This week, Max Blumberg chats with Niall Cluley, former Global HR Director of Fitness First, about the critical link between culture and employee engagement, and how this ultimately impacts on business performance. Hear his thoughts on why it’s critical to get to grips with the links between engagement and performance, along with his approach and lessons learnt whilst at Fitness First.
In this week’s podcast you’ll hear Niall and Max discuss:
Ian Bailie speaks about his personal journey in becoming a People Analytics leader at a global tech company, as well as the company’s journey in becoming a leader in this space, using analytics across the talent lifecycle.
Cisco Systems is one of the most recognisable brands in the technology industry, and Ian plays a very senior role in ensuring they are able to capture the very best talent in a notoriously competitive industry. He talks with David Green about:
What if publicly-listed companies had to report their HR metrics like talent capability and training costs in the same way that they reported profit-to-earnings and material investment?
It might sound unrealistic to some, but that view is not shared by the UK government, which has been working with the CIPD, CIMA and several other organisations on a project that aims to achieve precisely that.
The ‘Valuing your Talent’ initiative was the brainchild of Dr. Anthony Hesketh, professor at Lancaster University, and Peter Cheese, head of the CIPD. Dr. Hesketh went on to write the seminal paper that gave birth to the movement, which is slowly gaining momentum among businesses and professional associations.
Max Blumberg talks with Anthony Hesketh about this project, and also with Krysta Gough, who has been working with the CIPD, along with several others (Max included), to help design and implement this coming shake-up in how business views and measures its human capital.
Key questions they will answer:
The challenges that HR faces in launching a sustainable People Analytics initiative, from gaining support among key partners and building influence around the organisation, to demonstrating value for them and proving the value of HR as a data-driven function of the business.
A People Analytics project – like any project – that doesn’t have external and senior support is unlikely to get off the ground. It’s essential to identify the key partners and build trust and support around the organisation.
Linda Kennedy has worked in senior HR roles in several major organisations, including SIG plc and T-Mobile. She has successfully launched several such initiatives, and is well-versed in the politics and psychology of lobbying, building influence, and convincing others of the actual and potential value of data-driven HR.
In this episode, she speaks with Max Blumberg – himself a qualified psychologist – about:
In this week’s episode, Max Blumberg spoke with Andrew Woolnough (at the time, Value Proposition Director, Willis Towers Watson) about the concept of People Risk – what it means, what role HR needs to play, and why it is critically important for the finances of the business.
Risk is a huge business issue, and considering the financial commitment that a company makes to Reward, Training, Recruitment and other People-related costs, the financial implications of analysing and controlling People Risk are immense.
As an insurer, Willis have been working extensively in this area, and Andrew gives a behind-the-scenes look at what they are finding. He explains how a Risk- and data-savvy HR department can have a direct and significant impact on a company costs, which is a prime concern of the C-Suite.
Ideas covered this week:
Value Proposition Director
Willis Towers Watson
(at time of recording)
David Ulrich and Max Blumberg discuss the idea of quantifying the value that both leaders and employees bring to the business:
They discuss Dave’s concept of the Leadership Capital Index, and how companies are now quantifying the aspects of good leadership.
They discuss measuring the contribution of employees across the organisation towards business success in financial terms:
Dave Ulrich outlines three ways to value a firm, and raises the question: how able are you to measure these things? And how do you communicate these values to investors and shareholders?
Finally, they discuss the challenge of focussing HR endeavours on business challenges, and putting HR investment into the context of business performance. They cover the cultural transformation required for HRDs to step up and speak on a level with the CFO and CMO in addressing the concerns of the CEO and investors.
Read about his book, “The Leadership Capital Index: Realizing the Market Value of Leadership: http://thinkers50.com/blog/realizing-the-market-value-of-leadership/