David Norman Greene (born June 22, 1982) is a former American football quarterback. Dave Ulrich: I mean, our '97 book that I said, we've moved beyond, the principles are the same. I think there are countless examples of how HR has delivered, especially those functions that are well led, that have strong stakeholder equity, that have People Analytics teams and have the ability to do continuous listening and do more pulsing with employees that were either affected by the pandemic, maybe they were critical workers and still having to go into an office or a place of work, or they were suddenly having to work remotely. You are obviously more involved in building up the Academy and the thinking around what facets it needs. Obviously one of the great ways of effecting change is actually making them usable. Also Microsoft and other companies like IBM are looking at different signals to listen to what employees are feeling. And then Diane Gherson of course from IBM, or then from IBM, talked about how they had run a company wide jam to understand employee preferences once it was safe to return to the office and she said that people, certainly IBM people really appreciate the office as a place to connect and build out their networks and collaborate together. I am in the hot seat, believe it or not, going through my predictions for HR in 2021. He was drafted by the Seattle Seahawks in the third round of the 2005 NFL Draft. David Green: I think it is interesting because it is about people analytics teams and their HR colleagues working together and that might mean, as you said, the first time that you have to present a story using data, it is going to be daunting isn’t it, I guess. We are not hearing about any more outbreaks, we're not hearing about new strains and we can potentially go back to the office. It's ok that they are probably going to get it wrong a bit too and that is all right, that is how you learn. But yes, as you rightly signposted, that if I go back over the years I have got some right, a lot more wrong and a few might have to go to VAR. I have been publishing an annual set of predictions since 2014 and the show's producer, Ian Bailie, persuaded me that it would be fun to record a special episode of the podcast framed around my predictions for 2021. So I think it is that practical application, I think as much as we are obviously encouraging people to take training courses and do training, a lot of the work that we do with companies is also around helping them put that into practice. Combined with his speaking and writing, this gives David a unique perspective and insight into what's working, what's not, and what's forthcoming in the field of people analytics. So I think all of this is playing out in real time. All right, so let's move on to the last question, because I think you constantly shame me at the end of these podcasts by saying that “your producer will get all mad at you for running too long” And so, I think I should probably heed your usual advice there which is we need to wrap the conversation up. I think it has also shown that employee preference is right at the top of the list for considerations for most companies when it comes to planning for the post pandemic future and that is good, that is where it should be. Ian Bailie: Absolutely and I think HR is having to build a new muscle as a result of this. David Green: Well, in all the seven years I have been publishing these predictions, I think I have said that People Analytics will grow significantly in the calendar year that follows. It forces me to absorb what is going on, consider and place my bets, as it were. So, we want to improve recruitment, we want to use data to do that. He had just co-authored a paper again for the World Economic Forum, on HR 4.0, he was speaking to us and then he was going off to Davos next, to the World Economic Forum, where the future of work has been a key topic for a number of years now. Sign up with your email address to receive news and updates from myHRfuture. How do you see People Analytics evolving further in 2021? Whether it is understanding where the virus is and where employees are impacted or understanding employee sentiment, how they feel about the new situation working from home, things like that. They are not the only company doing it, we had Novartis and Ericsson on the podcast earlier this year as well and they were talking about how they were moving towards similar ideas and similar programs as well. So I think for companies to manage all those different preferences, but then also think about how we are actually going to deliver on the requirements of the business, it is going to be quite confusing. Is it about how HR can help guide decision-making in organisations in the areas of talent, leadership and organisation around the outcomes that provide the biggest outcome for the business i.e. If we get it wrong, we could set the field back several years and more importantly lose the trust of our employees. $995 for a 5-day trading lab. David Green, founder of Hobby Lobby, opened his first retail business in 1970 with $600 in start up capital and parlayed it into a $2 billion per year retailing giant with 434 stores. So that is where you can start to link because ultimately what is starting to gel these traditional silos together is data, isn't it? Or if you saw the details of that project in the New York Times and that makes you feel uncomfortable, then maybe you shouldn't be doing that project. It is very easy to say “we want to know the skills of our workforce” or “we want to have a skill-based workforce planning process” whatever it might be but it is incredibly hard to do. He sells the following products and services: $199 for a day trading course. And then two on change, as you said, consulting and influencing and stakeholder management. And how can we actually effect change? But I think we are seeing it come together. IBM is a great example where actually they have been working on it for quite some time and are able to really do a lot with inference of skills and things like that. He is a major financial supporter of Evangelical organizations in the United States and funded the Museum of the Bible in Washington, D.C. David Green. . Recognised as one of the most influential People Analytics experts by the community, David is regularly invited to chair and speak at industry forums, conferences and seminars across the world and has spoken at and/or chaired conferences in 25+ cities around the globe over the last 18 months including Sydney, London, Paris, Singapore, New York, San Francisco, Moscow, Helsinki, Amsterdam and Berlin. And that is still just such a fundamental element that we need to build in. David has also been the main chair of the popular Tucana People Analytics World and People Analytics Forum conferences in London since 2014. The book is called Victory Through Organisation, we had 1200 businesses and 31,000 people and we looked at the individual … . if I am going to invest X amount of dollars in talent, if I invest it in these three areas, these are the areas that the data tells me will have the biggest return for the business, for the customers, for the workforce and for other stakeholders in the business. What has your hit rate been like so far? I think there are a few things that are really challenging with it. It is a bit lonely sometimes