Jon Ingham is a strategic HR consultant and technology analyst who believes traditional employee surveys still have value if the data is used to change behaviors rather than just provide insights. Next-generation engagement tools go beyond surveys by using predictive analytics and big data from sources like enterprise social networks and wearables to create more value for organizations. However, these tools still need to ensure they are not further disengaging employees. Ingham advocates for using a variety of measurement approaches to best understand employee sentiment.
On October 11, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation and conducted a workshop at the HR Inside Summit in Austria. These are the slides he used.
to earn easy passively? from 10 to 25% per month on the risk-free deposit with 2 capital insurances and many other benefits and bonuses ... are you curious? sign up and dedicate time and energy.
https://magic-trading.eu/MT421428
On October 11, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation and conducted a workshop at the HR Inside Summit in Austria. These are the slides he used.
to earn easy passively? from 10 to 25% per month on the risk-free deposit with 2 capital insurances and many other benefits and bonuses ... are you curious? sign up and dedicate time and energy.
https://magic-trading.eu/MT421428
People Analytics: A Cognitive Approach to HR: How Capgemini Leverages Watson ...Capgemini
People are the number one factor for a company's success, and it is becoming increasingly difficult to recruit and retain a highly-skilled workforce. Today, the speed at which skills change on the job and a lack of context for new skills, makes the task of manually managing competencies and job mappings difficult and expensive to keep pace. But as the need for employees with new skills keeps growing, and social networks are making it easier for companies to poach skilled workers. Learn how organizations can better adapt to evolving business.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
Economic development performance measures can be your super power. Here's my presentation to the Ontario East Municipal Conference on best practices in economic development performance measurement.
Jay Huang: What if you could make the right people decisions almost all the t...Edunomica
Jay Huang: What if you could make the right people decisions almost all the time?
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
MHR Analytics Summit 2018 | Value Profiling: How to Identify the Real Challen...MHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn how to identify the real challenges for your organisation from Max Blumberg of the Blumberg Partnership, workforce, Salesforce and analytics advisor.
This is an introduction and overview of just some of the talent assessment solutions SHL can offer to help improve the effectiveness and efficiency of your talent management processes.
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Sci...Edunomica
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Science Teams
Data Science Online Camp 2021
Website - https://dscamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/Data-Science-Camp-103012708431833
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
What to consider when preparing the business case for HR Analytics?Hendrik Feddersen
Several converging issues are driving the need to rewrite the rules: Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a much slower pace. Initiating the HR Analytics journey can be challenging, as measurable outcomes and impact are initially limited within many organisations.
MHR Analytics Summit 2018 | The Data Journey - Laura TimmsMHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn more about where you are on your data journey.
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
Building Partnership to Tell Great StoriesWilliam Gaker
Building Partnership to Tell Great Stories was a keynote I gave at the Talent Management Alliance Conference in 2013.
The topic covered my training approach for helping HR Business Partners learn to leverage the products and services of new analytics teams in HR.
A slide deck from a keynote at:
The Talent Management Alliance Conference
Las Vegas, NV
May 2013
Cutting Edge Technologies for HR Business PartnersJon Ingham
Presentation at Symposium Events' Successful HR Business Partnering conference 2015 focusing on the use of workforce technologies and the impact of technology on the workforce!
People Analytics: A Cognitive Approach to HR: How Capgemini Leverages Watson ...Capgemini
People are the number one factor for a company's success, and it is becoming increasingly difficult to recruit and retain a highly-skilled workforce. Today, the speed at which skills change on the job and a lack of context for new skills, makes the task of manually managing competencies and job mappings difficult and expensive to keep pace. But as the need for employees with new skills keeps growing, and social networks are making it easier for companies to poach skilled workers. Learn how organizations can better adapt to evolving business.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
Economic development performance measures can be your super power. Here's my presentation to the Ontario East Municipal Conference on best practices in economic development performance measurement.
Jay Huang: What if you could make the right people decisions almost all the t...Edunomica
Jay Huang: What if you could make the right people decisions almost all the time?
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
MHR Analytics Summit 2018 | Value Profiling: How to Identify the Real Challen...MHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn how to identify the real challenges for your organisation from Max Blumberg of the Blumberg Partnership, workforce, Salesforce and analytics advisor.
This is an introduction and overview of just some of the talent assessment solutions SHL can offer to help improve the effectiveness and efficiency of your talent management processes.
