Find out more about the powerful panel of international experts who are going to discuss the results of our global study.



Time to discuss the implications of our global study


As you will have seen on here recently, Humdex has been very busy conducting an open global study to find out which data really makes a difference, and what is really needed from in the future to help us achieve the dream workforce. We have been collecting the perspectives and expectations of business drivers for different countries, backgrounds and functions, gathered from people-professionals and business leaders across the globe.


Very soon we will be ready to share our results with you all, so be sure to participate in the study if you wish to have your thoughts included, and to properly celebrate the release of these insights Humdex is going to conduct an online panel discussion with some impressive intellectual and accomplished personalities. This globally renowned panel will discuss, debate and dissect the findings live on the LEAD EU network for free. We do not like to do anything by halves here at Humdex.


Register for the online discussion on November 24th 12:00 GMT here. Become a member with LEAD EU for free (LEAD Network is fully managed by volunteers; active members committed to making a difference and drive their mission) and watch all of their past and future content.



Meet the Panel


Who are the powerful panel of international experts who are going to discuss the results of our study?


1 - Temi Dalley - Chief Human Resources Officer at Sterling Bank Plc.


Temi Dalley is an adept HR leader with nearly two decades of experience – locally and internationally. She is a seasoned professional with an exceptional reputation in strategic leadership, people management, business acumen, driving transformational change among others.

As the Chief Human Resources Officer at Sterling Bank Plc., she is responsible for building a competent and agile workforce to meet the rapidly changing demands of today’s workplace. She leads a team of Human Capital experts whose mission is to create a truly humane and enabling work environment in the digital age, fueling Sterling Bank’s differentiation in the business landscape.

Temi has a first degree in Political Science from Ahmadu Bello University, Nigeria, M.A in Human Resource Management from the Middlesex Business School, UK, and also a member of the Chartered Institute of Personnel and Development (CIPD), UK, Chartered Institute of Personnel Management, Nigeria (CIPM), among other professional bodies.

Listed among the 101 Most Influential Global HR leaders by the HRD World Congress (2018) and 2020 HR Leader of the year by the HR people Magazine Awards, Temi is keen on driving innovation and future-focused best practices that enhances the HR profession and sustainable organizational success.



2 - Alex Flemming- President of Staffing and Solutions and Country Head, the Adecco Group UK & Ireland.


Alex Fleming was appointed Country Head of the UK and Ireland alongside her role as President of Staffing and Solutions for the Adecco Group UK and Ireland in April 2018. As part of her remit, Alex leads three of the UK’s most prestigious workforce solutions brands: Adecco, Office Angels and Pontoon.

Alex began her career as a recruitment consultant for the Adecco Group UK&I in September 1997 at the Adecco Clapham branch. London-based Branch Manager and Regional Manager roles soon followed, until she took on the role of Adecco Operations Director in 2009. In 2011, Alex assumed responsibility for managing the Adecco and Spring businesses overseeing the commercial development of 50 offices in London and the South.

In 2013, Alex was promoted to Managing Director of Adecco and Spring Personnel in the UK and Ireland. In 2016, Alex also took on responsibility for the Adecco onsite division managing over 50 large strategic accounts – Adecco Corporate. As of 1 September 2016, she became the President of General Staffing, bringing Office Angels into her remit and managing over 180 offices across the UK&I. In 2018 she assumed responsibility for Pontoon, the MSP and RPO solutions offering to large organisations.


Alex was promoted to Country Head of the UK&I in April 2018, where she’s responsible for driving strategic direction, innovation and new growth opportunities. She champions diversity and inclusion in the workplace, and is a strong advocate for bridging the gap between education and work, by introducing young people to the world of work from an early age and partnering with educational establishments.



3 - Dr. Deb Cohen, Phd- President Deb Cohen LLC.


An author, trainer and management consultant with more than 25 years of experience advising, speaking and guiding nonprofit, academic and for-profit entities. Her latest book, Developing Management Proficiency: A Self-directed Learning Approach (2020), focuses on how managers can develop their management competence through self-directed efforts.


Deb is a Distinguished Principal Research Fellow with The Conference Board and is an Adjunct Professor at George Washington University teaching MBA courses in Strategic HR. A subject matter expert in HR, management and organizational behaviour, Cohen’s expertise lies in creating and executing new initiatives that support and develop organization strategy. She is a skilful facilitator, speaker, trainer and researcher. She has been called upon as an Expert Witness in employment cases.


