Author Archive - PeopleInsight Workforce Analytics
John Pensom is CEO of PeopleInsight with 20 years’ experience in the "people" business and gained deep knowledge in how technology, information and analytics drives business and culture change. PeopleInsight is a Canadian company delivering cloud-based workforce and business analytics; it connects and unlocks traditionally disparate HR, talent, engagement, business results and external market data to deliver rich insight through analytics in clear, visually appealing and actionable ways. Read more
Best practices for quarterly reporting
Some best practices for quarterly reporting outlined here are focus on the story you want to tell, evolving data and analytics, keep it clean, and tailor the report to the audience.
5 do’s and don’ts for effective HR reporting
Last month we introduced 3 questions that should be asked of any reporting that is done with a regular cadence – monthly, quarterly, annually – where you can get into the habit of “same old, same old”.
Is your HR reporting effective? Maybe it’s time to re-think your approach
Here are 3 questions to help you assess whether you have effective reporting and suggestions for making sure you’re hitting the mark. These are the questions that should be asked of any reporting that is done with a regular cadence.
PeopleInsight’s top 5 blogs (so far) on workforce analytics
PeopleInsight has pulled together their top five most popular blog posts this year (so far). From gaining a deeper understanding of the newest category in HR technology, to applying workforce analytics in the realm of Talent Acquisition for better recruiting, and hearing about one mid-sized companies own journey with DIY analytics, we’ve got a topic in the realm of workforce analytics for everyone.
People analytics at work: Achieving objectives and realizing outcomes, part 3
Committing to your analytics journey can be overwhelming. As you get started with your objectives and priorities, you may realize you need help pulling together the data. Don’t worry, that’s a common situation. It’s important to find an analytics partner who will work with you to make the data connections that matter, and evolve as your business needs change.
People analytics at work: Achieving objectives and realizing outcomes, part 2
People analytics can be very exciting at the same time as daunting and overwhelming. That’s why we stress the importance of starting small and keeping a precise focus on areas of priorities. With your objectives clearly defined, you will have a guide for the metrics, segmentation and analysis/insight phases of the framework.
People analytics at work: Achieving objectives and realizing outcomes
In this week’s blog, we’re taking a look at the first and most critical step in kickstarting your analytics journey to bring value to your business—identifying and prioritizing your business objectives.
Gender pay equity: How do you measure up?
The gender pay gap has been much in the news lately as well as on the minds of the CEO and CHROs. It’s an issue that exists at the intersection of state/federal legislation, social values/ethics, and the economic realization that gender pay equity is good for business.
Workforce analytics pureplay: Are you a fit?
7 questions to ask yourself to see if you/your company is a fit for this approach to HR analytics and reporting. Hint: if you’re mid-market in size (1000–5000 employees) you just may be a fit.
HR should be doing HR, not spreadsheets
John Pensom, CEO of PeopleInsight, talks about the urgent need for HR to get beyond spreadsheets, leverage new technologies, and make a transformative contribution to the business.
Consider your audience: HR analytics
As we discussed in last month’s post, one key aspect to successfully using analytics to drive decision making is being able to tell the story—apply important context to the results to understand what they mean. Another key consideration is your audience. Your audience should determine what analytics to focus on and how you visualize the results.
Power your people analytics with storytelling
In our last post, we explored the value of visualizations in bringing workforce data to life and simplifying understanding. So what comes next once we have robust people data, deeper understanding, and great visualizations? It’s time to start using HR Analytics to share insight and drive decision making with executives and lines of business. What’s the best way to do this? It’s through storytelling. That’s right…good old–fashioned storytelling.
The power of data visualization
With so much HR and Talent data at our disposal, its critical that we come up with ways to distill the volume into manageable and meaningful chunks of information. A key way to do this is via data visualization. It seems common sense, but why then do we still attend or present at meetings with slides consisting of rows and columns of numbers, or text–heavy slides with a crude chart or two as illustration of the points? Why do annual reports favour flat data, charts and lists, and heavy text explanations?
HR metrics: A data driven look at sales teams
All of this got me thinking about the ways in which analytics can guide and drive the building out and scaling of a highly effective sales capability. With this in mind, I put together some thoughts on the inputs and decisions needed to gain a 360 degree view on your sales talent, broken into three components—Company Context, Candidate Profile & Recruitment, and Development, Support & Motivation.
HR data: Go beyond the tip of the iceberg
Workforce data is everywhere. In all different formats using multiple languages, inconsistent terminology, and living in different systems. Given this complexity, it’s not surprising that most HR & talent teams access and utilize only a small portion of their data’s power. This is the data that’s visible, on the surface, and easily reported. But this is only the tip of the iceberg…and below the surface is where we really need to focus to deliver results for the business.
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Awards and recognition
#10 on Feedspot's Top 75 in 2016
Employment Blogs
Fodden Award for Best Canadian Law Blog
Legal Culture Award
Runner up in the Fodden Award for Best Canadian Law Blog
Finalist in the Fodden Award for Best Canadian Law Blog
First Reference HR compliance products and services
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Racialized, foreign-trained lawyer discriminated against during interview
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
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Believing women while remaining neutral: Conducting sexual harassment and sexual violence investigations in a post-#metoo world
Excellent article !! Right on point. So many times we encounter opinionated employer representatives or coworkers who address complaints from positions of bias. Bias that... – Oct 30, 12:07 AM
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