Welcome to the 5th edition of our ‘Most Trending Articles’ of 2018! There have been a lot of great articles in the past month, including articles on ONA, the role of the HR Analyst, red flags in analytics programs, and more. I loved reading these articles, and I’m sure you will too. Happy reading!
#5: This is why psychological knowledge is essential to success with People Analytics
Starting off at our #5 spot, we have an excellent article written by Morten Kamp on the importance of psychological knowledge in People Analytics.
More and more people are emphasizing the importance of analytical skills within HR Analytics, but Morten Kamp actually rates psychological skills higher when looking at the core skills of an HR Analyst.
He discusses in-depth, with several examples, on why he believes this. You can read the entirety of his article here.
#4: 10 Trends in Workforce Analytics
At our #4 spot, we have an excellent article written by Tom Haak about the upcoming trends in Workforce Analytics. Workforce analytics is developing and maturing, but how?
Tom Haak mentions several interesting trends, such as the focus on productivity and transparency. He also covers the cracks in the top-down approach, expectation management, and more.
If you’re interested in the future of workforce analytics, check the article!
#3 The role of Organisational Network Analysis in People Analytics
In February, we hosted a great webinar on Organizational Network Analysis (ONA) by Michal Gradshtein. There was quite some buzz surrounding this webinar, which comes as no surprise as ONA is becoming more and more mainstream. It’s a great time to learn more about this topic, as it will only grow even more important over the next few years.
In this article, David Green explores the role of ONA in People Analytics. He answers practical, yet important questions such as:
- What is ONA?
- Why is ONA growing in importance?
- What is ‘Active’ and ‘Passive’ ONA? Which one should we use? Can we use both?
- What can we use ONA for?
- What case studies on ONA are available?
- Where can I find out more about ONA?
If you want to learn more about the practical application of ONA, read the rest of his insightful article here.
#2: What is the role of the HR Analyst?
At our #2 spot, we have an excellent article written by our very own Erik van Vulpen, about the role of the HR Analyst. In our HR Analytics Academy, we have a course specifically made for the budding HR Analyst, but what exactly is an HR Analyst?
In his article, Erik describes the different facets of an HR Analyst. He describes in-depth the multiple tasks and competencies an HR Analyst needs to possess to succeed in his field. Furthermore, he talks about the differences between an HR analyst and an HR business partner.
More and more people want to become an HR Analyst, but they are not necessarily aware of how to become one, what the salary range is, and how a possible career path would look like. All these topics, and more are discussed at length by Erik in his article here.
#1 Ten red flags signaling your analytics program will fail
Coming in at #1, we have an article written by McKinsey Analytics about the ‘ten red flags signaling your analytics program will fail’.
These days, it’s rare that a CEO wouldn’t know that business must become analytics-driven. Many business leaders have been charging ahead with investments in analytics resources- and teams.
However, far too often, CEO’s believe that the main challenges to becoming analytics-driven are behind them due to these investments. They fail to realize that many of their investments will not pay off due to ineffective management of the analytical capabilities of their company.
In their article, McKinsey Analytics have gathered 10 red flags that showcase what, and how, things can go wrong despite best intentions.
I loved reading this article, and I think you will too. You can read the entirety of the article here.