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Sci...Edunomica
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Science Teams
Data Science Online Camp 2021
Website - https://dscamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/Data-Science-Camp-103012708431833
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
What to consider when preparing the business case for HR Analytics?Hendrik Feddersen
Several converging issues are driving the need to rewrite the rules: Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a much slower pace. Initiating the HR Analytics journey can be challenging, as measurable outcomes and impact are initially limited within many organisations.
MHR Analytics Summit 2018 | The Data Journey - Laura TimmsMHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn more about where you are on your data journey.
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
Building Partnership to Tell Great StoriesWilliam Gaker
Building Partnership to Tell Great Stories was a keynote I gave at the Talent Management Alliance Conference in 2013.
The topic covered my training approach for helping HR Business Partners learn to leverage the products and services of new analytics teams in HR.
A slide deck from a keynote at:
The Talent Management Alliance Conference
Las Vegas, NV
May 2013
Cutting Edge Technologies for HR Business PartnersJon Ingham
Presentation at Symposium Events' Successful HR Business Partnering conference 2015 focusing on the use of workforce technologies and the impact of technology on the workforce!
科技在许多层面改变了我们的生活,这里先从实际的故事来观察学习与培训方式的变化,指出当今人力发展地图上的重要方向,例如社会学习、非正式学习、效能支持、移动学习,接著探讨高管应如何管理与掌握多元样貌的学习行为,去对齐趋近组织目标。利用数据作决策在商业竞争中胜出,人力发展也应该如此。Experience API (xAPI) 就是为这目的而产生的新学习标準。目前 xAPI 实施案最多落在两大类需求: 整合跨系统的历程数据、加强销售绩效。
Technologies have changed many aspects of our society, the landscape of learning and development has been changed a lot. What are important directions on the map? What are social learning, informal learning, performance support & mobile learning and their impacts? With such paradigm shifts, you can’t manage what you don’t measure. Many business competitions are won by data-driven solutions and decisions, so shall talent development management. That led to the introduction of Experience API (xAPI).
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
AI as a Shared Service by Salesforce Senior Director of ProductProduct School
Main Takeaways:
-AI is just a mean to an end, the end goal need to be extremely clear
-Prioritize project where you know you have the data - data access can be the most challenging piece of an AI project
-Build your solution for a use case but find ways to make it a shared service
Webinar: AI as a Shared Service by Salesforce Senior Director of ProductProduct School
Main Takeaways:
-AI is just a mean to an end, the end goal need to be extremely clear
-Prioritize project where you know you have the data - data access can be the most challenging piece of an AI project
-Build your solution for a use case but find ways to make it a shared service
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
Presentation from my Breakout Session at the great Congres Intranet 2014 conference in Utrecht (NL).
This presentation makes the case for employee engagment and knowledge work - both areas with massive problems in today's organisations - to be really just different sides of the same coin and what role the Intranet as a universal work tool can do to drive results in both areas.
How Social Adds Value to Talent Management- Q4 CIPDMark Osborn
Presented at the CIPD Conference with Pagit Miles. Today businesses understand that the effectiveness of their employees is a significant competitive driver. IBM believes that embedding Social ways of working into an organisation can add value at every stage of the employee life cycle. This session will demonstrate how and why social should be at the core of businesses' Talent initiatives and by aligning social to HR processes organisations can increase productivity, engagement, performance and retention.
In the 3rd of 3 joint webinars with Beezy and CardioLog Analytics, we discussed the basics of gamification, and how you can develop a "motivation hacking" strategy within SharePoint or Office 365 to help shape user behavior and improve adoption and engagement.
This presentations takes you behind the scenes on recent enterprise social projects from corporate and public sector organisations, discussing social business in 2014 and beyond.
Hacking HR 'workshop' presentation on distributed vs remote workJon Ingham
Presentation following on from my panel at HackingHR's first HR Innovation and Future of Work global conference. Looking at the opportunity to extend / build on remote work into more distributed organisations supporting innovation and development beyond the covid-19 pandemic. See: https://www.youtube.com/playlist?list=PLLZVWpJHopUTt7uowNK3Oh2BKVYVdobK9
Employee Resources Groups at Symposium Diversity and Inclusion conferenceJon Ingham
Presentation on Employee Resource Groups / Staff Networks / broader organisational communities and networks and their use for inclusion to Symposium Diversity and Inclusion conference May 2020
Webinar run for Symposium training and HR Review in the UK as an introduction to Strategic HR, supporting my training courses - Jon Ingham, April 2020. See https://www.hrreview.co.uk/inside-hr-webinars-register-email?commid=397446
Intranet Now: Linking the Digital Workplace with Strategic Organisation DesignJon Ingham
Presentation at Intranet Now October 2019 on how to create strategic impact by linking the digital workplace to a strategic organisation model and differentiating this according to the type of organisational group / network
Managing Networks in The Social OrganizationJon Ingham
Webinar presentation for Connected Commons, October 2018. Also see: https://connectedcommonswebinar.webex.com/connectedcommonswebinar/onstage/playback.php?RCID=a23a60a103fef5434352ea69af962494
3. Jon Ingham reckons traditional surveys will continue to
play an important role. He stresses that data should be
used to change the way people behave. “Getting data
more quickly and more regularly doesn’t really increase
this insight and may result in moving from a strategic
perspective to engaging in more short-term activities.”
