The Head of Leadership Development at the world’s largest steel company, Brian Callaghan, describes how people measures and performance management systems are helping ArcelorMittal build their talent base.
Valuing your talent: ASDA
The retailer’s people are at the heart of the organisation’s success and growth. Find out how the company’s HR strategy and operations are specifically tailored to reflect the individual needs of their employeesView ASDA Case Study
Employing over 180,000 people across 40 countries, Capgemini relies on the expertise and skills of its workforce to deliver high organisational and financial performance. Faced with challenges such as siloed departments and reporting of often disconnected data, Capgemini sought to create a tool that would offer access to key human capital data and insights in one place.
This case study provides insight into Coca-Cola Enterprises’ (CCE) data analytics journey. Given the complexity of the CCE operation, its global footprint and various business units, a team was needed to provide a centralised HR reporting and analytics service to the business. This led to the formation of a HR analytics team serving 8 countries. Read the full case study to find out how the HR analytics team were able to increase data maturity and improve business performance.
Enterprise Rent-A-Car places a lot of importance on the gathering and interpreting of workforce data. We interviewed Leigh Lafever-Ayer, HR Director UK & Ireland at Enterprise Rent-A-Car to find out more about the data they collect, and how they use it.
Halfords, a specialist retailer of leisure and car products, provides a useful current case study of effective human capital management reporting in action and demonstrates the importance between the successful alignment of business and HR strategy underpinned by clear HCM measures.
London Councils is a lobbying organisation working across political parties to promote the interests of London’s 32 borough councils and deliver services on behalf of the public. One of the ways London Councils provides support is through a professional HR Metrics and Workforce Planning network which helps London boroughs report on, explore and share people data to improve performance.
Microsoft is a data-driven organisation that puts data-led decision making at the heart of its business strategy. Targeted gathering of their human capital data is enabling them to gain analytical insights and solve practical business problems across their organisation.
This case study explores the application of recognition technology within a complex organisational environment, and offers insights from senior HR leadership as to how to best implement technology to drive up engagement
Unilever’s Senior Vice President of Leadership and Organisational Development, Leena Nair, describes their HR vision – People, Place, Performance – and how people measures are helping to secure the top talent, make Unilever the best place to work, and ensure their people are performing to their productive best.
CFO, Xavier Heiss, explains how the two business functions have worked together to increase the value of the services they provide through understanding the intangible value people bring to their customers, such as goodwill.
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Evidence-based insight and practical recommendations for ensuring fair selection in recruitment and promotion practices
Learn how to measure turnover and retention, and understand why people leave organisations
Matt Burney of Indeed outlines three potential drivers to shape how and why people work in future, and what these would mean for work-life balance and employee empowerment
Pearson encourages collaboration and community, whilst giving employees the freedom and responsibility to determine where and when they work
In the UK’s leading vehicle leasing organisation, agile working means a hybrid approach that brings the best of the office with the best of working elsewhere, with trust at its core
Principality’s approach to flexible and hybrid working focuses on ensuring colleagues are supported, connected and productive, regardless of how or where they choose to work
Scottish Water’s progressive approach to flexible working has been recognised by the Flexibility Works employer awards as one of the country’s Top 10 flexible employers in 2021 and 2022