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Articles by Dave Millner
HR Trends and Predictions for 2026 in the Workplace
AI systems already show technical capability overlap with skills representing 11.7% of total U.S. wage value — roughly $1.2 trillion — according to MIT’s Iceberg Index. While only a small portion of the 1.1 million jobs lost in 2025 were formally “attributed to AI”, people get it: the shift has begun, and the clock is ticking. 36% of companies plan to automate 10% of roles by the end of this year, according to Deloitte. 74% expect to deploy more autonomous AI systems within 24 months.
The Stunning Performance Differential Between Top and Average Performers – Quantifying the Value of Hiring Top Talent - HR Curator
I became the world’s most aggressive recruiter after learning the huge performance boost that top performers provide. That realization forces you to become aggressive because you simply have no chance of landing these top performers unless you use the most aggressive recruiting tools and strategies. Until recently, I often stood alone as an advocate for placing a dollar value and calculating the ROI of recruiting top performers.
The Future of Work: How CHROs Are Reshaping the Employee Experience
As the CHRO role expands beyond traditional HR boundaries, people leaders are taking on greater influence over workplace strategy, technology decisions, and employee experience. In this special edition of the Data Driven HR Monthly, we explore how leading organisations are rethinking the office as part of the overall employee experience, drawing on new research from JLL and insights from across the field.
The Best HR & People Analytics Articles of 2025
In the 12 years I have been publishing what has evolved now into the Data Driven HR Monthly, people analytics has shifted from the periphery to the core of what is required to build a world-class HR function. Back in 2014, it was a challenge to find 20 articles to build a year-end compendium of the best people analytics and data-driven HR articles. Wind forward 12 years, and it is now a Herculean task to prune so many wonderful resources down to a single summary.
Top 2025 HR & People Analytics Trends: Backed by Research, Data, and Real‑World Signals !
👋 Hello Everyone and welcome to the grand finale of 2025! 💥 I’m excited to unveil this Special End‑Year Edition of my newsletter a curated collection of the most influential insights in HR & People Analyticsfrom the past twelve months. If you missed any of my daily or weekly posts this year, don’t worry. This exclusive edition brings everything together, the research, the signals, the shifts, and the surprises that shaped the world of work in 2025.
The New Rules of Organizational Design and Workforce Strategy (and how Global Chief People Officers Can Lead the Way)
The way organizations are designed—and redesigned—has become a defining factor in their ability to compete, adapt, and grow, especially in times of exponential change driven by massive demographic shifts, political disruption, economic instability and technology as a powerful driving force of change. Organizational design is about how work flows, how decisions are made, and how people align to deliver business outcomes.
The 2025 Total Rewards Playbook: A Framework to Build an Effective, Competitive and Human-Centered Strategy
Introduction Total Rewards is the entire value proposition that organizations offer their people in exchange for their time, effort, talents and contribution. In 2025, building an effective total rewards strategy requires moving beyond isolated programs and toward an integrated framework that reflects what people truly need and value. That includes not only fair pay and competitive benefits, but also flexibility, transparency, career mobility, and a sense of purpose and belonging.
The Future of HR Technology: What HR Leaders Must Do to Stay Ahead in 2025
The HR technology landscape is undergoing a seismic shift, driven by the rapid evolution of Generative AI (GenAI) and agentic AI. The latest insights from Deloitte’s 2025 HR Tech Predictions (https://www2.deloitte.com/us/en/pages/consulting/articles/latest-hr-technology-trends-influencing-the-way-we-work.html) and a compelling LinkedIn article from DevSkiller paint a picture of an imminent transformation HR professionals must prepare for now.
How Can HR Professionals (and Others) Deliver More Impact?
Having taught and coached thousands of business and HR leaders, I continue to hear this frequent question: How can I have more impact? Increasing impact is not a new question, and “ideas with impact” has been at the heart of my (and many others’) work for generations.
How Business and HR Leaders Use Variance to Deliver Value
Statistics often reports the mean of survey items, which is often insufficient to guide action. Imagine a survey asking about the impact or quality of HR practices or leadership competencies on a scale of 1 (low) to 5 (high), but it only reported the mean. For example, two items each have a mean of 3.0, but they are not the same. The first item scores 3, 3, 3, 3, 3 (mean of 3), and the second item scores 1, 2, 3, 4, 5 (also mean of 3).
How to Present HR Data Like a Pro
As an HR pro, data can be one of your most powerful tools to transform culture and streamline processes, ultimately helping to create a thriving organization. However, simply having that data and presenting it to stakeholders in a way that helps them understand it are two different things. In fact, 52% of HR teams have trouble managing, analyzing, and leveraging HR data and reporting, meaning data stays underutilized, even if it contains valuable insights.
