EDLIGO Collaborates with HR Expert Emma Smith, The Horsey HR Lady, to Help Companies Implement Data-Centric Talent and Skills Management

EDLIGO Collaborates with HR Expert Emma Smith, The Horsey HR Lady, to Help Companies Implement Data-Centric Talent and Skills Management

EDLIGO, a leading provider of AI-powered Talent Analytics solutions, has announced a collaboration with Emma Smith, founder, and Managing Director of The Horsey HR Lady, an expert in data-driven HR practices, and a certified auditor for ISO30414. The collaboration aims to help organizations implement EDLIGO’s data-centric Talent and Skills Management solutions, leveraging Emma’s expertise to drive enhanced employee engagement and business performance.

As a provider of AI-powered Talent Analytics solutions, EDLIGO offers organizations the ability to gain deeper insights into their workforce, identify skills gaps, and fine-tune their HR approaches. By leveraging data and analytics, EDLIGO’s offerings empower businesses to make informed decisions about their talent, ultimately fostering improved employee engagement and a more productive workforce.

Emma Smith brings a wealth of experience to the collaboration, having spent over 15 years in HR leadership roles across a range of industries. Emma is a well-regarded expert in data-driven HR practices, having helped companies of all sizes leverage data to optimize their HR strategies and drive business results.

“EDLIGO is thrilled to be collaborating with Emma Smith to help more organizations realize the benefits of data-centric Talent and Skills Management,” said Gert Koolma, Director of Sales & Account Management at EDLIGO. “Emma’s deep expertise in HR and data analytics will be a tremendous asset to our clients as they seek to unlock the full potential of their workforce.”


Emma Smith added: “I’m looking forward to working with EDLIGO to help organizations get and use accurate data about their teams. In a world full of data, HR teams need to leverage the data that they have whilst the business is making decisions. EDLIGO’s platform is easy to use for employees, managers and HR teams to really start to dig into talent analytics. “

HR Expert Emma Smith, The Horsey HR Lady

Through the collaboration, EDLIGO and Emma Smith will work together to help organizations implement Talent and Skills Management solutions that enable data-driven decision-making and foster enhanced employee engagement. Together, they will help companies optimize their HR strategies and improve business outcomes.

About Emma Smith and The Horsey HR Lady

Emma Smith, founder, and Managing Director of The Horsey HR Lady, provides outsourced HR services to other businesses across the UK. The services include working with internal HR Teams to make HR Reporting more meaningful, Consultancy support with gaining the external audit certification for #ISO30414, auditor for the #ISO30414 standard, conducting workshops on People Analytics to raise the awareness of what people analytics can do.

Emma Smith on LinkedIn: https://www.linkedin.com/in/horseyhrlady/ 

The Horsey HR Lady: https://thehorseyhrlady.co.uk/ 

The Horsey HR Lady collaborates with EDLIGO Talent Analytics


EDLIGO is a leading provider of AI-powered Talent Analytics solutions, specializing in data-centric Talent and Skills Management. EDLIGO’s offerings empower organizations to gain deeper insights into their workforce and fine-tune their HR approaches, ultimately fostering enhanced employee engagement and bolstering business performance.

More information about EDLIGO: www.edligo.com 

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The Future of Leadership and HR in The Age of AI

The Future of Leadership and HR in The Age of AI

The ever-evolving nature of the modern workplace, driven by the rapid pace of technological change, poses a multitude of complex challenges for leaders and HR professionals to grapple with. In today’s fiercely competitive business world, the ability to attract, retain, and develop top talent has become the critical factor that sets out successful organizations from the rest. As a result, leaders have to prioritize talent management as a means of staying ahead of the competition and securing long-term success.

1. Talent Management: The Key Challenge for Today’s Leaders

According to PwC’s 2023 CEO Survey, talent is a key concern for CEOs, with 54% of respondents saying that the availability of key skills is a significant threat to their organization’s growth prospects. Attracting and retaining top talent is becoming increasingly difficult.

