Get a sneak preview of what Lydia Wu, Head of Talent Analytics and Transformation at Panasonic North America will be talking about at UNLEASH America in Las Vegas on 25th-26th May.
Hear about the role analytics can play in supporting HR through disruption, allowing HR to better support the business as a whole.
Understand what parts of HR’s remit are benefitted from better people analytics capability.
UNLEASH brings you a sneak peak of what will be a full session at UNLEASH America in Las Vegas on 25th-26th May. Drawing on experiences and learnings from the past two years of the pandemic, Lydia Wu, Head of Talent Analytics and Transformation at Panasonic North America revealed how HR can adapt in the face of ongoing and future disruption and where analytics can support this.
Watch on-demand to:
- Learn about what taking the first steps on your own people analytics journey might look like
- Understand what benefits people analytics can bring – such as better employee retention and more informed decision-making
- Gather insights on how to turn people analytics and data gathering into tangible benefits for your employees
Where is HR on its data and analytics journey?
With circa 70% of this webinar’s audience saying they are only just starting out on their data and analytics journey, there is clear room for HR to progress and better marry analytics dashboard numbers with people and processes. Yet, this shouldn’t scare the function. As Wu recollected, when she started her data and analytics journey at Panasonic the team was small and the challenges were numerous, but kicking things off was the vital first step.
Wu also added that HR shouldn’t worry about making mistakes or trying to get big budget in the first instance. She told attendees that she made lots of little mistakes and operated on a shoestring budget in the beginning – yet starting her data and analytics journey allowed her to then show its worth to the business and has put her in a place whereby she can show how better people analytics can drive better decision-making, employee retention and eradicate organizational silos.
And it is Wu’s advice to start simple. Although she is now in a place where she is looking at how to get data from aspects of organizational life as abstract as employee existence, she was not able to do this straight away. From this, HR can take away: start small, think about how to prove worth, and only then think bigger and more experimental.
Am I a people person or a data person?
One issue that HR might come up against when thinking about starting to gather, or to grow, its own people analytics capabilities is whether this is a skill set that it feels comfortable with. Many in HR might think: I’m not a data person, I’m a people person. For Wu, she doesn’t see data and people as opposites that can’t sit together. Rather, she thinks of her team as “problem solvers” whereby people skills and data skills are married together so they can solve organizational challenges. Crucially, though, they aren’t a team driven by IT or technology: they’re using it to solve real-world people problems.
However, it’s going to be a challenge to get their value seen. Wu estimated that for every 400 percentage points of effort they put in, only one percent might end up in front of executives as a tangible agenda point. Yet, that one percent that makes it can impact everything from performance, to line manager capability, to improving diversity and inclusion. Ergo: it’s totally worth it.
What can you learn from Panasonic at UNLEASH America?
It is undeniable, at a time when businesses and business leaders are more anxious about getting clear ROI from any new activity – understandable, given the disruption of the last two years – that HR will need to make strong arguments for investing in people analytics.
Yet, even from just 30 minutes with Wu, it is clear that people analytics can have a deciding impact on some of the biggest challenges they face, including the so-called Great Resignation, managing in an increasingly uncertain age, and having to deliver on demands for better inclusion and diversity.
To learn more from Wu and Panasonic, you can join her session, “How Panasonic is Using People Analytics to Navigate through Uncertain Time” on May 25th at 2:15 Pacific Time where you can hear about:
- How Panasonic is navigating uncertainty using people analytics
- Why the electronic manufacturing giant is bolstering buy-in to the function using data capability
- Where the electronics giant is seeing benefits as a result of use of people analytics
To see the complete rundown of what is in store at UNLEASH America, including sessions from Bolt’s Chief People Officer, the SVP of Human Resources at L’Oreal and the Head of Diversity and Inclusion at YouTube, view the full agenda here.
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