As a former SVP with the Society for Human Resource Management (SHRM), Cohen was responsible for a 50-person Division covering knowledge services, original research, and the development of a profession-wide competency model. Under her direction, research services were transformed into a significant revenue stream, a curriculum guide for the HR profession was established and a competency model that forms the basis for a world-wide certification credential was created. As a member of the Executive Team, Deb helped develop, guide and evaluate programs across the organization.

She received her Ph.D. in Management and Human Resources and her Master's Degree in Labor and Human Resources both from The Ohio State University. She is a certified Senior HR professional with the designation SHRM-SCP.


Deb is also the author of Developing Proficiency in HR: 7 Self-directed Activities for HR Professionals, a book that focuses on self-development in HR (2016). She is co-author of the (2015) book Defining HR Success: 9 Critical Competencies for HR Professionals and a co-editor for a (2013) book entitled Developing and Enhancing Teamwork in Organizations: Evidence-based Best Practices and Guidelines. Prior to joining SHRM, Dr. Cohen spent 15 years as an academician teaching HRM at George Washington and George Mason Universities. Dr. Cohen has published over 50 articles and book chapters and has been published in such journals as Academy of Management Journal, Personnel Psychology, Journal of Management, and the Journal of Business Ethics.



4 - Dr. Charles-Henri Besseyre des Horts, Phd - Emeritus Professor HEC Paris


Holds two Doctorates (University of Aix-Marseille and University of California at Los Angeles) and an Emeritus Professor at HEC Paris. Charles-Henri has been, between September 2003 and September 2008, Director of the research chair HEC-Toshiba "Nomadism and Mobile Technology" and between September 2012 and July 2015, Director of the research chair HEC-Webhelp “Human Capital and Performance”. He has taught during 26 years in all HEC programs: HEC MS in Management (Grande Ecole), HEC MBA, HEC Doctorate, HEC Executive programs.


He has created and managed the MS HEC Exed Strategic HR Management. His research works focus on change management of enterprises and organizations in relationship with the digital revolution, relationships between human capital and firm performance. He has published numerous articles and more than 15 books including the last two most recent ones as co-author: l’IA au service des RH (Dunod, September 2020) and Le Management par la Confiance (Eyrolles, September 2020). He is the President of AGRH (Francophone Association of HR Academics, 1000 members, 15 Francophone countries) since October 2017. He has been and is actively involved in international consulting and training activities in more than 30 countries in Europe, Asia, and Africa. He is, on a part-time basis, the Corporate Relations Director of FNEGE (French National Foundation for Management Education) and Senior Advisor of Korn Ferry France.


Healthy debates


We know that these individuals will have a healthy debate about the results and help us all ask the right questions of ourselves, our colleagues, the current and future workforce and even society. We want to know what does it take to be truly inclusive and diverse and how can data help businesses to make the right decisions to help us plan the future workforce?


Sign up to the free webinar on November 24th 12:00 GMT




There is still time to have your views included in the study


To take part in our anonymous open study, it takes only 10 minutes, using the link HERE


Find out more about the study HERE




We work hard at keeping up to date and informed on the latest trends and news affecting the world of people analytics & strategic workforce planning. If you would like to know more about the work we do, then please contact us.


Author -Scott Brent


Subscribe to our bi-monthly newsletter for more insights, news, light reads and trends from the team here.



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A brief exploration on how companies can harness data to come out of the current situation with momentum and strength.


Coming out of the pandemic with strength


Humdex is a little data obsessed, we know this and try hard to reign in our enthusiasm for people analytics when speaking to individuals who may not want to discuss, for example, the fluctuations of productivity, in Germany, over the course of the Corona virus. We do not, however, have to convince businesses that using data is not only valuable but essential to succeeding now, and in the future, this is an accepted fact. What we do need to discuss together is how to handle that data, how to deploy its value for impact and how to understand the motivations for its use. In this short piece I want to highlight the core ways in which companies can use data to improve their outlook for the future.

“One thing we should all be focusing on is how we can use data and analytics to help us come out of the current situation and be in a position of strength for the future.”