Korn Ferry‘s research shows that the global talent shortage is expected to reach 85 million people by 2030. This shortage is caused by several factors, including the aging workforce, demographic shifts, and changes in work.

Leaders are encouraged to focus on improving their effectiveness and efficiency in talent management to meet this challenge. To assist their employees in gaining the abilities and information necessary to thrive in today’s quickly evolving business world, they will need to invest in training and development programs. A culture that appreciates and encourages creativity, teamwork, and ongoing learning additionally needs to be established.

Additionally, leaders need to approach talent management with greater strategic thinking. They have to determine the skills and competencies that are most important for the success of their organization using data and analytics, and then establish focused plans for obtaining and growing those talents. Additionally, they should be open to trying out novel Talent Management strategies, such as flexible work schedules and alternative performance review methods.

For example, PepsiCo’s HR leaders struggled to access critical information due to the company’s decentralized structure and data silos. As a result, the teams were unable to leverage their knowledge to make informed decisions.

To overcome this challenge, PepsiCo used AI-powered Talent Analytics to identify high-potential employees and provide personalized development plans. The company’s AI-powered platform analyzes employee data, including performance reviews and training history, to identify employees with the most potential for leadership positions.

Ultimately, the success of any organization depends on the strength of its talent. By focusing on Talent Management, leaders can create a competitive advantage that will help their company thrive in the years to come.

2. Revolutionizing Talent Management: Exploring the Advantages of AI-Powered Talent Analytics for Leaders

According to Forbes, companies that adopt AI-powered Talent Analytics can improve their employee retention rates by up to 35% and reduce their recruitment costs by up to 30%.

According to PWC, 73% of executives believe that AI will be a significant driver of business success in the coming years.

AI-powered Talent Analytics can help leaders overcome the challenges they face in today’s business environment. Here are some of the benefits of AI-powered Talent Analytics:

  • Decision Making: AI-powered Talent Analytics can provide leaders with valuable insights to make better decisions. By analyzing data on employees’ performance, engagement, and retention rates, leaders can identify areas that need improvement and make data-driven decisions to address those issues. For example, HAPPYCAR achieved reduced the time in the pre-selection process of candidates by 78%. Moreover, they were 40% more satisfied with the new candidates after employment.
  • Automation: According to Harris Poll, HR managers who do not fully automate say they lose an average of 14 hours a week manually completing tasks that could be automated. AI-powered Talent Analytics can automate many tasks, increasing productivity and reducing the workload for leaders and HR professionals. For example, Walgreens established automation of leave claims where AI defines whether they are paid or unpaid, which helped to increase efficiency in the HR shared services group by 73%. AI-powered tools can provide learning recommendations for employees, recommendations on project staffing, and even automate the onboarding process for new hires.
  • Early Alerts: Credit Suisse saves approximately $70,000,000 per year by predicting employees at risk and retaining high-performing employees. AI-powered Talent Analytics can provide early alerts on potential issues such as employee turnover, disengagement, and low productivity. By detecting these issues early, leaders can take proactive measures to address them before they become a more significant problem. As AI technology continues to evolve, it will become an increasingly valuable tool for leaders in managing their workforce.

3. Transforming Your Business Landscape: The Benefits of AI and Talent Analytics for Modern Organizations

Recently the German Association for Consumer Studies (DtGV) has recognized EDLIGO as one of Germany’s 3 most innovative medium-sized companies in Software and Hardware. The recognition results from a study conducted to identify the most innovative medium-sized companies in Germany across 30 industry sectors. The study evaluated the patent performance of German companies with revenues not exceeding one billion EURO between October 1, 2021, and September 30, 2022. The study identified EDLIGO as one of the top-performing ones and included it in the list of 500 most innovative companies published by the prestigious German magazine, Stern.

