Human Resources Policy Institute’s Post

Richard Rosenow and the One Model team have really nailed it with this paper. Proud to have contributed to it. Expanding on their points... 👉 In my experience, the connective tissue (and friction) between HR strategy, ops, tech, data, analytics, and products is what makes (or breaks) most HR endeavors to build and scale high-impact People Analytics (PA). Rosenow smartly points out that the first step in moving forward towards a Workforce Systems model is to 🔎 "Assess your organization’s needs: Evaluate the current state of your HR functions and identify areas where integration and coordination could drive significant improvements." 🔎 Unfortuantely, for so many HR/PA teams, the reality is that this exercise tends to be overly manual 📝, subjective 🤔, political 🤺, unmeasured 📈, out of step with industry trends 🌐, and time-intensive ⌚. My observation based on many years in the PA industry: it takes a new PA leader 6-12 months to get a basic handle on the major disconnects, and 1-2 years to really go deep and truly assess/align needs across the HR data ecosystem. There are a TON of opportunity costs and risks here, impacting HR overall and influencing the success rate and tenure of PA leaders. There is a better way.... 👉 ikona Analytics has solved this problem by using GenAI and NLU to deeply assess clients' entire HR data ecosystem in 10-12 weeks. Message me, email info@ikonaAnalytics.com, or visit www.ikonaAnalytics.com to learn more. Tagging a few friends in the comments who should find this paper and post interesting.

Thanks for creating and sharing this, Richard. It's really thoughtful, inspiring, actionable work, and I've been itching to provide some perspective and ideas on this for the past week. In short, as you and I have discussed for years, there needs to be such a leader connecting the HR/work tech dots over time. What has often persisted, however, are silos of technologies meant to stand up or improve certain processes. Unfortunately, the decisions on what domain or process-specific tech to select, implement, maintain, and enhance has all too often lacked a healthy understanding of what the downstream impacts will be on data (e.g., what gets created or not), analysis, story-telling, and action-taking. As you're showing, those firms that have someone looking over Workforce Systems -- an actual role with a qualified professional in it -- reduce the risk of suboptimal or simply bad decisions. As has long been said, data are assets. Technologies are the creation, analysis, and distribution engines of those assets; and the value of the assets are greatly enhanced when they're brought together thoughtfully, systemically, and with little friction. This is a key value of the Workforce System Role. It's not only about the technologies it's, to your point, about the ecosystem in which they and the data live. Again, thanks for this and doing what you do! #peopleanalytics #workforcesystems #hrtechnology #futureofwork

We've taken a look at the #US #HR media this week. We found: HR chiefs’ stature and #pay increase: This is a reflection of their increasingly challenging roles where they navigate organisations through hiring, resignations, redundancies, DEI, and hybrid working contentions, according to Stanford University researchers. Also, this week, employers are overestimating how much employees #trust them. And the majority of organisations are unsure how to optimise their #AI investments. Thanks to: Forbes Employee Benefit News BenefitsPRO HR Dive Orgvue  Amazon Web Services (AWS) PwC Click here to read on: https://bit.ly/4a2Ob44 (PR in) HR Pulse is our #HRNews round-up to help inspire your content and conversations and aims to help #HRmarketers, #HRsuppliers, #HRVendors and #HR understand current #employer issues featured in the media. #HR #PRforHR #PRforHRtech #PRforHRtechnology #PRinHR #PRHR 

1 in 3 production lines are understaffed - UKG report The State of Manufacturing Employment | According to a recent UKG report: > 31% of production lines remain understaffed, reflecting ongoing recruitment struggles > Nearly 70% of manufacturers say labor shortages impact their ability to meet production demands > Filling open roles is taking longer than a year ago for almost half of manufacturers surveyed Upskilling & Reskilling: By cross-training employees and giving them powerful technologies like #edgecomputing and #AI, manufacturers can supercharge workforce efficiency. #Manufacturing #WorkforceDevelopment #Upskilling https://lnkd.in/ewBTJbwp

In this point of view, @Capgemini explores how the introduction of #GenAI in #HR is transforming every aspect of moments that matter to employees – from #recruitment, through development, to retirement... I f you're curious and want to learn more, here is the link to check it out - https://bit.ly/3WSjaft  #ConnectedEnterprise #GenerativeAI #PeopleExperience #HumanResources #getthefutureyouwant Capgemini Business Services

🟣 Most HR leaders are feeling burned out This isn’t just speculation—it’s from the latest Sage 2024 report 👇 Over 1000 HR leaders were surveyed, revealing: ⭕ 95% feel overwhelmed by their workload. ⭕ 91% say HR team workloads have increased. ⭕ 95% have taken on more responsibilities. Given these stats, you might think HR leaders dislike their jobs. 🙋 But here’s the twist: ✔ 98% of HR leaders enjoy their jobs. ✔ 97% believe HR adds great value to their companies. 🟣 What does this contrast tell us? HR leaders know their role is crucial, but it’s time to make things better for them 🎢. AI can step in to automate repetitive tasks and #humanize the recruitment process. Humanize, you ask? That’s OCTO’s promise to recruiters. Stay tuned to learn how we plan to do it 🚀 #SmartHiringPartner Source: Sage Picture credits: hrexecutive

