David Green 🇺🇦’s Post

Presenting the best HR, future of work and people analytics resources for March: https://lnkd.in/ezhFircJ Resources featured this month include: 1️⃣ Brent Dykes lays out a powerful explanation and visualisation (see image) of AI and Human driven augmented storytelling. 2️⃣ Hein J.M. Knaapen highlights the four people priorities that connect to value: Performance management, Succession management, Leadership development, and Capability building 3️⃣ Donna Morris shares how Walmart is not just navigating but leading the revolution in workplace technology with Lars Schmidt 4️⃣ Peter Cappelli, Prasanna Tambe and Valery Yakubovich look at the use and challenges of integrating Large Language Models (LLMs) in organisations, and present practical recommendations on how to work with LLMs successfully 5️⃣ Hallie Bregman, PhD breaks down the advantages and disadvantages of locating people analytics in and outside HR 6️⃣ Jordan Pettman presents his Organisation Strategy Ecosystem model, which is designed to accelerate the impact of Strategic Workforce Planning 7️⃣ Dave Ulrich offers some initial reflections on what the journey could look like for applying GenAI to HR work 8️⃣ Andrea Derler, Ph.D. Peter Bamberger, Manda Winlaw and Cuthbert Chow present results of their analysis on the consequences for organisations of paying new hires more than existing employees - including high-performers 9️⃣ Andrew Pitts and Chad Mitchell highlight data sources that are typically overlooked for ONA 🔟 Josh Bersin discusses why ‘Talent Density’ is becoming one of the key strategies for growth. 📚 The Two 'Books of the Month' are Strategic Workforce Planning: Best Practices and Emerging Directions edited by Marc Sokol and Beverly Tarulli, Ph.D., and Creepy Analytics by Dr. Salvatore Falletta ..and there's much more too! I hope readers learn as much from these resources as I did. #humanresources #peopleanalytics #workforceplanning #leadership #culture #employeelistening #learning #employeeexperience #diversity #talentmarketplace #orgdesign #organizationalnetworkanalysis #hrtech #futureofwork #hybridwork

𝐃𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐯𝐞 𝐀𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬: 𝐔𝐧𝐯𝐞𝐢𝐥𝐢𝐧𝐠 𝐭𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬: 𝐖𝐡𝐚𝐭 𝐇𝐚𝐩𝐩𝐞𝐧𝐞𝐝, 𝐖𝐡𝐞𝐧, 𝐚𝐧𝐝 𝐖𝐡𝐨 𝐖𝐚𝐬 𝐈𝐧𝐯𝐨𝐥𝐯𝐞𝐝? Imagine you're the HR manager of a company, and you’ve noticed that a number of employees have recently left. You’re not sure exactly how many or if there’s a pattern behind these exits. This is where Descriptive Analytics can help. You gather data on employee exits over the past year. The data includes when each person left, which department they worked in, and how long they had been with the company. You also look at their performance reviews and any exit interview notes. Using Descriptive Analytics, you organize all this information to get a clear view of the past. What do you find? A pattern emerges: most of the employees who left worked in the marketing department, and many left within six months of joining. You also notice that the exits spiked during the same period let's say maybe when there was a change in the department’s leadership. Descriptive Analytics doesn’t predict future exits or tell you why people left, but it answers key questions like what happened? , when did it happen?, and who was involved?. It’s about summarizing the facts of past events to give you a complete picture of what occurred. With this clear understanding, you now have the foundation to dig deeper into possible causes and take action to improve employee retention. #DescriptiveAnalytics #HRAnalytics #DataDrivenHR #WorkforceAnalytics #HRInsights #PeopleAnalytics #HRData #HRLeadership

Let's dive into the world of predictive analytics and its game-changing impact on workforce planning! No more playing catch-up in the fast-paced business arena. With predictive analytics, we're proactively anticipating talent needs, optimizing resources, and driving growth. Picture this: data magic predicting future trends and behaviors. That's the power of predictive analytics! From saying goodbye to reactive hiring to spotting talent gaps and boosting productivity, it's revolutionizing how we plan our workforce. Key Benefits? You bet! 🎯 Say goodbye to guesswork with strategic talent acquisition. 💼 Retain top talent and identify future leaders with retention planning. ⚙️ Achieve perfect staffing levels and enhance agility with optimized workforce deployment. 🌈 Foster a more inclusive workplace with diversity and inclusion insights. So, let's seize this opportunity, take action, and shape a future where businesses and talent thrive together. Who's ready to join the revolution? 🚀 #PredictiveAnalytics #WorkforcePlanning #FutureOfWork #HRStrategy #TalentAcquisition #RetentionStrategies #DiversityandInclusion #DataDrivenDecisionMaking #HRLeadership https://lnkd.in/ggVwUunx

There’s probably no mystical crystal ball 🔮 that can predict the future. But there’s plenty of insightful talent intelligence to make the process a whole lot easier. Here's a quick guide to workforce planning, its benefits, key steps for strategizing, and how data can help: https://buff.ly/3VrCo9r #workforceplanning #datadrivenHR #data #talentanalytics

There’s probably no mystical crystal ball 🔮 that can predict the future. But there’s plenty of insightful talent intelligence to make the process a whole lot easier. Here's a quick guide to workforce planning, its benefits, key steps for strategizing, and how data can help: https://buff.ly/3VrCo9r #workforceplanning #datadrivenHR #data #talentanalytics

Leveraging #DataDrivenApproaches and #TalentAnalytics to Solve Workforce Challenges R P Yadav  Read more at: https://lnkd.in/ejuFBiQ6

