people analytics

Paul reviews some recent content around some key trends and priorities facing the HR profession for 2023.

Referenced:
www.brianheger.com
https://www.linkedin.com/in/brianheger/
Priorities cheat sheet 

Josh Bersin post on HR Tech trends:
https://joshbersin.com/2022/12/hr-technology-2023-whats-hot-whats-not/ 

What is psychological safety? How can it make us more creative and more engaged at work? And how can we cultivate it in our personal and professional lives? In this episode, Laura talks with Alexander Schaper, a Principal Director at Accenture's Talent and Organization practice, where he specializes in organizational culture analytics, team effectiveness and psychological safety. They chat about the science behind psychological safety and the questions we can ask our teammates, friends, and partners to make them feel safe and supported to express themselves fully.

Connect with Alex on LinkedIn.

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On a different note, need digital marketing support? Check out Laura’s website or email her at laurasmaurer@gmail.com.

Paul and Bryan discuss Artificial Intelligence and Machine Learning. They discuss its history, evolution, and common applications - as well as the pitfalls and risks.

Link to original Dan Ariely tweet that makes Bryan's quote seem less controversial: https://twitter.com/danariely/status/287952257926971392?s=20&t=w1hwoGgX0tviEeG2EqXaXg

Arthur Samuel Checkers Paper: https://www.cs.virginia.edu/~evans/greatworks/samuel1959.pdf

Chat GPT: https://chat.openai.com/chat

Paul and Bryan discuss remote work: their histories, some key research on the topic, and some learnings about how to make remote and hybrid work more successful.

Research cited:
Nicholas Bloom research with Trip.com: https://www.nber.org/system/files/working_papers/w30292/w30292.pdf
Microsoft Study: https://www.nature.com/articles/s41562-021-01196-4
Inc.com Summary of Microsoft study: https://www.inc.com/jessica-stillman/remote-hybrid-work-paradox-microsoft-satya-nadella.html

Paul and Bryan rate and discuss the level of hype around three emerging technologies: artificial intelligence, the metaverse, and blockchain. For each, they discuss the level of hype, and share the results of a recent LinkedIn poll about the expected impact of each technology. They then discuss and debate the use cases of each technology and how this could impact the HR profession. 

Specific topics worth hearing:
Bryan defines Artificial Intelligence, and compares its adoption to a certain teenage behavior. Paul and Bryan discuss how AI and the mathematical underpinnings have proven value for HR. 

Paul discusses his skepticism for the metaverse, though both acknowledge the real possibilities for value in applications where dangerous, multi-sensory experiences can be effectively trained through virtual experiences. 

Bryan expresses doubt around the efficiency of blockchain technology at scale, and Paul and Bryan agree that blockchain may still be a solution in search of a problem. Paul raises one HR use case that may add value: employee verification. 

Welcome to People Data Insights. In this introduction episode, Paul and Bryan introduce their love for data, share stories about data in their history, and discuss their goals for this podcast.

Content of value: Paul shares a story about the challenges with pay conversations, and how one set of data suggests the “better” conversations actually are the most difficult. 

This podcast is brought to you by Novo Insights. We help People teams use data to make a bigger impact in their organization. FInd out more: www.novoinsights.com

Our guest today is Tom Trewick, Strategic Solutions Consultant at Paradox, the company that’s inspired by a world where AI empowers recruiting teams to spend time with people, not software.

Paradox's flagship product is Olivia, the AI recruiting assistant obsessed with automating the 'boring stuff' to make the recruiting experience faster, easier, and more respectful for everyone.

Tom is a self-described "HR and Recruitment technology geek" and a mental health/wellbeing advocate who's passionate about partnering with clients to transform the talent acquisition process.

Questions For Tom Include:

• How has AI changed the ways we recruit in the past five years? 
• What are the time and money savings associated with using Olivia?
• Why is a fast time-to-hire turnaround so important? 
• How can companies maximize the chances of hiring genuine 'top talent'? 
• Follow-up: Let's talk about employee retention: Is a 'better fit' candidate more likely to stay with the company for longer?
• In a recent post on the Paradox blog, Tim Sackett shares some ways to elevate one's employer brand and become expert recruitment marketers. Can you share some of those tips?  
• Paradox recently sponsored DisruptHR London. What's the fit and why get involved?

