a lesson that has continued to help in his subsequent roles: "empower people, don't do their jobs." Focus on reducing the friction to others doing their work instead of doing it for them. Easier said than done so how do you empower people? Per Jay, you must understand the business aspect and what the requestor actually needs. That isn't really going to get communicated well in a ticket most times so you should have a high context information exchange to take what they need and convert it into a workable solution. And often, there is already a solution in place but it's just not handling the job anymore. So you want to consider if you should solve the same issues in a better way. It's much easier to do a greenfield deploy but brownfield is an inevitable facet of enterprise data work. Per Jay, a few good things to remember: 1) frameworks and technology come and go but the concepts are the things that stick around. Focus on solving issues by leveraging technology and frameworks, not relying

Speaker: Jared Valdron of peopledatabot https://www.peopledatabot.com/ Learn more about our digital events and the people data for good movement: https://pafow.net/ To ongoing learning, creativity, and compassion for the human experience!

We talk about analytics and bias, AI (of course) their new book, called Decoding Talent.

In this episode I speak to Ben Eisenberg of People Data Labs, the provider of B2B and professional data.In our conversation, Ben and I discuss PDL's evolution and what can be achieved with records covering 1 billion individuals.In other news, I will be moderating a panel at the Beryl Elites conference in New York on June 20-21. I hope to see some familiar faces there. https://berylelites.com/4th-annual Hosted on Acast. See acast.com/privacy for more information.

We discuss the craziness of today's labor market, as well the adaptive employee experience and the company's approach to people analytics,

Joseph Ifiegbu comes to today's Now of Work Digital Meetup with stories to tell: how he discovered HR Analytics, his early days at the forefront of the people analytics movement inside envelope-pushing brands like Snap Inc. and WeWork, his own founder's story as the CEO of eqtble...Joseph has built a career turning people data into people stories. The goal, after all. Every good storyteller knows the critical elements of a story: characters, context, hero's journey, ending. HR Analytics, or using people data for business outcomes, is often missing context, basic data collection, and interpretation. Alas, no good ending. “You can't connect the dots if you can't collect the dots!” (Jess Von Bank's favorite thing to say) On this Digital Meetup, Jess and Jason hear Joseph's take on collecting and interpreting data stories for workforce insights. Pretty useful stories to have in an employee-driven talent market!

Galen Low is joined by Bentzy Goldman, Founder, and CEO of Perflo, an innovative and fully distributed startup that helps project teams and their leaders stay aligned and collectively find ways of continuously improving team performance. Listen to learn how to leverage people data to run high-performance project teams.

H@H: Ep. 66 – On this week's episode, professor Heather Whiteman joins host Ray Guan to talk about all things people analytics (PA). Heather talks about how she became interested in working with data and how she's spent her career marrying analytics with human capital. We discuss the evolution of data and its effects on PA, including why some data scientists who succeed in the hard sciences fail at PA. Finally, we wrap with why PA is important for all business leaders, and why you should strongly consider adding the PA elective this fall.Episode Quotes:On the uses of PA today: “People analytics has become a necessary approach to [measuring] squishy things like knowledge, collaboration, ideas, and goodwill.”On the danger of not using human judgment in decision-making: “If you build these models, but you don't think about their consequences...they can have ripple effects and [...] affect people's lives, their livelihoods, their families, opportunities and outcomes.”On her PA class: “It is a class that you have to be comfortable being uncertain. People, analytics is not like physics. It's not like finance. There aren't right answers. There is data, there is information, and then there's a lot of understanding context and situation and outcomes.”Show Links:Heather Whiteman: | LinkedIn | Website5 V's of Data ScienceBook rec's: Weapons of Math Destruction | Data Feminism People Analytics Class Syllabus (login w/ Haas email)Support this podcast at — https://redcircle.com/here-at-haas/donations

This episode is sponsored by Davwill Consulting Inc. Is it time to revisit your self-care?Tom Haak is the director of the HR Trend Institute. The HR Trend Institute follows, detects and encourages trends. In the people and organisation domain and in related areas. Where possible, the institute is also a trend setter. Tom is also the chief curator of The Museum of HR. Tom is considered to be one of the leading global HR thought leaders.https://hrtrendinstitute.com--- Send in a voice message: https://anchor.fm/deb-crowe/message This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit debcrowe.substack.com