obviously, imagine if I go back 20 years, I would have been flat sharing in London with three other people, that must be not a great experience to be perfectly honest. One skill that we talk about a lot with the work that we do with myHRfuture, is just the importance of stakeholder management. So let's get back to HR and let's kick off with the first prediction that you have, which was around the future of work. Then a product engine, which I think is something that is quite new in pretty much all organisations except a few, where we have Designers and Product Engineers that are kind of putting the user at the centre and actually thinking, how can we develop analytics products that people will actually use? We know that from the traffic that we get on the podcast and in the Academy as well. We had Diane Gherson then from IBM, on the podcast back in September, she talks about the company wide jam they had done to understand what employee preferences would be when they came back to the office. So I suppose if we just look at three things that the remote working experiment has really shone through in the last year, one is that people can work remotely and they can be just as productive. And I think what made sense to Cisco at that time, because of the business challenges the company was going through, didn't necessarily apply to every other company out there. It is not connecting to recruitment, it is not connecting to career and so turning all of this on its head and really saying, what is it that the individuals care about? From picking cotton and starting a business in his garage to running a billion-dollar company, all with a passion for God, David Green has experienced first-hand the secret the Apostle Paul refers to in Philippians 4:12-13, “I know what it is to be in need, and I know what it is to have plenty. In many respects, I think HR has stepped up to the plate. So those are some of the main areas that I think are popping up. And so I think we need to get more sophisticated as an HR organisation in terms of how we think about buying the technology and I think what is great is we are now seeing the tech providers becoming less like point solutions and thinking more across all of the different problems that they are trying to solve. I think it is becoming more and more important and the more and more conversations that we have with companies, we are hearing people talk about it more and more. https://www.b.wikiage.org/where-is-he-going-after-leaving-npr-new-job I am sure there will be elements of that flexibility that people are looking to retain but what are some of your predictions around how some of that will evolve, particularly when we think about wellbeing and culture and maybe even how we think about the impact on employee experience as well? Green tells the story of caring for the small things and starting Hobby Lobby in their garage. . David and Barbara Green are the founders and current owners of craft-supply store Hobby Lobby. How do you really apply that learning? David Greene (born April 9, 1976) is an American journalist who worked for the radio broadcasting company NPR, and was one of the co-hosts of Morning Edition until his retirement in December 2020. I have got great broadband, I have got my own office, I can work. When we set up Insight222 three years ago now, the first co-creation that we did with 15 organisations was to create an ethics charter. Those connections are very important for innovation and collaboration, so the long term impact of remote working, hybrid working, we don't know yet. Particularly around, you mentioned this topic, productivity a little bit around governance and ethics as well. He played college football at Georgia. We found that interestingly investment in specialised People Analytics technology is also growing as well and I think over 80% said that they are currently using some of those technologies or planned to do so in the next 18 months. He works with HR practitioners and organisations to leverage analytical insights from employee data to drive business outcomes, increase performance and improve employee experience and well-being. We are currently in the throws of another lockdown in the UK at the moment, so even thinking about going into the office at the moment, we can't do that. So how can we really build confidence in HR professionals that they feel okay doing this work, that they feel okay having conversations about data and they feel confident having those types of conversations with the business? David Green: Yeah, I think again just to highlight that it does seem that a lot of organisations have been putting employee wellbeing at the centre of their response to the pandemic and there is a hope that that will continue into 2021 as we move hopefully through the vaccine and get back to whatever is next. You're successfully subscribed to the Digital HR Leaders newsletter on myHRfuture. And I think one of the trends that I am sure you did predict for 2020 was just around the focus on career development and how that is evolving. And so having recruitment think about external talent and internal talent is a shift. I think if 2020 has proved anything, it is difficult and perhaps some would say stupid to try and do so. And the third reason is to kind of prompt discussion, like this. But they were able to then put contingency plans in place to make sure that pharmacies and hospitals in that area were supplied with the drugs that they needed. I think we will start to view the office with rose tinted glasses. Then I think what we are also seeing is a real interest in skills like storytelling. By the world’s standards, he is a remarkable success. Any final thoughts before we sign off for this episode? Ian Bailie: Well, I think it is just that foundation of trust, I couldn't agree more. So, there is lots of good work that HR is doing. 10 Things You Didn't Know About Hobby Lobby CEO David Green So it is just to wish everyone well for 2021, health to you and your family and colleagues and let’s hope we get back to some sort of normality by the end of the year. And his … In many respects. So they are getting that view and they are asking the data question before the company has bought the technology. So interestingly I actually ran that question to a gathering of 450 HR professionals just a few weeks ago and again, people analytics emerged as number one. Forbes® estimates his personal fortune to exceed $3 Billion, making him one of the richest people in the world. So I am probably starting to be a bit more right about that than maybe I was back in 2014. David was the Main Stage MC at UNLEASH World in Amsterdam in 2018 - Europe’s largest and most popular show on the Future of Work and Workplace Technology. It is interesting because we have got the data to back up the fact that People Analytics is growing now. He has received a number of industry accolades including winning Best Writer at the HR Tech Writers’ Awards, being included as one of 10 ‘Power Profiles’ for HR by LinkedIn and is regularly included in influencer lists on people analytics, HR and the future of work. One of those was that People Analytics was growing. Many people have enjoyed the flexibility of working from home and being remote and what that has meant. Although they can run out after a while.
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