About Paradox and Olivia

Olivia helps companies capture and screen candidates, answer candidate questions 24/7 (on any device), automate the back-and-forth of interview scheduling to save everyone precious time, and so much more.

Paradox supports global clients including Unilever, McDonald’s, Nestle, and Intel. And we’ve been honored to win several awards, including HR Executive Top Product, Brandon Hall Group’s Gold Award for Best Advance in AI for Business Impact, and one of Forbes’ Top 500 Startups to Work For.




We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

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If you’re a business leader, you’re legally obliged to optimize your strategy and resources to maximize shareholder return. This may lead you to assume that it’s not your responsibility, or in your best interest, to care about the environment, social, and governance issues (ESG). 

But, actually, making ESG a part of your business strategy can unlock growth opportunities, reduce costs, and future-proof your brand in the eyes of an increasingly conscious public. Listen to this HRchat episode to learn how!

Our returning guest is Scott Lane, Founder and CEO of Speeki, a group focused on transforming compliance hotlines and other compliance areas using Ai technologies. 

Speeki is also a player in compliance certifications and compliance auditing and one of the few bodies accredited by ISO for certifications under the ISO 37001 Anti-Bribery Standard.

Questions Include: 

• There seems to be lots of dialogue right now about ESG and whether it is a fad or something that will stay around. What do you think?
• Is this just for large global companies or is there a place for smaller companies to build ESG?
• You recently presented a webinar called Combining a whistleblower program with social listening to generate data. The webinar's goal was to show how to generate real data for one's #ESG and compliance efforts by combining an active #whistleblowing program with a proactive social listening tool. Can you tell me more? 
• How do most Human Resources teams get involved in ESG? 
• Does the process typically start with HR or is there a ESG officer?
• Where do you think this ESG area will go in the future?

Want to hear more about Speeki? Check out HRchat episode 357, released in late 2021.




We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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Businesses need the right HCM tech in place to function at peak levels and in the best interests of their employees. Before you start your next HCM technology purchase, listen to this conversation for inspiration around defining an HR service delivery model, creating an HCM technology strategy, defining the system evaluation and selection process, undertaking system implementation, and what to expect post-implementation.

In this episode, Bill and Chris talk with Jacqueline Kuhn, Co-Owner and Executive Vice President, Strategic Services at HRchitect.

Jacqueline also shares the "three key levers" for building a business case for any HCM technology project plus she offers her predictions for what to expect from HCM tech innovations in 2023.

Among other topics, Jacqueline will talk about what's needed to apply one's HCM technology know-how within your organization in practical ways that will make an immediate positive impact.

Questions:

• Last year you published a book - HRchitect’s Guide to HCM Technology. What inspired the book and what can folks expect to learn from reading it?
• Who should be the key stakeholders involved in the research, selection, and implementation stages? 
• Where does/should the HR department fit in?
• What do you see as the biggest barriers to selecting and implementing new HCM technology systems within organizations?
• You've suggested that there are"three key levers" for building a business case for any HCM technology project. What are they? 
• What new HCM technology-related innovations are you seeing in the marketplace that HR leaders should be looking at in 2022/23?
• There’s lots of talk of a recession. What have you seen regarding setting budgets for next year and what tech are folks investing in?

About Jaqueline Kuhn

Jacqueline is the author of the book HRchitect's Guide to HCM Technology: What you should know before your next HCM technology purchase.  She's also an HR professional with over 25 years ofexperience in Strategic Planning, Systems Management, Project Management, Services Delivery and General Human Resources. 

Throughout Jacqueline’s career, she has worked with organizations in all sectors global and domestic to createstrategic plans around their Human Capital Management systems, as well aslea

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Talking About Ways To Improve Company Culture and People Performance

The People and Performance Podcast is a show that dives into all things related to raising performance in the working world around us. We investigate how technology and HR processes are inextricably linked to the employee experience and the bottom line.

Chris Bjorling, Co-host

Christopher Bjorling is President at Fidello Inc., a consulting and services firm specializing in improving human performance.

For over 30 years Chris has led Fidello in creating unique talent management solutions. Through the products and services he and his team have created over the years, his organization has helped clients design, develop, implement and integrate talent management processes and systems.

Bill Banham, Co-host

Bill Banham, Publisher at The HR Gazette, Host of the popular HRchat Podcast and Organizer of events such as DisruptHR London.

Bill has worked with lots of business tech and HR-focused brands in the UK and North America including HRreview, TalentCulture, HRmarketer, Sprigg HR, and Team Fitness Tool.

