“Wanted! People Analytics Leaders”
By | Jonathan Ferrar | CEO Insight222® | Co-Author “Excellence in People Analytics | Board Member of CIPD | insight222.com & myHRfuture.com
People analytics is buoyant. And it has become more important than ever over the last 18 months as a result of the pandemic. Between 2019 and 2021 as David Green and I undertook the research for our recent book, Excellence in People Analytics, we noticed a demonstrable change in the demand for and value delivered by people analytics as a result of the pandemic.
And now, new research we have conducted in the summer of 2021 confirms this. In one part of our soon to be published Insight222 People Analytics Research 2021, 35% of people analytics leaders have changed roles in the last 12 months.
It feels like almost every day — and certainly every week — that I read about a people analytics leader changing positions. I am often contacted by chief human resources officers asking for help in recruiting their next people analytics leader. Or executive search firms for assistance in defining the key criteria for these roles — and asking “who are the best” in this field.
During my summer break, all this got me thinking. With people analytics leaders being highly sought after, what is it that they should do to meet the huge expectation in their first 100 days?
There is a lot that has been written about what people analytics leaders can do, including a paper I co-authored back in 2015 published by IBM Smarter Workforce Institute: Starting the workforce analytics journey: The first 100 days.
However, based on more recent research conducted for Excellence in People Analytics, I believe the first 100 days for a new people analytics leader has become much simpler. It is all about adopting a “Business-First” approach to: