How Leading Companies Deliver Value with People Analytics

© INSIGHT222 LIMITED 2017-2023 | CONFIDENTIAL | PAGE 1
From Insight to Impact:
How Leading Companies
deliver value with
people analytics
insight222.com linkedin.com/in/davidrgreen david.green@insight222.com
David Green
London | April 24, 2024

We’re operating in a world where
work is no longer defined by jobs,
the workplace is no longer a
specific place, many workers are
no longer traditional employees,
and human resources is no longer
a siloed function
Source: Deloitte Global Human Capital Trends, 2024)
© INSIGHT222 LIMITED 2017-2024 | ALL RIGHTS RESERVED | PAGE 2

© INSIGHT222 LIMITED 2017-2024 | ALL RIGHTS RESERVEDL | PAGE 3
The business
agenda is ripe for
people analytics
Source: David Green, Insight222 (2024)
1 2 3
4 5 6
Technology
& AI
Continuous
transformation
Workforce
demographics
Shift to
skills
New work
models
Employee
expectations

People Analytics continues to grow in importance, influence and impact
of business leaders say that people
analytics elevates the HR profession
94% of people analytics leaders now report
to the CHRO or CHRO-1
90% of people analytics teams have
undertaken specific work for the board
of directors in the last 12 months
83%
CHROs have the ability to drive a company’s growth and
business outcomes by effectively using people strategy,
data insights, and technology to the company’s advantage Chuck Robbins,
CEO and Chair, Cisco
Sources: SHRM (top left), Insight222, People Analytics Trends 2023 (top centre and right), Accenture, The CHRO as a growth executive (bottom)

What do leading
companies do?
https://www.insight222.com/what-we-do-our-research
With Research and insights from
250+ global companies

The Eight Characteristics of Leading Companies in People Analytics
Source: Insight222, People Analytics Trends 2023
The people analytics function undertakes advanced
analytics on the most important business priorities.
Influence
Business Priorities
The people analytics leader actively influences the
C-suite through their close reporting relationship
with the CHRO.
The people analytics leader invests in each of
three key skills: people analytics consultants,
data scientists and behavioural scientists.
Skills
The people analytics function adheres to strong
ethical standards for people analytics activities and
communicates these directly with employees.
Ethics
The people analytics function democratises data to
managers and executives across the enterprise.
Measurement
Democratisation
The people analytics function measures and
delivers financial value from people analytics
activities.
The people analytics function has a strong
focus on personalised people analytics
products for employees.
Personalisation
The CHRO makes it clear that data and analytics are
an essential part of the HR strategy and HR business
partners are developing their data literacy.
Data-driven Culture
Investment Value
1
2
3
4
5
6
7
8

Four Types of People Analytics Teams
Source: Insight222 People Analytics Trends Research (2023)

Is the People Analytics function at
your company, an A, B, C, or D team
today?
(Choose the best option)
A TEAM: consistently delivers valuable insights that are
productised and scaled
B TEAM: occasional flashes of brilliance – but not robust
enough to be sustainable or to create lasting value
C TEAM: over-skilled and over-invested in technology,
which is then under-utilised and delivers limited value
D TEAM: under-invested in both skills and technology
and tends to deliver reporting and some basic analytics
POLL #1
Visit www.menti.com
Use code: 2319 7377

The Eight Characteristics of Leading Companies in People Analytics
Source: Insight222, People Analytics Trends 2023
The people analytics function undertakes advanced
analytics on the most important business priorities.
Influence
Business Priorities
The people analytics leader actively influences the
C-suite through their close reporting relationship
with the CHRO.
The people analytics leader invests in each of
three key skills: people analytics consultants,
data scientists and behavioural scientists.
Skills
The people analytics function adheres to strong
ethical standards for people analytics activities and
communicates these directly with employees.
Ethics
The people analytics function democratises data to
managers and executives across the enterprise.
Measurement
Democratisation
The people analytics function measures and
delivers financial value from people analytics
activities.
The people analytics function has a strong
focus on personalised people analytics
products for employees.
Personalisation
The CHRO makes it clear that data and analytics are
an essential part of the HR strategy and HR business
partners are developing their data literacy.
Data-driven Culture
Investment Value
1
2
3
4
5
6
7
8

Measuring and
delivering value,
from people
analytics efforts, is
key for the impact of
the function
Four outcomes of People Analytics
Source: Excellence in People Analytics (Kogan Page 2021),
Insight222 People Analytics Trends Research (2023)
Measurement

Companies that measure commercial
value:
Focus more on both people & HR
strategy and business strategy &
C-suite challenges.
These companies focus on both in
84% of cases, compared with 57% of
cases where companies do not measure
value.
This means that they listen to, talk with,
and then prioritise topics that are of value
both to their business executive leaders
and their HR executive colleagues.
Q: How much have your people analytics solutions
delivered in commercial value to your company over the
last 12 months?
(164 out of 271 companies answered)
Measuring the Commercial Value of People Analytics
Measurement

The key partnership: People Analytics & Finance
1. Involve finance
colleagues early in key
analytical projects.
2. Share details of statistical
models, so that work can
be enhanced and
supported.
3. Adopt the language of
finance.
Measurement
99% 54%
have delivered measurable
outcomes from people
analytics work over the last
12 months
have delivered outcomes
with people analytics work
that has improved business
performance in the last 12
months
Of the 65 (out of 271) people analytics teams surveyed who
have built a partnership with finance:
Three tips to partnering
with finance:

What type(s) of measurable financial
impact has your people analytics at
your company delivered in the last 12
months?
(Select all that apply)
No financial impact measured
Revenue
Profit
Productivity
Cost Optimisation
Earnings per share or other equity metric
POLL #2
Visit www.menti.com
Use code: 2319 7377

There is a still a
significant gap
between CHRO
expectation and
reality on a data
driven culture in HR
Source: Upskilling the HR Profession (Insight222, 2023)
Data Driven Culture
My company’s Chief Human
Resources Officer has made it
clear that data and analytics are
an essential part of the HR strategy
My company has a data
driven culture for people
data and analytics
88%
55%

Four critical steps to building data literacy in HR
Data Driven Culture
Source: Insight222,, Upskilling the HR Profession (2023)
ROLE-MODEL
1
Build data literacy skills
for the CHRO and HRLT
RESPONSIBILITY
2
Responsibility should sit
with the people
analytics leader’
FIVE SKILLS
3
Focus on behaviours and
skills not technology
and science
BUDGET
4
Invest wisely and spend
more on practitioners
that needs skills the most

Five key skills form the core of data
literacy for HR professionals
Consulting Manage and influence
stakeholders
Storytelling
Data
interpretation
Source: Insight222, Upskilling the HR Profession(2023) © INSIGHT222 LIMITED 2017-2024 | ALL RIGHTS RESERVED | PAGE 18
Develop actionable
recommendations
Data Driven Culture

POLL #3
Visit www.Menti.com
Use code: 2319 7377
Rate each statement from 1 (Strongly
Disagree) to 5 (Strongly Agree).
At my company…
The CHRO and HRLT role-model the use of people data
and analytics
The people analytics leader is responsible for upskilling
HR in data literacy
We have defined the core skills in data literacy
Sufficient investment has been made for a multi-year
program of upskilling HR in data literacy

Kathleen Hogan
Chief People Officer
Source: Digital HR Leaders Podcast: Microsoft's Chief People Officer on Creating a Data Driven Culture in HR (myHRfuture, 2021)
Data is key to everything we
are doing. It is needed in all
areas of HR and fuels the
insights that helps us make
better decisions in all aspects
of the business
Anything is possible for a
company when its culture is
about listening, learning and
harnessing individual passions
and talents to the company’s
mission
Satya Nadella
Chair and CEO

CASE STUDY: MICROSOFT
How Employee Listening drives business and employee
outcomes at Microsoft • What manager behaviours drive
engagement and performance?
• How can we support work-life
balance during the pandemic?
• What does burnout look like for
our managers and what can we
do about it?
• When does being together in-
person matter for Microsoft
employees?
• What type of support do
managers need to effectively lead
in hybrid environments?
Sources: Excellence in People Analytics by Jonathan Ferrar and David Green (Kogan Page, 2021),
In the Changing Role of the Office, It’s All about Moments That Matter (Microsoft Worklab, 2023)

Thank You!
Download the People Analytics
Trends study and take the
Leading Companies diagnostic
insight222.com linkedin.com/in/davidrgreen david.green@insight222.com

About Insight222
Insight222 is a specialist professional services
firm headquartered in London, UK and with
employees in Europe and North America.
We provide a blended approach of in-person
& virtual learning, consulting and networking
solutions to enable companies to deliver
increased business value through people
analytics by adopting a data-driven culture.
We believe in a “business-first” approach. This
means we focus on helping companies think
about the business challenges first. We don’t
start with data, technology or HR processes.
We interact directly with Chief Human
Resources Officers and their key staff in
Analytics, Strategy, Planning, Digital HR and
Employee Experience.
Our clients and partners are located mainly in
Europe and North America and represent
some of the world’s leading brands. Our
clients are typically large, multi-national,
organisations with multi-faceted structures.
We have over 100 global
corporations as clients; many
are the world’s leading brands
We help you to scale by
building your organisational
capability
Our team are experts in People
Analytics with Big 4 and
corporate backgrounds
Our directors have a network
of over 100,000 people
including many CEOs of
HRTech and Analytics firms
We have two directors
recognised as 2020 Top 100
Global HRTech Influencers
We focus on delivering
business value with both
financial and employee benefit

Three Solutions to Build Your Capability
1
People Analytics
Program®
For People Analytics Leaders &
their teams
2
myHRfuture
Develops data-literacy and digital skills
to establish a culture of analytics
through an online Knowledge Academy
3
People Analytics
Accelerators®
Targeted, discreet consulting services
delivered in agile ways for improved
value, impact and focus for the company
For People Analytics Leaders,
VP HR Strategy & CHROs
1
People Analytics
Program
Develops knowledge and skills to increase
value, impact and focus through a bundled
program of learning, networking and
advisory
For People Analytics Leaders &
their teams
LEARN
NETWORK
CO-CREATE
2
Learning
Develops skills for the future HR
professional - data driven, experience
led and business acumen - to establish a
culture of analytics
For all HR professionals and the
entire HR function
3
Consulting
Targeted, discreet consulting services
delivered in agile ways for improved value,
impact and focus for the company
For People Analytics Leaders, VP
HR Strategy & CHROs
GROW

Insight222 People Analytics Program® Overview
The Insight222 People Analytics Program®
helps develop the knowledge and capabilities
of people analytics leaders and their teams.
Through a combination of networking and
learning solutions, the People Analytics
Program® enables people analytics leaders
and their teams to learn from the collective
power of over one hundred organisations,
Insight222 experts, thought-leaders,
practitioners, and C-Suite executives, as well
as on-line and immersive learning
experiences.
It is the only networking and learning
program in the world, dedicated to people
analytics leaders and their teams - and
delivered by experienced practitioners.
CO-CREATE GROW
LEARN NETWORK
With the help of your dedicated
Client Partner, access I222
Resources to accelerate your
time to value; and stay up to
date via learning content on the
I222 Academy (myHRfuture) and
topical webinars.
Network with your peers and
share their experiences during
in-person and virtual peer
meetings; Connect directly via
the Insight222 Program Portal
to leverage peer connections
across our global network.
Participate in and influence our
annual People Analytics
Research, helping to shape the
future of the People Analytics
field; Co-create tools to address
and solve some of the most
complex topics in people
analytics.
Think, Reflect, and be Inspired
at our Global Executive
Retreat; Leverage Insight222’s
expertise for advisory support
on your pressing people
analytics challenges, and utilise
exclusive diagnostics to assess
progress of your team and
function.