Contact us to learn more!

In this episode, we ask: once we have all our basic analytics in place, how can we continue to improve decision-making? Listen too, as we preview the upcoming AGILITY REIMAGED Summit in beautiful downtown Toronto on Sept 14th

Joining guest host Pauline James on the show is David Creelman, CEO at Creelman Research. David provides training and consulting on how managers can use analytics (rather than “do” analytics) and is a recognized thought leader in people management and a Fellow of the Centre for Evidence-based Management.

Based in Toronto and Kuala Lumpur, David works with think tanks such as Talent Tech Labs in New York, Works Institute out of Tokyo, Workforce Institute in Boston, and CRF in London.

His most recent books are "The CMO of People: Manage Employees Like Customers" and "Management for Scientists and Engineers". He's currently investigating what it would take to create an AI coach that would have a meaningful impact on leadership.

Questions For David Include:

• You and I worked together on a project for the European Union IPO division last year, which is responsible for intellectual property like trademarks. They needed to adapt to meet the opportunities AI technology. Can you tell the audience about that project and it matters? 
• You are joining me on a panel at the AGILITY REIMAGED Summit - produced by the HR Gazette and Anchor HR - in downtown Toronto on Sept 14th. The panel will discuss 'How do People and Culture divisions need to adapt their structure, approach, and services to ensure they are equipped to meet the changing needs of employees and the organization?' Tell our listeners about the panel and some of the hoped-for learning outcomes.
• In a recent article on tlnt.com, you write: "It’s probably fair to say that people analytics has finished its hype cycle. Most analytics practitioners have their feet firmly on the ground and are busy improving data quality, dashboards, and the skillsets of HR professionals who use their data... so, the sort of question I’m often asked is "where does people analytics go from here? Or, once we have all our basic analytics in place, how can we continue to improve decision-making?" The answer is to shift from a focus on data to a focus on evidence and to shift from talking about analytics to talking about evidence-based management – or EBM." Can you tell our listeners more about this shift to EBM and why H

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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Alicia Roach is the co-founder and director of eQ8. eQ8 is an innovative platform that goes beyond complex analytics, detailed algorithms and predictive insights to produce compelling visualizations that facilitate strategic workforce planning, conversations to drive organizational outcomes. 

I credit Alicia with exposing me to the world of strategic workforce planning at a Public Service Commission breakfast in 2019, where she explained how important SWP is for organizations to enable them to prepare for an uncertain future and maintain a competitive advantage.

9:11 Defining Strategic Workforce Planning (SWP)
13:41 How to demonstrate the value of SWP
17:31 Getting started with SWP
19:51 Overcoming resistance to SWP
24:21 SWP's role in value generation
27:43 The role of People Analytics in SWP
32:00 Where SWP 'falls down' and how to avoid
35:41 Implementing Strategic Workforce Plans

Link to LinkedIn post Alicia mentioned during episode
Connect with Alicia on LinkedIn
Connect with Kath on LinkedIn

The Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.
All opinions expressed are the speaker's and not the organisations they represent.
If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.
Connect with Kath Hume on LinkedIn

Welcome to Episode 79 of The Future of Work, the podcast that looks at every aspect of work in the future, featuring industry experts and thought leaders discussing how work is changing and evolving. The Future of Work is NOW.

Episode 79 of Chaos & Rocketfuel the Future of Work podcast, is our last chance to connect with Robert Chan, Head of People Analytics at City National Bank.

In the first two episodes we have heard how Robert, a numbers man, used his finance skills in the people sphere to help City National Bank develop a more diverse and inclusive workplace environment. In our last episode, Robert explains how your work culture can benefit and how you can forge the same path and transform your workplace. 

Ian Cook, vice president, of research and strategy at Visier Inc. has Broad experience in driving organizational growth working both as an external consultant and through internal leadership roles.

The latest episode of the Digital Adoption Show features Kevin McArdle, Director, of Enterprise Sales at Whatfix and Ian Cook on People Analytics and Traditional HR Practices – Bridging the Gap.

4:09 Why companies are separating people management from task management? And what role is that playing today?

• Driven by pressures, we're seeing organizations trying to rethink the role of a manager, It spans a bunch of different activities, and trying to put all of that onto one person, mostly in the software industry where people follow the agile methodology, organisations are switching to this approach where an individual runs the project or the daily flow of work
• And, the conversations around the relationship with the business, the compensation, Development, Opportunities, growth, durations, mentoring and the whole relationship element are handled by a different manager. Mostly, in cases where people are moving around a lot from project to project to task to task
• Businesses need to start thinking that way, management shouldn't be the only path to earning more money, but management skills should be valued for what they are. And recognising that, management is not doing more of what you're good at, it's doing something completely different

21:00 How can companies get better at gaining insights from what the employees are trying to tell them? And how does digital play a role in increasing the level of engagement? 

• We're in this wave three around the employee listening space, where some of our partner technologies do mass surveys, and they have an app where, after an experience, you can give it a star rating. After an experience, you can talk to your phone, they'll record that on a camera, they'll break that down into positive or negative sentiments, and they'll send that to the manager it belongs to
• With Digital learning, we don't have to have somebody push a button to send the survey, it can be triggered by an event. And you can have the technology process the answers, and give them to the people who need to understand them. So you're starting to be able to listen a lot more effectively and at a higher frequency
• An employer is not responsible for employee engagement, the employer can create the conditions through which you engage yourself. Now with some of the technologies that are available is this notion of aligning skills with tasks. A set of tasks can be offered and fulfilled by people with different skills, you can up somebody's engagement by giving them the choice to opt into new things to do. For me, if there's a way to make that more accessible to more people, without disrupting the business, that's one of the ways to help lift that connection to work for people

31:29 What areas of opportunity would be considered low-hanging fruit?

• The first step is to understand how people's data can be used to assist managers. This hasn't been a traditional practice. Over the last 10-15 years, a crew of people has built it up
• By educating yourself about what's possible, you'll be able to go far beyond what people think is possible. Here is how the experience level of your team has changed over the past quarter based on simple things as regular information feeds to managers
  
  Ian Cook's LinkedIn

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Peter Manniche Riber is Head of Digital Learning and Analytics at Novo Nordisk. He has been working with digital learning for more than 10 years and has a strong devotion to L&D and how to make it accountable.

The latest episode of the Digital Adoption Show features Gokul Suresh Head of Growth and Field Marketing at Whatfix and Peter Manniche Riber on The Secret Sauce to Learning Analytics.

2:27 -What is learning analytics and why do you think there is a huge need to evangelize it in the learning and HR community?

• Through learning analytics, you got some completion data on what people are learning in training, and what activities people are mostly engaging in, this probably might not be in the formal space. But also collect data on the informal stuff it's not really learning activities. But it's definitely things people do in the context of learning
• Most data are derived from Learning Management systems, learning experience platforms, or whatever systems you have to collect activity on what people are doing on the platform. But that's only going to be vanity metrics
• We need to go out and collect data on sales performance, safety, production efficiency and deviances in production, all sorts of business KPIs or indicators, telling us what performance is in the context of where people work, because when we correlate those two things and put them together, we will be able to say if there is a correlation, and we have to make sure that we separate correlation from causation

10:04 -Framework To Create an Effective Learning Analytics Strategy?

• You need a data lake, simply put a repository of learning data of training and activities, people data, and behavioural data. So how are people interacting with the systems in your company, like on teams or Yamm or Google suite? 
• Secondly, How are people accessing these systems, what are people searching on SharePoint, and what are people interested in? Now, analysis can give trends, and trending stuff on Yamm, and you can do all sorts of things that don't violate privacy but is kind of an analysis of what's going on
• You can access the data anonymously, and can still manage to identify areas where things are travelling better than others. Then you can ask some questions on whether can we see any patterns in training and learning that can help it already with the stuff we historically know. What do we need to design something that can change the rating from X to Y? Then, we should focus on working from there. That offset is much better than just the gut feeling around we need a leadership course
• Lori Niles-Hofmann is one of the people I will mention that you guys should follow. She's doing some of that work around data-informed/ data-driven Learning Design, where you can actually get insights from the sources to create your training, which is a different turnaround
   

26:33 -What are the skill sets required for learning analytics positions? 