EDLIGO is a cutting-edge AI-powered Talent Analytics platform that offers a comprehensive solution for leaders and HR professionals to tackle the challenges posed by today’s business landscape. With its Talent Analytics feature, EDLIGO helps organizations establish a clear, objective, and data-driven baseline for their employees. This enables them to gain early insights into potential issues such as employee turnover and disengagement, allowing them to take proactive measures to address them before they escalate.

The platform also assists organizations in identifying top performers and future leaders, discovering hidden talents within their workforce, and developing their employees’ potential for future growth. By increasing retention rates and maximizing employee engagement, EDLIGO helps organizations to establish a strong foundation for their growth.

EDLIGO‘s competency mapping functionality enables managers to evaluate the skills and competencies of their employees. The platform generates a skill gap map, providing managers with the necessary insights to identify areas where employees may need further development. This helps managers to create a structured and targeted talent mobility program, promoting internal talent search and personalized development plans for employees seeking to advance within the organization.

In addition, EDLIGO automates several tasks such as learning recommendations, project staffing, and onboarding processes, resulting in increased productivity and reduced workload for leaders and HR professionals. Overall, EDLIGO is an indispensable tool for leaders and HR professionals who seek to optimize their organizational processes and enhance their employees’ development, engagement, and retention

The future of leadership and HR in the age of AI is exciting. By leveraging AI-powered Talent Analytics, leaders can overcome the challenges they face and build a more productive and engaged workforce. With platforms like EDLIGO, leaders can stay ahead of the competition and succeed in today’s fast-paced business environment. If you would like to know more about how AI and Talent Analytics can help your organization succeed, visit our website at https://www.edligo.com

How Talent Analytics Can Support DEI Strategies

How Talent Analytics Can Support DEI Strategies

Over the past few years, there has been a growing emphasis on the significance of diversity, equity, and inclusion (DEI) in organizations’ efforts to foster a work environment that promotes equal opportunity and respects differences. According to Forbes, companies that raised the proportion of women in top-level positions by 10% experienced a corresponding 10% rise in their revenue.

Several organizations are embracing Talent Analytics to advance DEI initiatives, which employ data to assess and enhance workforce effectiveness and welfare. We will explore how Talent Analytics, also known as People Analytics, can support the development of DEI strategies and identify metrics to evaluate progress.

Leveraging People Analytics for Diversity, Equity, and Inclusion

Organizations are recognizing the importance of creating a diverse and inclusive work environment that is equitable for all employees, regardless of their race, gender, age, religion, or sexual orientation. However, creating such an environment requires more than just good intentions. Companies must be intentional about identifying and addressing any disparities that may exist in their workplace.

Identifying Diversity Gaps

Identifying diversity gaps is the first step towards creating a more diverse and inclusive workplace. To do this, companies need to collect and analyze data on various diversity metrics to understand the current state of their workforce.

For example, Dell Technologies recognizes the importance of closing the diversity gap to meet future talent demands and reflect the global customer base’s diverse perspectives. They consider diversity and inclusion as critical business imperatives that will enable them to empower their future workforce and contribute to solving societal issues. To achieve this, Dell has set a “moonshot” goal to have 50% of its global workforce and 40% of global leaders identifying as women and 25% of its US workforce and 15% of US leaders identifying as Black/African American and Hispanic/Latino minorities by 2030.

Microsoft recently reported progress in closing the diversity gap in their 2022 Diversity & Inclusion Report. Microsoft has achieved a significant milestone as women now make up more than 30% of their core workforce worldwide, with a representation of women increasing by at least 1.0 percentage points annually since 2018. Such progress is encouraging and highlights the importance of continuing to prioritize diversity and inclusion efforts in the workplace.

Identifying diversity gaps is a crucial step in developing a comprehensive DEI strategy, and People Analytics can play a vital role in this process. By analyzing employee demographics data, HR professionals can pinpoint where diversity is lacking across various areas of the organization and develop targeted strategies to address it.

