For a number of years, we have seen HR teams trying to grapple with how to get started in HR analytics.
Part of that journey has been building capability and using tools and programmes to mature and progress levels of analytics that they can deliver – the what ‘can we do’.
However, we have all read the headlines of when using data has gone badly wrong for organisations and more and more organisations are thinking of their moral and ethical duties with data. Of course, GDPR has helped to focus on this but also organisations see they have a ‘social responsibility’, changing the dial of the conversation away from the ‘what can we do’ to ‘what should we do’.
The amount of data in the world is growing exponentially and 90% of the data we have today has been created in the last two years. Whilst this provides great opportunity to understand some much more about anything and everything than ever before, how do we balance that with people’s privacy and where do the boundaries between work and home exist? Take health data, for many individuals their health data is incredibly personal and private to them and they would not to share this and that should be respected. However, just imagine being able to connect your work and health data together… Imagine the yield of insights you could get on how the two connect together enabling you to truly understand the impacts on you and your health of various aspects of your work? For some this is exciting and something they are keen to be a part of. In fact, there are a number of examples of organisations that have done this and been able to make changes at work to benefit both individuals and the business. For example, changing coffee breaks from solo to team breaks, impacting productivity positively whilst also fulfilling staff with their social needs.
This level of data provision will not be for everyone, so the importance of choice and consent come into play. For those that don’t want this, then their wishes need to be respected but for those that do, the potential yield in benefits for both individuals and businesses can clearly be seen.
Cheryl Allen will be speaking in the interactive panel discussion titled ‘Wearables in the workplace – the implications of collecting and using employee health data’ on 12 June at the CIPD Festival of Work.
The CIPD’s Festival of Work (12-13 June 2019, Olympia London, festivalofwork.com) promises to be a landmark event for both people professionals and business leaders. By focusing on the most innovative strategies in management, technology and learning, the festival will help you, and 7,000 of your colleagues, to harness the latest transformations and drive a human future of work. With 7,000+ attendees, 160+ inspiring speakers, filled with inspirational live experiences and challenging ideas, it’s the ultimate celebration of people in the workplace.
To submit a blog for consideration please email firstname.lastname@example.org
For more information on sponsorship, exhibition or partnership opportunities contact +44 (0)208 267 3201 or email email@example.com