Overview

People Analytics is a broad ranging term that can simultaneously be used to describe teams, deliverables, services, competences, skill and even strategies. For many years there have been examples of People Analytics solutions playing a key role in either business development or the general support of HR. As the nature of “work” evolves, while levels of productivity stall, People Analytics is finding itself more and more at the centre of our discussions and decision making on the right way forward.

The challenge so far is that matching the individual solutions to the variable application of the term “People Analytics” leaves companies and HRs with either short-lived or unsustainable solutions and practices, formalizing solutions into a portfolio, or even a formal function is often problematic. Your delivery and working model needs to match your capabilities and technology, but perhaps more importantly you need to understand where you sit in your own organizational network, which stakeholders are invested in your success, and are the other stakeholders you may be unwittingly competing against.

Our approach is to demystify the terminology around People Analytics, separate the functional from the conceptual, from the technological and then lay-out the prerequisites in each area, so that where-ever you are on your people analytics journey, you can map out what needs to be developed next and where do you ultimately want to go.

One Day Masterclass

Instructor led group facilitation to balance instruction, peer-to-peer learning and learning by doing.

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Benefits of attending this interactive one day online interactive Masterclass

The Masterclass will cover essential high-level details required to design and understand People Analytics required competencies, technology, methodology and network. This workshop will not include in-depth technical details system/tool/modelling reviews.

By attending this Master Class you will get a solid understanding on options for evolving and developing People Analytics and take away:

• Self-assessment on current and target state
• Analytics Capability assessment
• Project deployment assessment
• 1-2 People Analytics Case Studies

Masterclass preparation list

Masterclass pre-requisites

• PC, Mic and Camera
• Decent soundless environment
• A notepad, a pen / pencil
• A clear desktop
• A willingness to speak up
• Easy access to your coffee pot / kettle

House Rules

• Be present
• Be patient
• Be active in the chat
• Be open-minded
• Be kind to other participants

Post Masterclass Deliverables / Course material

A self-assessment of

– your current role and the target state
– your current capabilities
– suitable projects to start on

Methodologies

How to implement

A holistic view

How to set up People Analytics and add value to your organization in the best way for you

Don’t miss this unique opportunity!

Instructor led group facilitation to balance instruction, peer-to-peer learning and learning by doing.

register now

Mark Hayton is the Global Lead for Organization Development Analytics at Nokia, an experienced professional in Human Resources and People Analytics, public speaker, tutor and author of many published articles on employee engagement, culture, organization development and people analytics. He has advised senior executives, conducted both broad sweep and investment targeted industry research with assessments for potential investment predicting unexpected market slowdowns, customer investment patterns and even surprising presidential elections. With over a decade in Nokia mark has garnered experience in HR from strategic resourcing, business partner, core systems and HR development roles applying a mix of coaching, teaching, training, consulting and of course analytics. In his most recent role HR provides proactive and reactive frameworks for executives and HR practitioners that map out employee perceptions across the employee life cycle. As the field of People Analytics has grown, Mark has also evolved the practical application of data, constructing organizational assessment and employee surveys to fill in pockets of data needed to steer the company, and enable personal and team development. 

Drawing from a knowledge base of behavioural psychology, microeconomics and game theory, Mark is an advocate of rolling up the sleeves and digging deep into the data to find broad impact interventions for those who can’t see the woods for the Decision Trees or define significance in decimals rather than P values. A fan of Stats, Bots, AI, ML, ‘nudges’ and consultation, his role in Nokia’s most recent transformation is to help HR practitioners understand, focus, support and motivate where it matters most while walking the line between the benefits of people analytics and the uncertain data privacy environment. A firm believer in human-centricity and that people don’t think as much as they think they think.

Don’t miss this unique opportunity!

Instructor led group facilitation to balance instruction, peer-to-peer learning and learning by doing.

register now