For example, let’s say an organization wants to increase the representation of women in leadership positions. People Analytics can be used to analyze the gender distribution across different levels of the organization and identify areas where women are underrepresented. Based on this analysis, the organization can develop targeted strategies to increase the representation of women in leadership roles, such as implementing leadership development programs for women or reviewing and adjusting the organization’s promotion process to remove any barriers that may be hindering women’s advancement.

Similarly, People Analytics can be used to identify diversity gaps in the hiring process. By analyzing data related the gender, ethnicity, or age of job candidates and new hires, HR professionals can detect any disparities in the hiring process that may be contributing to a lack of diversity within the organization. This analysis can help the organization develop targeted strategies to attract a more diverse pool of candidates, such as sourcing from diverse talent pools or revamping the organization’s job descriptions to be more inclusive.

Measuring Pay Equity

Companies should analyze the pay of different demographic groups to identify any disparities. If certain groups are consistently paid less than others for similar work, it may indicate a lack of equity in the company’s compensation practices.

A recent Pew Research Center survey revealed that most workers quit their jobs in 2021 due to low pay (63%), no opportunities for advancement (63%), and feeling disrespected at work (57%).

According to Payscale, on average, women earn only 82 cents for every dollar earned by men. Even when men and women have similar employment characteristics and do similar jobs, women still earn 98 cents for every dollar earned by an equivalent man. This wage disparity amounts to a loss of $80,000 over a 40-year career for women.

Recently, the EU has agreed to implement new pay transparency regulations that will require companies with at least 250 employees to publish data on their employees’ pay, broken down by gender, on an annual basis. This move is aimed at closing the gender pay gap that still exists in many EU member states. According to a report by Eurostat, in 2020, the gender pay gap in the EU was 14.1%.

The new regulations will include sanctions for non-compliance and the creation of national contact points to help employees understand and use the data. Member states have two years to transpose the directive into national law. The EU has also been working on other initiatives to promote equal pay, such as policies to reconcile work and family life and to increase women’s participation in the labor market.

The new pay transparency regulations are expected to be a game-changer in promoting pay equity in the EU. By requiring companies to publish data on their employees’ pay, broken down by gender, on an annual basis, these regulations will help identify and close the pay gap that still exists in many industries. This move is expected to not only benefit women but also contribute to a fairer and more inclusive society. As a result, organizations will need to rely more heavily on People Analytics to measure and address pay equity in the workplace.

Using People Analytics to measure pay equity can help organizations identify any disparities in compensation and take steps to address them. For example, by analyzing data on employee salaries, job titles, and performance ratings, HR professionals can identify any instances where employees performing similar jobs are being paid differently based on their gender, race, or ethnicity. This can help the organization develop a plan to adjust compensation and ensure that all employees are paid fairly.

Analyzing Employee Engagement

One important way that People Analytics can support diversity, equity, and inclusion (DEI) strategies is by analyzing employee engagement. By measuring employee satisfaction, motivation, and well-being, organizations can identify areas where they can improve to create a more inclusive and supportive work environment for all employees.

Johnson & Johnson is an example of how People Analytics can empower HR teams to uncover valuable employee retention insights. The company initially hypothesized that employees with more experience were more likely to stay longer. However, after conducting research, they discovered that recent college graduates remained with the company much longer than their more experienced colleagues.

As a result of its focus on employee retention, Johnson & Johnson has achieved a high level of success in retaining quality employees, ranking in the top 15% of similarly sized companies. A significant portion of employees, 47%, reported that they would not leave the company even if offered a higher-paying job elsewhere, while 77% reported feeling excited to go to work each day. Overall, 70% of Johnson & Johnson’s employees feel that the company is doing what it should to retain them, while 30% may be considering new employment.

Given the difficulty in finding quality employees, the ability to retain them is critical for companies like Johnson & Johnson. Using People Analytics, the company has gained valuable insights into what drives employee retention and has developed strategies to support its DEI efforts.

People Analytics can be a valuable tool for organizations seeking to build more inclusive and diverse workforces. By identifying diversity metrics, measuring pay equity, and analyzing employee engagement organizations can create more equitable and diverse work environments.

