A fundamental part of a workforce insights strategy is the focus on people leaders as the ultimate beneficiaries of People Analytics. This is based on the belief that HR must play a enabling role in encouraging a culture of data-driven people decision-making, but that the line manager is in the best position to use insights to optimise and manage the teams they lead.
In order to unlock the value from the investment in People Analytics, it is critical that insights gets actioned. People Analytics leaders are often frustrated by the fact that they produce great insights that are never put into action. A key question asked by HR and People Analytics leaders is how to get the business leaders to act on the insights that is made available to them.
This session will explore:
- Why should business leaders care about people analytics?
- Understanding the people leader community in your organisation?
- The importance of segmenting line managers by team size, their specific challenges, and the value they will derive from People Analytics
- Delivering relevant and timely People Analytics focused on moments that matters
- Applying behavioural science principals to optimise people leader adoption
- Tracking progress, measuring impact, and course correction.
- Understand the value of getting people leaders onboard as part of a People Analytics strategy and journey
- Understand how to convince the HR community that they should not be the gatekeepers of People Analytics, and why they should support the roll out of People Analytics to line managers
- Find out the lessons learned from our journey to empowering line leaders to become more data-driven in developing and managing their people.
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Ampie has more than 30 years’ experience in the domains of business intelligence and consulting within the IT, health care, financial services and retail industries. The last 10 years of his career he worked in the People Analytics field and was instrumental in establishing the workforce insights function at Standard Bank. His current role is focused to drive the workforce insights value management strategy and adoption initiatives at the Bank. Ampie has gained valuable experience during his tenure at Standard Bank in assisting the HR function and business leaders to use people analytics as an enabler to optimise people management strategies. He has a particular interest in linking HR metrics and workforce insights to business outcomes. His view is that knowledge based decision – making, guided by constant innovation and the ability to execute on strategy are going to be key driving forces in determining the competitiveness of organisations. His background in behavioral sciences and experience in change management provides him with the additional capability to guide change management initiatives to ensure optimal alignment between the business strategy, people, processes and technology.