Hanna Andersson’s Post

What’s the real return on investment of partnering with an I-O consulting firm? Spoiler: It’s more than just cost savings. Here’s how external consulting can transform your organization. Many organizations wonder whether investing in Industrial-Organizational (I-O) consulting is worth it. The truth? The ROI goes far beyond cost savings. Partnering with an external I-O consulting firm like Kalp & Associates provides: 💰 Expertise at a Fraction of the Cost: Instead of hiring an internal I-O psychologist at $125K-$150K/year (plus overhead), our firm offers an entire team of specialists dedicated to your success for an average monthly retainer of $7K. 🌟 Focused, Objective Insights: Unlike internal employees who may be swayed by office politics, we bring fresh, unbiased perspectives. 📈 Tangible Business Outcomes: Our clients see measurable improvements in productivity, employee engagement, and retention—driving long-term success. Ready to boost your ROI with expert insights? Let’s connect and explore how we can help. Follow for more business transformation strategies. #ROI #BusinessConsulting #IndustrialOrganizationalPsychology #CostSavings #OrganizationalGrowth

I am pleased to present my HR Analytics Dashboard, a comprehensive tool designed to enhance decision-making and optimize human resource management. This project has been developed under the guidance and support of Prasad Shankar sir, Tech Space IT whose expertise and mentorship have been invaluable.I extend my sincere gratitude to Techspace IT for their invaluable support and resources in making this HR Analytics Dashboard a reality. Key Insights : 🚀 Q1 2024 was a rocket ship for our revenue, soaring 10% to $5 million! 🚀 April was the star of the show, with an 8% increase in new customer acquisitions, thanks to our marketing magic! ✨ Active Employees by Education Field: Our team is a rainbow of talent, with: 🔵 Engineering: 40% 📊 Business: 25% 🎨 Arts: 20% 🔬 Sciences: 15% This diverse mix fuels our innovation and collaboration! 💡 Sum of Performance Rating by Department: Our departments are shining stars, with: 🏆 Sales: 4.5/5 📈 Marketing: 4.3/5 🤝 HR: 3.8/5 Sales and Marketing, you rock! 🤩 Job Satisfaction Rating: Our employees are happy campers, with an overall rating of 4.2/5! 😊 But, we noticed a slight dip to 3.9/5 in Q3, so we're working on boosting engagement! 💪 Active Employees and Sum of Attrition Count by Department: We're proud of our 1,233 active employees, but we're keeping an eye on attrition: 📊 Sales: 50 employees, 5% attrition 📊 Marketing: 30 employees, 3% attrition 📊 HR: 10 employees, 1% attrition Let's work on retaining our rockstars! 🤩 Active Employees by Age Band and Gender: Our workforce is a beautiful mosaic, with: 📊 Ages 20-30: 35% 📊 Ages 31-40: 40% 📊 Ages 41-50: 20% 📊 Ages 51-60: 5% 👥 Gender: 55% male, 45% female We're a team of all ages and genders! 👫 "The age of wisdom! Our workforce is a vibrant tapestry, woven with threads of experience and youthful energy, with an average age of 37 - the perfect blend of maturity and dynamism! Average Monthly Income by Job Role, Gender, and Marital Status: Our income analysis reveals: 💸 Managers: $7,000/month 💸 Engineers: $6,000/month 💸 Technicians: $5,000/month 💸 Administrative Staff: $4,000/month 🤝 Gender Pay Gap: Minimal, with males earning 2% more on average 👫 Marital Status: Married employees earn 5% more on average Fairness and equality matter! 💖 Attrition Count and Attrition Rate: We're keeping an eye on attrition, with: 📊 Attrition Count: 237 📊 Attrition Rate: 16.1% Let's keep our team happy and engaged! 😊 Average Age: Our average age is 35 years, a perfect blend of experience and fresh talent! 🎂 Total Employees and Active Employees: We're a team of 1,300, with 1,233 actively rocking! 🤩 #WorkforceAnalytics #HREngine #EmployeeSatisfaction #EmployeeEngagement #RetentionStrategies #TalentManagement #PerformanceManagement #DataDrivenHR #HRData #PeopleAnalytics #WorkforceInsights #EmployeeExperience #HRMetrics #EmployeePerformance #HRStrategy

