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Andy Charlwood

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About Andy Charlwood

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  1. Back in 2017, I interviewed 22 heads of HR analytics functions for an HRTT report [link to report] One of the interesting things that struck me when I was conducting that research was how many examples I found of super smart and talented HR analytics teams doing great work in providing high quality analytics to their organisations, but then finding that the HRBP community wasn’t really making much use of their analysis. As one HR analytics leader put it “HR think we make great dinner party guests, but they don’t want to talk to us in the office the next morning.” A common explanation for this situation is that “HR managers don’t like numbers” and there may well be some truth in this, but this also set me wondering whether the sorts of standard metrics and benchmarks that get put into HR dashboards actually add value to the role of HRBP? The point of data is to help make better decisions, but what decisions do HRBPs make and what sort of data would help them to make these decisions better? My hunch is that if we want HR to make better use of HR analytics, we need to understand more about HR business partnering as a decision making (or decision advising) activity so that we can make sure that HR analytics tools and analysis actually add value to the decision making process. To try and see if this hunch is right my next HRTT research project is going to be looking at what decisions HRBPs make, how they go about making those decisions and whether the tools and analysis their HR analytics teams provide them with are useful for these sorts of decisions. To do this the HRTT team aim to interview up 15 HRBPs per organisation in up to six different organisations. We will ask them to recall decisions they have made and how they went about making those decisions. We will also present them with a scenario and ask them how they would approach making a decision about it. We anticipate that each interview will take around 40 minutes. We hope that the research will generate lots of insights into how HR analytics teams can better engage with and promote the use of analytics among their HR stakeholders. To find out more about this research project or any of the other ThinkTank projects, please contact megan.buter@3nstrategy.com
  2. The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Megan Marie Butler (PhD student at the University of Leeds and AI Research Analyst for HR at CognitionX), took participants through some of the ways in which AI is being deployed in HR.
  3. Text:The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Antony Williamson (Head of HR Systems, NHS England), took participants through some of the challenges of doing HR analytics in the NHS.
  4. The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Sharna Wiblen (Assistant Professor at the University of Wollongong,Visiting Research Fellow at the University of Leeds, and research partner of the HR Analytics ThinkTank), took participants through her research on the way organisations think about talent.
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