The NPA Podcast npa

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."Manjuri at the time of the interview was formerly with Zalando SE, and since Dec 2019, has joined OLX Group as Global Head of Talent Acquisition for technology"

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.Luke has successfully built and rolled out a Machine Learning product that highlights how many employees are at high risk of leaving in the next six months, the product highlights the top 5 activities to stop people from going out the door.

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 • Employee Surveys are often constructed for practitioners • More information does not automatically lead to better decisions • Fundamental change may be easier than you many think