👩💼🔍 Task 2 Accomplised: Insights with HR Employee attrition Analytics Turnover Prediction Project! 🔍👨💼 Now embarking on this transformative endeavor, I spearheaded the creation of a robust model capable of foreseeing which employees were likely to part ways with the company. Armed with a wealth of employee data encompassing critical metrics such as performance evaluations, tenure, and compensation, our aim was to equip organizations with proactive measures to tackle turnover head-on.... 🔍📊 The Process Unveiled? Our expedition began with an intensive exploration of the dataset, dissecting variables influencing employee attrition. Employing sophisticated data preprocessing and feature engineering techniques, we sculpted raw information into actionable insights, laying a solid foundation for advanced predictive modeling. Leveraging cutting-edge machine learning algorithms - from Logistic Regression to Random Forest and Gradient Boosting - we embarked on the journey of predictive model development. 📈 Impact Amplified! This project transcends mere prediction; it's about enabling organizations to navigate talent retention proactively. By identifying employees at risk of departure early on, companies can deploy targeted retention strategies, fostering a culture of engagement, loyalty, and resilience. 💼 Why it is needed? In today's competitive landscape, talent retention is critical for organizational success. Employee turnover exacts substantial costs and undermines productivity and morale. Harnessing the power of data science and predictive analytics, we've reshaped the contours of HR management, enabling companies to anticipate and counteract turnover with foresight and agility. 🌟 Join the enrolled!! If you're fervent about leveraging data-driven insights to fortify organizational resilience and cultivate thriving workplace cultures, this is your call to action! I want to share my gratitude in my teams TechnoHacks EduTech Official and Sandip Gavit Thrilled to have successfully led this project, I invite you to collaborate with me in redefining the narrative of talent retention and charting a course towards organizational excellence and employee fulfillment. Excited to be part of this transformative mission? Reach out to discover more and become an integral part of this dynamic initiative! #HRAnalytics #EmployeeTurnover #PredictiveModeling #DataScience #TalentRetention #OrganizationalExcellence #JoinUs #Opportunity

If you're not using people analytics, you’re falling behind. 🎯 In today's fast-paced business world, relying on gut instincts or experience-based decision-making doesn’t cut it anymore. Data is the new oil, and HR professionals must use people analytics to make smarter, more informed choices that benefit both employees and the organization. I’ve seen firsthand how leveraging people analytics transformed workforce planning and development. From identifying retention risks before they happen to optimising talent acquisition strategies—people analytics empowers leaders to make data-driven decisions that matter. Here’s the thing, though: people analytics isn't just a tool; it's a mindset shift. It’s about embracing data as a resource and a core element of every talent management strategy. ➡️ Want to optimize employee performance? Start by analyzing patterns in engagement, productivity, and feedback. ➡️ Need to reduce turnover? People analytics helps you identify early signs of attrition so you can intervene before it’s too late. Now, I’ve been keeping an eye on trending news. With major tech layoffs making headlines, businesses are more focused than ever on making data-driven decisions to maximize efficiency while keeping their workforce agile. It's the perfect time to highlight how people analytics can play a pivotal role in navigating these uncertain times. 📈 So, how are you using people analytics to drive change in your organization? #PeopleAnalytics #HRTech #WorkforceTransformation #DataDrivenHR

Data. Fairness. Transparency. These three pillars kept coming up during my recent conversation with Brett Van Buskirk, VP of Marketing at Datapeople, as part of the HR Connect series. One of the key takeaways for me was how data, when used thoughtfully, has the power to revolutionize not just talent acquisition but workplace culture as a whole. Brett shared that fairness in hiring isn’t just about compliance—it’s about creating processes that empower teams and build trust. We also discussed the risks of AI in hiring. While it can enhance efficiency, it requires careful stewardship to avoid unintended biases. Brett’s perspective reinforced something I’ve seen across the HR tech space: technology is only as good as the strategy and data behind it. Without intentionality, even the most innovative tools can lead us astray. Another point that struck me was his view on leadership during uncertain times. Brett emphasized authenticity and consistency—showing up for your team, even when the path forward is unclear. It’s about building trust, not just when things are tough, but every single day. This conversation reminded me why I love working with HR tech companies. There’s so much potential for innovation, but the focus always comes back to people—how we hire, how we lead, and how we grow together. What do you think is the biggest challenge or opportunity in creating fair, data-driven workplaces? I’d love to hear your thoughts. P.S. The link to the interview is in the first comment 👇🏻 #HRConnect #LeadershipInsights #DataDrivenHR #TalentInnovation #InclusiveWorkplace #ThoughtLeadership

More great content from Barrett/Greene and Route Fifty, this time on why #publicsector organizations need to conduct #workforceplanning. As the authors point out, one estimate is that 80% of jobs will change as a result of #AI. That means understanding future #talent needs – and meeting them – is more important than ever. This is especially true in #government, which must meet the challenge of attracting and retaining talent in a labor market that will continue to be highly competitive for years to come. The article also focuses on the need for accurate and comprehensive #data as the basis for workplace planning -- and for systems that integrate data from various sources. That resonates strongly with us at UKG because a big part of what we do for our thousands of public-sector customers is provide the tools and technology that enable them to collect, analyze and act on #workforce data. As an organization that specializes in human capital management systems, we are all #HR, all the time. But we also know that people are what drive organizational success and create great places to work. Hence our motto “Our purpose is people.” And thanks, as always, Katherine and Rich, for including my comments in this important article. https://lnkd.in/dA52jqBW Barrett and Greene Inc. Route Fifty Linda Misegadis, CPP, CPM, CCM, IPMA-CP Dr. Jarik Conrad Patrick Bennett Great Place To Work US UKG Carol Lawrie-Ballou Beatriz Mitchell Lisa Juley The UKG Workforce Institute Government Finance Officers Association (GFOA) PSHRA NASPE ICMA - International City/County Management Association National Association of Counties National League of Cities #employeeexperience Karla Wilkins Bryan Peck