Increase Your HR Courage: Replace Fear with Confidence
In recent conversations with HR executives and thought leaders I admire, we have probed how to evolve HR to deliver stakeholder value through human capability. We have identified much of the “content” (playbook) required to do so based on research and experience. But then my companions have pointed out that the “process” (thinking and doing) of HR contributions becomes equally critical.
Reimagining Leadership and Management for the Now and Future of Work
A significant number of CEOs are expressing concerns about the capabilities of their leadership teams. Recent surveys reveal that only 34% of CEOs rate their frontline leadership quality as “very good” or “excellent,” and confidence in executive leadership teams has declined from 74% in early 2021 to approximately 66% in 2022.
The Top HR Articles of 2024: Building the Future Strategic HR Function
In the past two weeks, I’ve published the first four instalments of my retrospective of the best articles of 2024, which were themed, Part 1: Creating value through people analytics, Part 2: Orchestrating the future of work, Part 3: Enhancing employee experience and wellbeing, and Part 4: Developing leaders, culture and inclusion. Thanks to all those who has shared, commented on and reposted the series to date, which have collectively had over 150,000 reads between them.
The Top HR Articles of 2024: Leadership, Culture and Inclusion
In the past two weeks, I’ve published the first three instalments of my retrospective of the best articles of 2024, which were themed, Part 1: Creating value through people analytics, Part 2: Orchestrating the future of work, and Part 3: Enhancing employee experience and wellbeing. Thanks to the all of those who shared, commented on and reposted Part 1, Part 2 and Part 3, which have had over 100,000 reads between them. It is very much appreciated.
Blog: Why is HR Still Struggling to be Confident with Data and Analytics?
By Dave Millner, Course Director of ‘Impact Through People Analytics’ I’ve been involved in the world of people analytics for some 15 years now. Whilst progress has undoubtedly been made in the mainstream use of data, there remains a lot of work to do especially as technology platforms, however sophisticated they are, can’t do everything you might want. So, what is stopping every HR function from embracing the use of data and analytics to take their function to another level?
Why HR's partnership with IT is mission critical for AI adoption
The AI revolution is already here, transforming how organizations operate across every business function. HR is no exception, with a recent Aptitude Research study finding 75% of companies are embedding artificial intelligence into their HR operating models. While hugely promising for streamlining processes and unlocking new capabilities, the rise of AI also brings substantial risks around data privacy, security, ethics, and corporate governance.
Five opportunities for senior HR professionals to excel from day one
Embarking on a new role as a senior HR professional is a pivotal moment that demands a strategic approach to ensure a successful transition. With a staggering 40% of executives struggling to meet objectives during this critical phase, the importance of an action plan cannot be overstated. This article outlines a comprehensive action plan, detailing five key opportunities that senior HR professionals should seize from day one.
Bridging the Strategic Divide: HR's Role in the C-Suite
HomeEmployee ExperienceHR StrategyBridging the Strategic Divide: HR’s Role in the C-Suite 3 Min Read HR and C-suite misalignment hinders business success. Bridging this gap is crucial for HR’s strategic recognition and organisational performance. In the high-stakes game of corporate strategy, Human Resources (HR) often feels like a pawn, overshadowed by the kingpins of the C-suite. But the business world is changing rapidly, and HR’s voice is crucial for shaping success.
Change management and the business-driven HR model: What can we learn from HRBP history?
Max Blumberg and Dave Millner have previously highlighted middle managers as potential sources of sabotage for successfully implementing the business-driven HR model. But traditional change management and the history of HRBPs teach us that further steps are required to ensure that business-driven HR fulfills its potential.
Silo elimination, technology simplification: How business-driven HR upgrades existing HR operating models
Business-driven HR establishes a shared language, eliminates silos between all departments and divisions, simplifies the technology system HR leaders require, and re-evaluates HR teams’ relationship with data. It upgrades existing HR operating models, including data-driven HR, workforce capability-driven HR, and Ulrich’s 1997 HR business partner model.
Silo elimination, technology simplification: How business-driven HR upgrades existing HR operating models
HomeFuture of WorkBusiness TransformationSilo elimination, technology simplification: How business-driven HR upgrades existing HR operating models 6 Min Read Blumberg and Millner explore how business-driven HR improves existing HR operating models to deliver commercial impact Register for free to become a member and enjoy access to all HRD content.
Implementing business-driven HR part 1: Avoiding middle-management “sabotage”
In a world marked by fierce competition and limited resources, the shift towards implementing business-driven HR is no longer a mere trend but a business imperative. Executives demand that all functions, including HR, align visibly with the company’s strategic goals. Therefore, Max Blumberg and Dave Millner stress that this transformation towards ‘business-driven’ HR is inevitable and essential.
Implementing business-driven HR: Avoiding middle-management “sabotage”
In a world marked by fierce competition and limited resources, the shift towards implementing business-driven HR is no longer a mere trend but a business imperative. Executives demand that all functions, including HR, align visibly with the company’s strategic goals. Therefore, Max Blumberg and Dave Millner stress that this transformation towards ‘business-driven’ HR is inevitable and essential.