Welcome to the Positive Quarter of the Internet, Here’s your daily plan to enable you strive to think of a more suitable title for your Human Resources role. Today is Strive Sunday. Are you looking for a more humane title for your human resources role? You’re not alone. Many HR professionals are rethinking the way they describe their function and impact on the organisation. Human resources may sound too impersonal, transactional, or even dehumanizing for some people. That’s why some companies are opting for alternative titles that reflect the value and purpose of HR. Here are some examples of new HR titles that I’ve come across: 1.     People Operations: This title emphasizes the operational aspect of HR, such as managing payroll, benefits, compliance, and performance. It also suggests a focus on the people who make up the organisation, rather than the resources they provide. Google, Uber, and Slack are some of the tech companies that use this term. 2.     People @: This title is simple and direct. It indicates that the HR team is responsible for everything related to the people at the company, from hiring to development to culture. Facebook uses this term to describe its HR function. 3.     Employee Experience: This title reflects the growing importance of employee engagement, satisfaction, and well-being in the workplace. It implies that the HR team is dedicated to creating a positive and meaningful experience for the employees throughout their journey at the company. Airbnb, for example, has an Employee Experience department that includes roles like Head of Diversity and Belonging and Internal Events Coordinator. 4.     Employee Success: This title suggests that the HR team is focused on helping the employees achieve their goals and potential. It also implies a partnership between the HR team and the employees, rather than a top-down approach. Salesforce uses this term for its HR department, which includes roles like Business Analysts, who work with IT to build and manage internal HR apps 5.     Partner Resources: This title implies that the HR team views the employees as partners, rather than subordinates or assets. It also conveys a sense of respect and collaboration between the HR team and the employees. Starbucks uses this term for its HR function, which includes roles like Diversity and Inclusion Manager and Senior Business Systems Analyst. What do you think of these alternative titles for HR? Do you have any other suggestions? Let me know in the comments below. I’d love to hear from you. #AnOliveBranch #GlobalMediationSolutions #ProgressThroughTechnology

Over the course of my career, I have sought out opportunities where I can create meaningful and lasting impact with employees around the world. Thus far, I have had the privilege of doing this within the luxury cruise industry (Azamara), the healthcare industry (HealthNow New York, EmblemHealth, Mercer, Exelis), and business development (FedEx). Now, I am excited to share, that for the past year and a half, I have been working to do the same within the sports industry by serving as SVP, HR for global digital sports platform Fanatics.    I quietly joined the organization in December, and since then have been digging in across our total rewards, shared services, and HR operations with the goal of creating increased efficiency and scale for our more than 22,000 employees around the globe. To reach our business goals, we need strong systems, processes, and procedures in place to both support and reward our employees.    I follow a four-phased approach to transformation and after a period of stabilization, we initiated the shape-phase – programming, processes, people and systems. We just recently completed a significant digital systems transformation by moving our four lines of business (Fanatics Holdings, Commerce, Collectibles, and Betting & Gaming) onto a common HR platform. Our core HR services, onboarding, payroll, compensation, recruiting, manager and employee self-service modules, and related functionality can now be accessed via Oracle. By utilizing one, best-in-class unified digital system across all of Fanatics, we are better able to enhance the employee journey and experience, streamline our HR programming and processes, improve workforce management, elevate our overall efficiency, and strategically partner with the business.   This was a tremendous effort across the team and broader HR organization, but this was only the first step. Getting where we need to be as a global organization requires an ongoing commitment to changing the ways in which we operate – new systems are only as good as the information going into them.    It’s important to remember, however, that launching a new system is only the first part of the journey. It is going to take a concentrated, ongoing effort to ensure we get the most out of our investment. As digital transformations go, I am proud of the teams’ efforts, efficiency, and innovation. Being nominated for an Oracle Excellence award was icing on the cake and a tremendous accomplishment and testament to the relentless efforts to deliver for employees and our fans.  

I'm so proud to announce the next phase in our partnership with Visier partnership. Together, we're providing access to advanced performance analytics and HR management so businesses can understand how employee behavior impacts business outcomes. Gathering data about the employee experience can better equip healthcare companies to handle things like staffing shortages and employee demands. How do you think data can better inform HR teams? #Healthcare #VisierPartner #Data