Insight222 People Analytics Program® Features
CO-CREATE GROW
LEARN NETWORK
Global Executive Retreat
The 3-day Retreat is delivered annually for the
Global Head of People Analytics. It is a unique
environment that helps leaders think, reflect,
and plan, allowing you to move your company
and professional career forward.
Peer Meetings
A hybrid offering of face-to-face and virtual
events and meetings to allow you to learn,
develop, and grow through interactions with
your peers and experts, including:
• Regional Peer Meetings (face-to-face)
provide an effective way to explore
challenging topics that you and your peers
are working on
• Virtual Discussion Forums provide
targeted (one hour) deep dive discussions
on selected topics with a global audience
• Virtual Roundtables provide smaller peer
group conversations on shared focus areas
as requested by clients
Diagnostics
You receive access to a growing list of
diagnostic tools, many with automated
personalised summary reports, which provide
the ability to easily assess capabilities or
progress across your team.
Peer Connections
You can quickly and easily search for and
connect with over 1000 of your peers within
the Program membership directory to ask
questions, gather input, or start discussions
via: Direct messaging, Group Messaging,
Discussion Forums, or via Peer Connections
brokered by Insight222 upon request.
Webinars
Regular, interactive events that showcase
client case studies, relevant people analytics
challenges, and current People Analytics
technologies. These are recorded for on-
demand use in the I222 Academy.
PAP® Portal
Access to the People Analytics Program®
Portal. This platform provides you with direct
access to all Insight222 Program resources as
well as access to our membership directory,
direct messaging, peer to peer connections,
interactive discussion forums, and events.
I222 Academy (myHRfuture)
Access to the Insight222 Academy
(myHRfuture) which provides access to
learning pathways, over 40 training courses,
and more than 1200 pieces of curated content
that support your team in building their data-
driven capability and staying up to date on the
future of HR.
I222 Resources
Access to a continually growing library of
Insight222 intellectual property including
toolkits, models, frameworks, research
reports, diagnostics, co-created tools, as well
as content shared during meetings and
webinars which you can leverage to help
accelerate your time to value.
Client Partner
Program clients are assigned a dedicated
Insight222 people analytics expert who serves
as your client partner. This partner meets
regularly with you and your team to ensure
optimal use of Insight222 resources and
program features and to help your team
achieve its goals.
Industry Contributions
You are invited to contribute to the People
Analytics industry by speaking at I222 events,
virtual discussions, and webinars, or by
recording case-studies, descriptions of
projects, or other areas of expertise that are
accessible via the I222 Academy.
People Analytics Research
By participating in the Insight222 People
Analytics Trends research alongside other
leading companies, you receive:
§ The opportunity to participate in focus
groups to shape the research and have
your work included as a case study on
various topics such as: operating models,
growth and expectations of people
analytics, technology, business value and
data driven culture for HR.
§ Exclusive ‘client-only’ benchmark reports
on operating model trends
Co-Created Tools
You have the exclusive right to be involved in
the co-development of diagnostic tools and
solutions to answer some of the most
complex topics in people analytics.
Previous co-creations include the Insight222
Ethics Charter and the Insight222 Playbook
for Workforce Planning. All assets relating to
co-creation work are accessible on the
People Analytics Program Portal.
Case Studies
You can receive support in documenting case
studies, providing real life examples to support
continuous learning.
Advisory Support
You receive access to Insight222’s globally
recognized experts for up to 8 hours of
advisory time. Guidance covers a range of
people analytics topics, strategy, coaching,
personal career advice, and specific people
analytics challenges.

Insight222 People Analytics Program Peer Meetings 2024
Geneva
Nestlé
Minneapolis
Royal Sonesta
London,
HSBC
Feb
6-7
Jun
4-5
Frankfurt,
Merck Group
New York,
Colgate-Palmolive
Mar
5-6
Jun
25-26
Pleasanton
Workday
Oct
22-23
Nov
19-20

How Leading Companies Deliver Value with People Analytics

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to How Leading Companies Deliver Value with People Analytics

Similar to How Leading Companies Deliver Value with People Analytics (20)

More from David Green

More from David Green (7)

Recently uploaded

Recently uploaded (12)

How Leading Companies Deliver Value with People Analytics