Jordan Morrow, Reactive vs Proactive Analytics – Shape the Future, Qlik



Taking the reins with data


4 core practices companies can use data to help future-proofing.


1 - Data governance


Long term investment in data governance is critical for achieving business goals and better market adaptability. Data governance, on the micro level for businesses, is a structured management of data assets within an organization, covering data custody, data quality, tools and processes.


Fig. 1. Data governance diagram by StarCIO


It is the major step in mastering information use in a business. Many initiatives live and die by the quality of their information, data governance ensures a knowledge of key legislation (GDPR, data protection etc…) and installs a series of checks and balances that reduce risk by being able to identify quality and trusted data from your sources. Most importantly this approach gives power to the individuals who's job depends on data quality and aligns their needs with that of the business = being data driven to improve chances of business success in the future.


2 - Being data-driven/based


Ray wright tells us that “Changing the culture and emphasizing the importance of being data-driven takes time and must be directed from the top of the organization.” Being data-driven is a procedural (i.e. data governance) and cultural transformation. Data must be part of every decision process from the start, it should never be shoe-horned in part way through the process to fit an already decided upon aim. It is at its most powerful when it is used as the catalyst for action or as proof of the validity of an action. It is imperative that higher management operates less on gut feeling and require that most operations (i.e. departmental reporting, new initiative plans etc…) make use of appropriate information at its base and show that this data is being used to shape the business.



3 - Knowing why you need data/being outcome orientated


Every company knows that they need data to prosper but gathering as much data on everything is not a good use of anyone’s time. There is an IT term called Garbage In-Garbage Out (GIGO for short), which essentially means in this scenario that if companies are vague with what they want to achieve or need the data for, then the output will be equally as vague and full of holes, which achieves little. Not only do we need to be clear as to why we need information on X or why we are doing initiative Y but it is also hugely important to set goals and KPIs based on data available. We need to know when to celebrate, when to re-calibrate and when to reconsider, bench-marking as well as a good understanding of external and internal environment data can achieve this. An example we have talked about before is how companies set their D&I gender targets to 50/50 automatically, without any knowledge or understanding of the external talent landscape. Simply put there often just isn’t the gender diversity available for many companies to achieve this goal. Those few companies that are successful in full gender parity are often over-fishing a diminishing pool at great cost.


[You can watch our full live recorded webinar on gender balance and target setting; "Recruiting for balance– understand your markets to support balance", that we conducted with LEAD network HERE]



4 - Become a pro-active force


We often see that “Data quality issues frequently lie at the core when marketing, analytics, or insights programs fail to deliver the expected results” (Jordan Morrow, Reactive vs Proactive Analytics – Shape the Future, Qlik). Not all data is created equal and some information is poorly researched, or may leads respondents, or contains errors, or what you need may just not exist as a statistic. The remedy for this is to be a more pro-active force with those who conduct the research responsibly. If you think that the market is lacking data or not representative of your own experience be present for those studies when they come around and even seek them out, share these opportunities with groups and individuals who you think would contribute to the outlook of the industry, too often are studies producing reports from the opinions and situations of small and unrepresentative section of the whole.


Right now, Humdex has such an opportunity. We are conducting a study open to all business managers as well as HR professionals about the future of data in HR business strategy. We believe that a data driven understanding of the impact of workforce availability and talent is critical to the achievement of business strategy. We all know that the world is changing dramatically. Digitization is becoming more and more important, but which data really make a difference, and what is really needed from HR in the future? Our study is aiming to help answer these questions. You can take part in the study directly at: www.humdex-nextgeneration-hr.com


Or you can find out more about the study HERE



Bringing it all together


The current situation has galvanised us all into action. Data has risen to the top of the corporate agenda, as it is the way to ensure businesses stay agile and robust enough to succeed and endure in a destabilised environment. Yet, having the most data is not the answer, the answer is in being able to handle and direct the information effectively for your own purposes. To do this companies will need to tighten up procedurally, culturally, be outcome specific and pro-active. Data could be the silver bullet answer to future-proofing a business, but it is a bullet that requires long term investment and commitment to use.




We work hard at keeping up to date and informed on the latest trends and news affecting the world of people analytics & strategic workforce planning. If you would like to know more about the work we do, then please contact us.


Author -Scott Brent


Subscribe to our bi-monthly newsletter for more insights, news, light reads and trends from the team here.



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