• It requires fundamental strategic skills but the hands-on thing that is super underrated is collecting data. if you're starting all over and need some data proficiency, you need to know what data analytics is and what it isn't. You need to know how to handle data in the systems that you're choosing because there are multiple tools to choose from
• We use Alteryx for pulling the data and structuring it and getting it through the funnels cleaning up the data and loading it into the visualization tools. Tools like Power BI help us interpret data into dashboards, where we are interpreting the data for people, visualising trends, and all sorts of correlations and connections
• Most importantly, the journey around structuring data and looking into data systems requires an exciting curiosity as to how to handle that and a little bit of patience, because it doesn't come super easy

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Our guest this time is Dr. Tyrone Smith Jr., Global Head of People Analytics & Insights at Udemy. Tyrone is responsible for designing and scaling Udemy's first-ever People Analytics function from the ground up. He leads the Global people data and talent management strategy development while partnering with business leaders to drive strategic initiatives to include but not limited to employee sentiment, strategic workforce planning, talent selection, development and performance assessments, people/business metrics, people technology, and research.

Questions Include: 

• Offboarding and employer brand reputation management: "Given the rising importance of an excellent internet presence when it comes to building and maintaining a positive reputation, both within an industry and outside of it, the incentive to leave a good impression on all employees, even those leaving, is certainly present". But what does that process look like and is it truly important enough to justify the potentially steep time investment? 
• Adopting customer experience approaches for employees: In an article last year, you wrote "To develop a thoughtful and effective employee experience, look to customer journey maps for inspiration. Understand what works and how it can be applied to your workforce. Identify touchpoints, your message and communication across them and try to alleviate pain points in the workflow the same way you would obstacles in a buyer’s journey." Talk about the lessons organizations can learn from how they treat customers. 
• Why should HR leaders encourage hybrid work? What are the benefits? 
• What are some of the top tactical skills HR and TA pros need in 2022? 
• "According to recent research by Harvard Business Review, the difference in wages between POC workers and their white counterparts is approximately $220 billion. The disparity has a widespread effect on the broader POC community and helps perpetuate the intergenerational mobility gap that, in turn, denies fam

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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In many companies, HR departments continue to lag behind other functions when it comes to using data in ways that'll maximize engagement and retention rates. Some companies are not doing anything, most are mired in basic operational reporting, and only a small amount is actually practicing advanced or predictive analytics.

In this HRchat, we consider why the best HRpractices are based on cold, hard data and how HR pros can better leverage analytics to make informed decisions. 

Our returning guest is Matthew Hamilton, Head of HR Strategy and People Analytics at Protective Life. 

Interview Questions Include:

• Why is it important for HR to have data-driven and analytical skills? Can you give examples of how people analytics can help or enhance HR?
• Do you find that the HR community is still hesitant to base the assessment of employee performance on cold, hard data? If so, why?
• As Head of HR Strategy and People Analytics at Protective Life, what are the most important metrics you look at when assessing employee and team performance? Have the metrics changed during the pandemic? 
• Can you share any best practices for using data to better listen to and support employees during this new normal? And what are the best ways/approach to measure the engagement of new hires to max retention rates? Where does a data specialist come in to prevent attrition? 
• Can you share some of your predictions for the evolution of people analytics over the next 12-24 months?

We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc. 

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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30% of work activities at over half of the jobs in the US, according to some sources, could be automated. That's the equivalent of a day and a half's worth of work time every week that most employees could claw back if their processes, workflows, and tasks didn’t require as much hands-on attention!

While many HR pros and leaders perhaps fear the time and knowledge-transfer investment needed to set up automation, the work of planning and implementing automations doesn’t actually have to be complicated and it shouldn’t be feared. The trick, says today's guest, is knowing what you want to do, recognizing what you can do, and then figuring out which tools you need to put it in motion.

If you're looking to learn about processes and tools that can give you the power to easily automate workflows and manage business processes with no coding skills required, you've come to the right place!

In this HRchat, we consider tools to automate tasks. Listen too, as we consider an 8-point framework to help guide you through the steps you need to take in order to automate any process or business workflow.

Bill's guest this time is Ananth Avva, President and COO at Pipefy, a workflow management software on a mission to empower 'doers' and transform the way teams work.

Questions Include: 

• Pipefy tries to help to automate lots of jobs traditionally done by humans. Can you share examples of tasks your team can help allocate - at least in part - to the robots? (e.g. Employee Onboarding, Purchasing / Procurement, Customer Onboarding, Accounts Payable, Marketing Requests, Hiring / Recruiting, and Expense Reimbursement)
• We've just come through 18 months of crisis. Why are companies that jump on the workflow automation train today better set to be future-proofed against further crises? 
• Pipefy and JazzHR partnered in 2021 to empower HR professionals to streamline and augment their hiring process with custom, automated workflows. We've previously featured JazzHR on this show and love what they do. Tell me about the session in early Sept at #SHRM21 called Leve

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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In this HRchat episode Michael Krupa, Senior Director, Inclusive Growth at Cisco joins Bill Banham to talk all things HR tech. In his role at Cisco, Michael is focused on defining people & communities functional processes, operating models, and driving strategies for AI and AI ethics.

