After a great presentation at People Analytics World 2018, Vanessa Lammers shares a few thoughts on her experiences and predictions in HR Analytics...
Vanessa leads People Analytics for Nestle Waters globally. She is passionate about leveraging psychological theory and the scientific method to understand better the employee experience and improve engagement, enablement and retention.
Vanessa is an expert in strategic people planning, and has taught a variety of undergraduate- and graduate-level courses in business, psychology, research and statistics.
For how long has your work involved analytics, either directly or in project leadership?
I have worked in people analytics for nine years. I started out in the external consulting space doing project work for litigation purposes; I made the switch to internal consulting when I joined Nestle Purina PetCare Company in 2012.
For how long have you worked in the HR domain?
I have worked in HR for nine years as well - all of my analytics experience has been in the HR space.
How well do you feel People Analytics is progressing?
It's exciting to reflect on the evolution of People Analytics; I think senior leadership has gone from viewing People Analytics as a "nice to have" to a true "need to have." The more familiar the business becomes with the purpose of People Analytics, the unique skillsets of the individuals who work in this space, as well as the types of business questions that can be best answered using analytical techniques, the more the business leverages this center of excellence.
The more successful partnerships People Analytics teams foster with the business, the more actionable and meaningful insights they provide to the business, and hence, the busier we become! The most beneficial part of this journey, for me, has been witnessing the way in which the value brought by People Analytics teams positively impacts the extent to which HR is seen as a strategic partner to the business. The acknowledgement that effective talent management is not just an art - but also a science - has changed the way in which business leaders think about "human resources".
What have been the greatest challenges that you've faced within People Analytics?
Building the capability of our HR generalists and leaders to be better equipped in utilising data to enhance people decisions in organisations.
What are your predictions for 2018 and beyond? Where are things heading?
I think there is going to be a much greater focus on planning for the impact of advancements in technology and AI on how jobs are done today.