Ahum

I detta avsnitt dyker vi djupt in i världen av digital behandling – en modern, flexibel och effektiv lösning för att stötta psykisk hälsa på arbetsplatsen. Vi pratar om hur digital behandling inte bara underlättar för medarbetare att få hjälp var och när det passar dem, utan också hur 70% av deltagarna faktiskt återhämtar sig helt!

Vi tar upp fördelarna, potentiella utmaningar, och varför detta kan vara gamechangern för både chefer och HR-avdelningar. Oavsett om du är chef, HR-proffs eller en stressad kontorshjälte – missa inte detta avsnitt där vi gör psykisk hälsa digital och enkel, och kanske, lite roligare!

Vad är arbetsförmågeinventering? Hur funkar det? Vad är skillnaden mellan en inventering och bedömning? När ska jag använda det och har det någon betydelse?

Vi försöker besvara alla dessa frågor och lite därtill. Syftet är att det ska bli enkelt att identifiera när arbetsförmågeinventering passar som en bra åtgärd.

André Bezemer is my hero. He explains Nestlé’s approach, he makes a clear distinction as to the meaning of the terms “equal pay” and “gender pay gap”. Gender pay gap refers to the average of all men in the company compared to the average of all women in it. Whereas equal pay means a man and a woman being paid the same for the same work. It is a delight to listen to André talking about how Nestlé drives this issue ferociously. Nestlé uses a standard model that takes into account several variables such as age, grade, function and talent rising, and then calculates whether all these correlate to gender with pay as an outcome.

How a company like Zalando, during its hyper-growth mode, initiated, implemented and utilized data, to make a decision that led to its successful hiring numbers. Manjura Sinha was tasked with growing the team with 1000 new engineers which we all agree is a challenge. To do that she has used interesting techniques and predictive workforce analytics.

The world of work is currently undergoing significant transformation across the planet, as technological advances, demographic shifts, economic interdependencies, and social norms are disrupting traditional business models including the discipline of HR. The good news is that we have more data about the workforce than we have ever had, which gives us an opportunity to make more informed decisions about (and for) our people. The challenge is the need to delicately balance evidence and empathy to ensure we avoid driving humanity out of human resources.

Luke Whelan is just amazing. He talks about quite complicated issues like he is talking about ironing his t-shirt. Random forest and principal component analysis are only a few to mention, but he makes it in a way that you want to hear more.

People Analytics professionals often become so busy with the details of their daily jobs that they need an opportunity to take a step back and look at the bigger picture. Is what they are doing have the most impact upon the business? The best way to make sure you are on track is to ask yourself if you know the top 5 metrics that the CEO and the CFO are measured on by heart.

Your people analytics strategy is only as strong as your change management plan.

Nokia’s journey over the past 5 years has been a tumultuous one, divesting, acquiring and shifting the skills and competences have forced the HR community in Nokia to “change the game”.

Key takeaways