EDLIGO Talent Analytics supports organizations in creating a more inclusive and diverse workforce. By utilizing the platform’s advanced analytics capabilities, organizations can gain valuable insights into their workforce and take action to improve diversity and equity.

EDLIGO helps organizations achieve their DEI goals by providing data-driven, unbiased insights into workforce diversity, employee career aspirations, and mobility opportunities and supporting the development of individual career paths and training recommendations.

EDLIGO Talent and Learning Analytics is Recognized as One of Germany’s 3 Most Innovative Medium-sized Companies in Software and Hardware

EDLIGO Talent and Learning Analytics is Recognized as One of Germany’s 3 Most Innovative Medium-sized Companies in Software and Hardware

Berlin, Germany: The German Association for Consumer Studies (DtGV) has recognized EDLIGO GmbH as one of Germany’s 3 most innovative medium-sized companies in Software and Hardware. The recognition results from a study conducted to identify the most innovative medium-sized companies in Germany across 30 industry sectors.

The study evaluated the patent performance of German companies with revenues not exceeding one billion EURO between October 1, 2021, and September 30, 2022. It adopted an innovative approach to calculating an innovation score that reflected the companies’ patent activity and economic relevance. The study identified EDLIGO as one of the top-performing ones and included it in the list of 500 most innovative companies.

EDLIGO is a leading software company that provides innovative solutions to customers across a range of industries, including AI-based Talent Analytics and Learning Analytics. Founded in 2014, the company has a proven track record of delivering cutting-edge products and services that meet the needs of its customers.

EDLIGO’s recognition is proof of the organization’s steadfast commitment to innovation and research, and to delivering advanced products and services to its customers.

We are delighted to be named one of the top 3 most innovative software and hardware companies in Germany. This recognition reflects our team’s dedication and hard work in pushing the boundaries of technology and providing innovative solutions to our clients, said Dr. Lassaad Essafi, the Chief Executive Officer at EDLIGO.


The full publication can be found under the links:

Most innovative Software and hardware companies: https://www.stern.de/siegel/das-sind-die-innovativsten-mittelstaendler-deutschlands–33248248.html

Top 500 innovative companies across all sectors: https://www.stern.de/siegel/exklusiv–das-sind-die-innovativsten-mittelstaendler-deutschlands-33309362.html


EDLIGO GmbH is a leading company specializing in AI-powered Talent and Learning Analytics. Founded in Erlangen and incubated at the Friedrich-Alexander Universität, Germany’s most innovative university, EDLIGO aspires to be at the forefront of technology and innovation.

EDLIGO has a strong track record, with customers successfully using our platform in more than ten countries. EDLIGO has a team of experienced, innovative, and highly committed people that elevate talent management to the next level.

EDLIGO is top 3 most Innovative company in Germany

ESG is Going to Shape HR in 2023

ESG is Going to Shape HR in 2023

Why ESG is important now and why does it matter to HR?

Environmental, social, and governance (ESG) issues are becoming more important for companies in today’s business environment. As consumers, investors and regulators become more aware of the social and environmental impacts of business, companies are under pressure to demonstrate their commitment to sustainability and social responsibility.

The emphasis on ESG factors is driven by the need for organizations to be more socially responsible and sustainable and has gained popularity in recent years as environmental and sustainability issues have received more attention on a global scale.

It takes excellent and flexible leadership to meet the current local and global ESG challenges. ESG considerations are becoming increasingly important. The European Commission has proposed the “Corporate Sustainability Due Diligence Directive” for companies to respect human rights and the environment in their global value chains.

The proposed regulations, known as the “due diligence” framework, would require companies to identify, prevent, and address human rights and environmental risks in their global value chains.

The proposed legislation would require companies to:

  • Conduct human rights and environmental due diligence in their global value chains.
  • Identify and assess the risks of human rights and environmental abuses in their value chains.
  • Implement measures to prevent or mitigate those risks.
  • Report publicly on their due diligence activities and progress.