🚀 Identify and deploy the potential of your Type A employees today! These high achievers can change the game when rightly oriented in the team. Do not know who they are? No time to observe everyone? Worry not. PMaps' #Big5 #personalitytest tool has you covered! Enhance your HR decisions this appraisal season with our advanced HRtech. Read the blog now!: https://lnkd.in/gKaz9-Ma #HR #TalentManagement #PersonalityAssessment #PMaps #HRTech #Big5 #TypeA #HighAchievers #HighPerformers #RethinkHR

HR Executive announced our 2024 HR Executive of the Year today. If you know Nickle LaMoreaux or even know only her work at IBM, you probably aren't surprised that she is the winner this year. From becoming "Client Zero" with AI in 2017 to diving into automation with AskHR while also ensuring HR retains its humanity and much more, LaMoreaux is helping define this era of #AI in #HR. Please congratulate her and her IBM HR team, to whom she dedicated the award. And I'd love to know: What have you learned from this leader and her team? What are you putting into practice? What results are you seeing? (Seriously, I'd like to know! We're always looking for great HR and #HRtech stories to tell.) Read more below, and don't miss the video to hear LaMoreaux discuss some of these challenges in her own words.

In this week's Fortune CHRO Daily newsletter, Emma Burleigh highlights how our valued Cornerstone customer, DHL is utilizing the Cornerstone Talent Marketplace to upskill over 160,000 employees. We’re proud to empower leaders like DHL CHRO Dr. Thomas Ogilvie with the insights and visibility needed to drive their workforce forward. https://lnkd.in/gbkgAawP The way organizations approach #skills is undergoing a fundamental shift. There’s an increasing focus on upskilling existing employees rather than just hiring new talent, and #AI plays a vital role in making this possible.

How many HRBPs should you have at your company as it scales? There are some corporate skills and responsibilities that will not be disrupted by AI anytime soon. One of those skills is the ability to effectively pull off a re-org. The comms strategy, the frequency and size of the re-orgs themselves, the ability to proactively spot issues before they fester. These are all skills that make a great HRBP worth their weight in gold. This said, other more operational aspects of the HR and other back office functions are incrementally being automated by LLMs and other technology improvements. So, two questions remain: 1) How many HRBPs should you have in this day in age as a function of total headcount? 2) And how will these ratio benchmarks change over time as the labor market continues to evolve? I cannot accurately predict the answer to number 2. But, for number 1, I can share some benchmarks from Pave’s real-time dataset. Let’s take a look at our team’s findings across 1,341 analyzed Pave customers. _________________ Average full-time employees (FTEs) per HRBP Ratio Benchmarks by Company Size: ✅ 1-25 FTEs => 12 FTEs per HRBP ✅ 26-50 FTEs => 38 FTEs per HRBP ✅ 51-100 FTEs => 68 FTEs per HRBP ✅ 101-200 FTEs => 116 FTEs per HRBP ✅ 201-500 FTEs => 170 FTEs per HRBP ✅ 501-1,000 FTEs => 225 FTEs per HRBP ✅ 1,001-3,000 FTEs => 235 FTEs per HRBP ✅ 3,001+ FTEs => 300 FTEs per HRBP 𝗧𝗵𝗲 𝗸𝗲𝘆 𝘁𝗿𝗲𝗻𝗱 𝗶𝘀 𝘁𝗵𝗮𝘁 𝗮𝘀 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗴𝗲𝘁 𝗹𝗮𝗿𝗴𝗲𝗿, 𝘁𝗵𝗲 𝘁𝘆𝗽𝗶𝗰𝗮𝗹 𝗛𝗥𝗕𝗣 𝗶𝘀 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗳𝗼𝗿 𝗮 𝗵𝗶𝗴𝗵𝗲𝗿 𝗻𝘂𝗺𝗯𝗲𝗿 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. This is likely due to the efficiency and effectiveness improvements for HR teams that come with economies of scale. How does your company’s FTE-to-HRBP ratio compare to the benchmarks? _________________ Three final caveats: 1 – Of course, all companies have unique contexts that might require more (or less) HRBPs than the reported benchmarks. 2 – The findings here skew heavily towards the tech sector. Other industries are likely to have diverging ratios from the tech benchmarks reported by Pave. 3 – A reminder that 𝘁𝗵𝗲𝘀𝗲 𝗯𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸𝘀 𝗮𝗿𝗲 𝗼𝗻𝗹𝘆 𝗳𝗼𝗿 𝗛𝗥𝗕𝗣𝘀 and do not include all of the members of the HR/People function. We can analyze IT, Finance, HR, etc ratios in future posts. #pave #hrbp #benchmarks