Diana Peeva FCIPD’s Post

Unpacking some thoughts around #skills based strategic workforce planning that I've been having with #orgdesign and #workforceplanning leaders 🎯 What most enterprises are focused on - Building some form of internal skills intelligence to understand their workforce skills - Standardizing their skills taxonomy so everyone speaks the same language - Augmenting internal skills data with external labour market data to understand 'skills of the future' 🤕 What most enterprises struggle with - Mapping out the competency of their workforce using skills data - Identifying skills gaps within the organization - Setting targets for what skills to Build, Buy, Borrow or Bot I've seen a few vendors and internal teams do skills intelligence reasonably well using some form of AI based mapping of internal HRIS, external job market, and self reported employee data but yet to see one do the part enterprises struggle with well. Eventually, this inability to map skills to proficiency and proficiency to business outcomes leads to lack of buy in from leadership teams (CEO, COO, CFO, business heads) We're trying to reinvent the way competency analysis is being done at Agentnoon by simplifying the collection of data from business leaders, giving enterprises a starting point with some basic data analysis, and focusing on one group at a time instead of the whole org. Skills based workforce planning is critical to ensure organizations transform and are prepared for the future but it doesn't start and end at building an internal skills intelligence database How are other #orgdesign and #strategicworkforceplanning practitioners addressing skills gap analysis?

The key challenge for hiring and recruiting the right talent into the organisation lies in evaluating the effectiveness of these decisions. Despite using various assessments, CEOs, CHROs, and senior executives still question whether they are hiring individuals who truly bring value. Currently, there's a lack of tools to objectively measure this effectiveness. Companies spend millions on hiring, graduate programmes, and other engagements but struggle to assess if their hiring managers are making the right choices. VMEdge addresses this issue. With the click of a button, it provides a complete picture of your hiring effectiveness. This advanced HR AI solution is essential for tech-oriented leaders seeking real AI-driven insights. Book your demo today. #TalentAcquisition #HiringEffectiveness #HRTech #RecruitmentAI #Leadership #TechInnovation #VMEdgeDemo #HRAnalytics #SHRM #CIPD #AI #HR https://lnkd.in/enCEcbDt

The key challenge for hiring and recruiting the right talent into the organisation lies in evaluating the effectiveness of these decisions. Despite using various assessments, CEOs, CHROs, and senior executives still question whether they are hiring individuals who truly bring value. Currently, there's a lack of tools to objectively measure this effectiveness. Companies spend millions on hiring, graduate programmes, and other engagements but struggle to assess if their hiring managers are making the right choices. VMEdge addresses this issue. With the click of a button, it provides a complete picture of your hiring effectiveness. This advanced HR AI solution is essential for tech-oriented leaders seeking real AI-driven insights. Book your demo today. #TalentAcquisition #HiringEffectiveness #HRTech #RecruitmentAI #Leadership #TechInnovation #VMEdgeDemo #HRAnalytics #SHRM #CIPD #AI #HR https://lnkd.in/enCEcbDt

An interesting moment...I was recently offered a VP People role. I declined bc I'm happily obsessed with building Included. But the offer is on trend: what tech companies really want in HR leaders is the founder's obsession with measuring everything. They were after my ability to track people metrics – so here's what tools I would use in my first weeks as an HR leader to start measuring: 1. Calendar data - a secret weapon. The magic number? 30% cross-functional meetings. Less than that? Your teams are working in silos. Leverage this early signal as a conversation starter with leader - get transparent about where the info came from to demonstrate early data-driven signals. 2. Survey data & the one metric matters most. Teams with >15% engagement gap from company average in growth scores. Those are your problem spots. Begin bonding with the top layers of execs in those teams right out of the gate to enable early visibility. 3. HRIS data - it's hiding retention triggers: 18 months without a promotion + comp below market rate = resignation risk. Get to the info fast and act as a "retention guru." Over the next 3 days I'm going to break down how to implement each of these. • Bite sized action plans • Tool recommendations • Easy hacks to metrics Follow along if you want to level up your people analytics game 📈 or...if you want to get scouted for an HR leadership role! 🙃 #PeopleAnalytics #HR #Leadership #CHRO #First90days #VPHR #AI #AIforHR #Worktech #HRTech #Femalefounder #WomeninAI #HiringStories

Great post by Laura Close on practical tips of using data to inform HR intervention decision making. Can’t wait to read about the implementation on each of the topics!