Crawl-walk-run: Avoiding middle-management “sabotage” of business-driven HR
In a world marked by fierce competition and limited resources, the shift towards implementing business-driven HR is no longer a mere trend but a business imperative. Executives demand that all functions, including HR, align visibly with the company’s strategic goals. Therefore, Max Blumberg and Dave Millner stress that this transformation towards ‘business-driven’ HR is inevitable and essential.
Max Blumberg and Dave Millner, Author at HRD
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Employee Experience
Discover pioneering and research-backed strategies, models, and methods for improving employee experience. From new approaches for navigating culture change to embracing digital HR across the employee lifecycle, HRD Connect thought leaders share innovative ways to boost satisfaction, engagement, and productivity. HRD Live - Listen Now Subscribe to Get Weekly Dose of Business Insights We sent a code to your email. Enter the 6-digit verification code sent to
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Strategic HR of tomorrow: Leveraging data and analytics for success
It’s been over 25 years since the concept of the HR Business Partner (HRBP) was developed by Dave Ulrich. There have been some challenges in adopting and evolving the role, but recent disruptions have reiterated the need for HR to get closer to the ever-changing business strategies that drive increasingly demanding expectations of the workforce. These challenges can relate to hybrid strategies through to the development of new ways of working in an ever-increasingly automated work environment.
HR and the ‘S’ Word
Like many of you I’m sure, I’ve become incredibly frustrated in that HR never seems to get the credit it deserves. Allied to this, HR doesn't seem to position itself in a way that it can demonstrate the real “added value” difference that we all know it can. There is so much talk about HR being more strategic (the ‘S word’) and I’m not sure that phrase or focus is helping.
HR Transformation in 2021: It Starts with Practitioners
It’s that time of the year when everyone focuses on next year and predicts what HR must do or not do. The pandemic has accelerated the need for change across all HR functions, large, medium or small and whilst the drive for a digital world will be a key focus next year, for me any transformation has to start with the HR practitioners themselves. This is about whether they ‘fit’ with the new mindset and business demands that will be expected from them.
Learning and Development is Key to Personal Improvement
Historically, people have survived and thrived all over the globe because they are naturally adept at learning and adapting to changing circumstances – in general whatever is thrown at most people, somehow, they find it within themselves to cope. The pandemic has placed a greater emphasis on learning at an individual level than ever before.
Virtual Hiring will be the ‘New Normal’ Are you ready?
The pressure is on for all Talent Acquisition teams in the ‘New Normal’; how you respond now will dictate your future moving forward and rest assured RPO organisations are also watching! Virtual Hiring will be the ‘New Normal’ Are you future ready?
Building Trust in Leadership Around the Workplace
The pandemic has clearly established the importance of trust in the workplace as large sections of many organizations have been working from home without being under the close scrutiny of leaders and management. It’s taken a crisis to push this initiative forward and one of the barriers that has been broken down has been that of trust. Trust, to my mind, is the foundation of all successful interpersonal relationships, both personal and in the workplace.
Collaboration is the Future of Work
If there is one thing that the recent COVID-19 crisis has shown, it is that the greatest successes occur not just through individual effort but through collaborative behaviour that breaks across boundaries and structured organizational systems. The development of ecosystems that are flexible and fluid have meant that some businesses have been able to respond in the quickest way to changing circumstances.
Life After the Coronavirus in HR
At a time filled with uncertainty, one thing we can be sure of is that when the current coronavirus crisis passes, no organization, whether it is in the private or public sector, will be immune to the global economic challenges that will ensue.
5 Useful Performance Management Takeaways From Sports
Hello
The latest issue of Talent Management Excellence Essentials is live. This publication showcases strategies for managing talent, performance of employees and processes, as well as compensation programs.
Is That Realistic? Be a Power Station Instead!
Strategic HR - what does that really mean? HR has been striving for this for some time and I'm not sure that the function is trying to strive for something that is really attainable - after all who in any organisation is really strategic every day?
How to build Credibility in L&D with Analytics?
Hello,The latest issue ofis live. This digital publication helps HR departments choose the right learning products for their organization. http://web.hr.com/ileq In this Issue:Please enjoy your complimentary copy of the latest issue of Training and Development Excellence Essentials here: http://web.hr.com/ileq We hope you enjoy the complimentary copy of this publication. If you have an article idea, we would love to hear from you. Please reach out to us at tel@editor.hr.com .
Don't Rely on Analytics to Solely Develop Commercial Credibility
The HR profession is beginning to understand the importance of being ‘more numbers driven’. Don’t get me wrong, the HR metrics/analytics debate is crucial to the development of the HR function of the future as it strives to demonstrate, in more commercial terms, the value that we all know that HR delivers to an organisation.
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