The proposed regulations would also establish a monitoring and enforcement mechanism to ensure compliance with the framework. Companies that do not comply with the requirements could face fines and other penalties.

The role of HR in ESG

A key role is played by HR. Will professionals be prepared to provide quantifiable evidence when the CEO comes knocking on HR’s door asking about ESG-related employee issues like diversity, equality, and inclusion (DE&I), gender pay equity, upskilling and employee development, and workplace culture?

HR plays a critical role in ensuring that a company’s ESG efforts are integrated into its culture and operations and that employees are aware of and engaged in these efforts.

According to Forbes, ethnically diverse companies are 35% more likely to outperform, while companies that are gender diverse are 15% more likely to outperform.

ESG is expected to continue to shape HR in 2023 and beyond as more companies prioritize sustainability and social responsibility in their operations and decision-making. This will likely lead to changes in HR policies and practices such as:

  • Identifying areas where the company can improve its diversity, equity, and inclusion efforts, which can be used to guide recruitment and hiring strategies.
  • Measuring the engagement and motivation of employees, which can be used to support retention and development strategies.
  • Assessing the environmental impact of the company’s operations and identifying opportunities for reduction, which can be used to shape employee development and mobility strategies.
  •  Identifying the company’s reputation and attractiveness to job candidates, which can be used to improve recruitment and branding strategies.

Starting Points for HR Leaders

The development and implementation of an organization’s ESG initiatives can and should be a key responsibility of HR leaders and their teams. To accomplish this, a strong, inclusive culture that fosters a sense of belonging among all employees is needed.

What should be the starting point for the organizations’ HR departments to begin the ESG journey?

  • Work with the executive leadership, risk, and investor relations teams to understand what ESG standards and criteria the organization is following and how professionals can support those efforts.
  • Analyze workforce data to provide a report on the organization’s efforts to hire and manage a diverse, skilled workforce from around the world. Utilize this data to monitor and assess human resources-related performance indicators for the company.
  • Publish an inventory of the efforts to build a diverse and engaged workforce for the benefit of all parties.

According to Forbes, 47% of investors considered the “S” aspect of ESG the most important when making decisions, overtaking “E” at 35%.

Putting the “S” in ESG, HR contributes to the development of an environment where current and potential employees want to work, collaborate, and advance the company.

Including ESG in the longer-term strategy

According to Gartner, 83% of business leaders say their sustainability program activities directly created both short- and long-term value for their organization.

ESG plays a significant role in fostering and sustaining a strong sense of fulfillment and providing purposeful work. A real competitive advantage over rivals who might be prone to greenwashing their public-facing information or ignoring ESG entirely can be gained by adopting and implementing ESG goals in a transparent way.

Incorporating ESG considerations into a company’s long-term strategy can help to ensure that the company is sustainable and responsible in its operations and growth. By considering the impact of their activities on the environment, society, and corporate governance, companies can mitigate risks and create growth opportunities, while also addressing the concerns and expectations of stakeholders. This can include implementing sustainable practices and policies, promoting diversity and inclusion, and being transparent about the company’s actions and impact.

ESG is an important consideration for companies now more than ever, and HR plays a critical role in supporting these efforts and creating a sustainable and responsible workforce. Companies can better understand how their ESG efforts impact their workforce and use this information to inform their talent strategy and workforce planning. This helps companies to attract and retain top talent, and to create a more responsible and sustainable company culture.

EDLIGO Talent Analytics can support HR departments with a constant flow of data to predict and measure the impact of key strategic decisions and determine the future readiness of the organization, supporting HR departments in their strategic role as a foundation for sustainability.  EDLIGO helps organizations achieve their sustainability goals by providing data-driven, unbiased insights into workforce diversity, employee career aspirations, and mobility opportunities, and supporting the development of individual career paths and training opportunities.

Schedule a Demo to know more.

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