Prior to joining Cisco, Michael was a partner and CIO at Mercer. Focused on the Talent line of business, he managed a portfolio of revenue-generating HR technology solutions and drove a multi-year technology strategy.

Questions Include:

* Why and how has 'DE&I-friendly' tech become fundamental to who companies are and how they will succeed in this age of digital transformation? E.g. AI/ML solutions to help reduce bias in recruiting and job descriptions and the use of advanced analytics to provide intelligence to business leaders as they create their diversity and inclusion strategies.
* What are the 2 or 3 most dramatic shifts you see happening in the HR tech space today? What was delayed, if anything, by the pandemic?
* You're quoted as saying "the challenge for vendors and for companies creating HR technology solutions using AI and machine learning will be explainability in the algorithms and to reduce bias in the datasets and algorithms." How can HR trust AI when they can't fully grasp how the algorithms work?
* One of the most common mistakes when implementing new HR technologies is failure to explain to the employees and leaders the value or ROI of the solution. How can HR get better at this?


We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

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The HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score.

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In this HRchat, we talk about using people data for good. Listen as we discuss the responsibilities of companies and employees when it comes to sharing and storing information.

Bill's guest is Al Adamsen, founder and CEO of People Analytics & Future of Work, a San Francisco-based events planner and global network advocating the ethical use of people data.

He's a globally recognized thought leader, advisor, and educator in the areas of People Analytics, Talent Strategy, Workforce Planning, Diversity, Equity, & Inclusion, Employee Engagement & Well-being, Ethics, Organizational Change, Digital Transformation, and the Future of Work. He’s the Founder & CEO of the People Analytics & Future of Work (PAFOW) Community & Conference Series, a global network committed to promoting People Data for Good: the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large.

Questions Include

* What do you mean when you talk about the "ethical use of people data, analytics, and artificial intelligence; for the benefit of individuals, teams, groups, organizations, and society at large"?
* There's plenty of tech out there attempting to 'spy' on employees such as accessing their social media accounts and reporting back behaviors incongruous with an employer's brand. Do companies have a right to 'intrude' on an employee's social media accounts if it means they can potentially identify employees with extremist views and other outlooks not in keeping with a company's mission and values?
* What about remote monitoring of employee behavior? Where do you stand on the tech that allows companies to monitor employee work behaviors - used on the premise that it's to ensure people are not 'slacking off'? Surely the last 18 months has proven that productivity is more important than hours served?
* What happens to employee data when they leave a company? Can employers hold on to, for example, web browsing behavior on company-owned devices or should that information be deleted upon the termination of the employee's contract?

We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

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In the final episode of season 1, Fidello CEO and usual co-host, Chris Bjorling is interviewed by Bill Banham. Listen as Chris shares insights into his biggest takeaways from each episode - focused on a specific area of workforce planning - and what the Fidello team is doing to help HR pros, Talent pros, and leaders in each area.

Chris also shares his take - from a culture and people processes perspective - on what changes leaders, HR and Talent execs can make today to put their company on a clearer path to high-performance.

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Talking About Ways To Improve Company Culture and People Performance

The People and Performance Podcast is a show that dives into all things related to raising performance in the working world around us. We investigate how technology and HR processes are inextricably linked to the employee experience and the bottom line.

Chris Bjorling, Co-host

Christopher Bjorling is President at Fidello Inc., a consulting and services firm specializing in improving human performance.

For over 30 years Chris has led Fidello in creating unique talent management solutions. Through the products and services he and his team have created over the years, his organization has helped clients design, develop, implement and integrate talent management processes and systems.

Bill Banham, Co-host

Bill Banham, Publisher at The HR Gazette, Host of the popular HRchat Podcast and Organizer of events such as DisruptHR London.

Bill has worked with lots of business tech and HR-focused brands in the UK and North America including HRreview, TalentCulture, HRmarketer, Sprigg HR, and Team Fitness Tool.

Contact us to learn more!