Dave Ulrich cautions “The tool should help provide
better information and access to delivering better
business results.”
Understanding Engagement
Source: http://www.hrmagazine.co.uk/hr/features/1151701/next-generation-employee-engagement-tools
4. Evidence Based Engagement
Sources: http://www.engageforsuccess.org/ideas-tools/employee-engagement-the-evidence
http://www.engageforsuccess.org/wp-content/uploads/2014/03/Rob-Briner.pdf
6. Adding (Medium) Value
Traditional Engagement Surveys
Input /
Investment
Activity Outcome
Business
Impact
Prescriptive
Analytics
Strategic
Drivers
Employee
Engagement
Index
1.
Sa9sfac9on
with
Day-‐to-‐Day
Work
Experience
(3.52)
2.
Sa9sfac9on
with
Support
for
Career
(3.00)
1.
I
do
interes-ng
work
(3.68)
2.
This
Place
is
a
fun
place
to
work
(3.12)
3.
I
feel
confident
in
applying
procedures
(3.42)
4.
My
work
uses
my
full
poten3al
(2.94)
5.
I
am
fairly
rewarded
for
my
job(3.06)
Employee
engagement
(3.34)
•
sa9sfac9on
•
inten9on
to
stay
•
advocacy
1.
I
have
valuable
appraisals(2.82)
2.
I
know
what
I
need
to
do
to
be
successful
(3.25)
3.
I
am
able
to
get
the
training
I
need
(3.06)
4.
My
manager
and
I
plan
my
skills
(2.76)
7. Creating (High) Value
Eg Social Recognition
Source: Workstars. Also Achievers, Globoforce, Tembosocial, Jostle, WooBoard, WorkAngel
8. Creating (High) Value - Other
Sources:
1. Alan Watkins
http://www.changeboard.com/content/4879/leadership-and-management/talent-management/future-talent-
conference-2015-alan-watkinss-presentation-slides
2. Silverman Research
9. Value for Money –
Mini Surveys
Source: BlackbookHR
Also CultureAmp, TinyPulse, QuestBack, RoundPegg, KnowYourCompany,, 15Five, NikoNiko, Glint Inc
OfficeVibe, Waggl, Survey Monkey
11. Creating Value Systems
Eg Enterprise Social Networks
Generating Big Data
Source: OrganisationView
Also see Kanjoya, Digital Reasoning, VoloMetrix,
12. Creating Value Systems
Eg Gamification
Generating Big Data
Source: eMee http://www.emee.co.in/enterprise.html
13. Creating Value Systems
Eg Gamification
Generating Big Data
Shanda Games provides each employee with a virtual
city. Employees are awarded virtual objects for
completing tasks or projects and these can be used to
decorate their cities. Each city owner is also able to
decide on what their city’s weather for the day is going
to be, and Shanda measures the mood of the
organisation by scanning how nice the weather is each
day.
14. Value for Money - ‘Big’ Data
Source: Celpax
Also eMooter, Morale.me
15. Value for Money ‘Big’ Data
Sears Project MoodRing tracked the emotions of its
retail staff mood using mood-tracking systems on the
company’s time clocks, collecting 80,000 moods per
day over 15 months.
They identified more positive moods of their
salespeople led to customers buying more purchase
peripheral products, like surge protectors, extra cables
and protective warranties.
The data team has piloted an automated email
program that sends store managers videos and short
training programs on how to motivate people.
16. Big Data – Wearables
Sources:
2. Galvanic Skin Response sweater
hIp://www.theguardian.com/technology/2013/dec/03/wearable-‐tech-‐ger-‐mood-‐sweater
17. Big Data - Wearables
Sources:
2. Hitachi Business Microscope
18. Ensure It’s Not Disengaging!
Sources:
http://web.archive.org/web/20150101054835/http://finance.yahoo.com/news/big-data-knows-youre-
going-130331790.html