Become Your CEO’s Most Valuable Partner – New Guide for HR Leaders! In 2024, the connection between HR and business strategy is more critical than ever. Our latest guide, created by Predictive Index, "Become Your CEO's Most Valuable Partner," is designed to help HR leaders navigate the complexities of today’s workplace—from talent shortages to AI integration. This comprehensive resource offers actionable strategies to align HR with executive goals, ultimately driving company valuation. As a partner with Predictive Index, we provide best-in-class Talent Optimization tools to help you make a greater impact. 👉 Download the guide now and start making a greater impact: https://bit.ly/46TXnaf #HRLeadership #BusinessStrategy #TalentManagement #AIinHR #WorkplaceCulture

I frequently read news articles about various CXOs driving business transformation through tech and how digital transformation is the key. In today's fast-paced business environment, it's common for leadership to jump on the latest tech trends to gain an edge or turn around a function. But what bothers me is the fact that HR often becomes an easy target (especially with AI) with statements like: "We don't need so many HR professionals." "We'll automate our processes." "We'll invest in software." But can we really replace a function that's integral to our employees' well-being and productivity? How do you build human credibility and trust with machines ? :) Maybe leaders can take a step back and reflect on why they hired HR professionals in the first place. Was it merely to input data into Excel? Or was it to ensure that we are maximizing the potential of our workforce, the very people who drive our business? Rather than seeking quick fixes, conducting a thorough Root Cause Analysis (RCA) to uncover the true solutions to business challenges becomes imperative. It's about finding the right answers, not just the convenient ones. #Leadership #HR #BusinessStrategy #RootCauseAnalysis

The future of HR is shifting, with leaders like Don Robertson, EVP & CHRO at Northwestern Mutual, leading the charge. For Don, HR’s focus should move beyond titles to prioritize skills and expertise. “We need to move towards a skill-based approach,” he says, stressing the need for a shared skills language within organizations. In Don’s vision, future HR leaders will build skill ecosystems, focusing on expertise over tenure. “It’s going to be about what you know, not who you know,” he shares. With AI as a driver, Don foresees data-driven talent marketplaces matching roles with skills, not just resumes. HR needs a shift from incremental to transformational thinking. “We have to become more transformational and think five or ten years out,” Don advises. This forward-thinking mindset will be essential as organizations adapt to the evolving world of work. While these changes will challenge long-standing norms, Don emphasizes that HR must lead in creating agile, skill-based cultures that thrive on knowledge and flexibility. 🔔 For more insights like these, sign up for our weekly newsletter in the comments. #HR #CHRO #PeopleLeader #SkillBasedHiring #AI #TalentInnovation #HRTransformation

In the 20 years that I’m active in the org design and analytics business, I still see many talent managers using assessments on an ad hoc basis – so without an assessment strategy. Such a waste! The data that assessments provide you as a CHRO or Talent Director can be of great help to you with Talent & Succession Management. How exactly? Read on to find out how #KornFerry can do that for you with #assessmentstrategy and #scalableanalytics

Become Your CEO’s Most Valuable Partner – New Guide for HR Leaders! In 2024, the connection between HR and business strategy is more critical than ever. Our latest guide, created by Predictive Index, "Become Your CEO's Most Valuable Partner," is designed to help HR leaders navigate the complexities of today’s workplace—from talent shortages to AI integration. This comprehensive resource offers actionable strategies to align HR with executive goals, ultimately driving company valuation. As a partner with Predictive Index, we provide best-in-class Talent Optimization tools to help you make a greater impact. 👉 Download the guide now and start making a greater impact: https://bit.ly/46TXnaf #HRLeadership #BusinessStrategy #TalentManagement #AIinHR #WorkplaceCulture