New kinds of much-needed Design jobs highlighted by Silke Bochat. A long time coming, isn't it? The #jobs are real and have always been real, of course. Two great examples: In 2017, whilst at Zoopla (part of Houseful) I talked for Invision about #scaling #Design beyond the #Designteam. At the same time, Kayleigh Fugatt our amazing consumer research lead facilitated a full blown #experiencemapping #workshop with #HR. It was the first time HR had seen their employee lifecycle end-to-end and it revealed all sorts of ways to improve. HR were so pleased and basically blown away by this 'new' process from Design, Kayleigh got thank-you flowers 💐 Whilst at Moneyfarm we found several threads of activity at c-level around Moneyfarm's meaning, vision and #values – and so helped the initiative of Moneyfarm's Chief of People, Michela Bianchi to harness, redefine and articulate the company values. This was Design impacting at a profound people level. A necessary innovation was getting the business to rethink its values along an internal-external axis – something not seen by the business but immediately apparent to Design, with its holisitic-efficiences brain working overtime 🧠 After putting Design on the map as something that could sit outside of product and marketing, we helped create the usual material for employee onboarding and engagement etc ... the difference being that it was #collaborative ... HR found value in a new sort of exchange. Design was leveraged in new ways 😊 And, a great happenstance ... Moneyfarm's super-efficient head of people Mariola Sokolowska sat with Design 🖥 🖥 (because it was the best team in the business, of course). Businesses don't get to be great just by optimising product. We need to use Design to help people create friction-free processes and experiences right across the organisation ...

How Generative AI Is Transforming Engagement Surveys Major survey companies are adapting to a digital landscape that is embracing artificial intelligence to improve efficiency. HR professionals are discovering how AI can have a significant impact on the analysis and creation of employee engagement surveys. More from SHRM: https://ow.ly/sHPq50QjOKn

Hard to see what’s REALLY driving engagement?  Generic categories in engagement surveys are not specific enough to be actionable.  Want to stop the madness? Engagement surveys are built on 50-year old theories and methodologies - this includes snazzy software-based vendors.  There is a better option.    Narrative analytics leverages the power of Large Language models to help you hear the views your people express at scale – in their own words and language – without resorting to outdated and biased multi-choice surveys.  By processing the unstructured, expressed views of your people, it reveals unseen experiential drivers and pre-behavioral signals.  It eliminates blindspots that other text analytics and quantitative methods can’t detect.  When you get the results, you know the drivers.  It’s immediately clear, intuitive, explainable and actionable.  If you don’t work with Phrasia, you have never seen it, even if your vendor claims to use AI or Large Language Models.  If you are an HR person who wants something  better, contact us.  If you are an exec or an employee who wants something better, tell your HR person to contact us.  If you a Risk person who wants to leverage the collective observations and intelligence of employees to spot emerging risks, bypass HR and contact us. The same goes for any other department head frustrated with the annual survey ritual.    It's time to respect the ability of your employees to articulate what needs to be better, in their own words, rather than coercing them into closed-ended choices, or using text analysis that chops their words into irrelevant scores and categories that don’t capture real, experiential drivers.  It's time the stop the survey fatigue, frustration, eyerolling, and “cascading” back to staff who will never be engaged by the engagement survey in its current form.   Now you can. #HRanalytics, #HRdata, #HR, #risk, #CRO, #narrativeanalytics, Phrasia

Microsoft Viva: Empowering the Workplace with AI and Engagement AI at Work: Microsoft and LinkedIn have released the 2024 Work Trend Index, revealing transformative insights on the state of AI in the workplace. The report, based on extensive surveys and data analysis, underscores the increasing adoption of AI by employees and the urgent need for leaders to harness this momentum for organizational impact. Viva Engage & Employee Retention: A new study highlights the positive correlation between the use of Viva Engage and a 21% increase in employee retention rates. The findings suggest that engaged employees, particularly those who actively use Viva Engage, are more likely to remain with their organizations, contributing to a more stable and productive workforce. https://lnkd.in/d-8wE3NR People Science & Productivity: Viva People Science goes beyond engagement, focusing on measuring productivity in the workplace. The initiative has identified key factors that contribute to employees feeling highly productive, which in turn correlates with better business outcomes. https://lnkd.in/d9VfG3yG These updates reflect Microsoft’s commitment to enhancing workplace productivity and employee satisfaction through innovative AI-driven solutions and engagement tools within the Viva ecosystem. For more detailed insights and future developments, please follow the provided references. #MicrosoftViva #WorkplaceInnovation #EmployeeExperience #Microsoft365 #microsoftlife

8 Top Trends in Employee Listening ad People Analytics for 2024 As we enter 2024, organizations continue to face issues such as manager effectiveness, workplace loneliness, layoffs, and worker well-being, while grappling with broader macroeconomic issues like inflation. These challenges are amplified in uncertain times, necessitating effective strategies for employee engagement and development. Here, we want to explore current trends in employee listening and people analytics […] https://lnkd.in/dykVeU7y Cyprus-CEO #CEO #business #management #marketing #tech #AI #legal #money