Introduction
People
analytics is a technique for investigation that assists administrators with
settling on sophisticated choices about their labor force. In today’s world,
data is available at our fingertips so rather than relying on instinct now we
can analyzed the data and get the proper
assistance to make the right decision for the organization.
The
potential of people analytics in daily decision making process is obvious. Who
dominate at people analytics are bound to beat their competitors. To begin
utilizing this data to settle on better choices, we need to change the manner
in which we handle data. Today, HR or IT experts frequently act as guards for
information. To have accomplishment with people analytics, there should be more
straightforwardness in data.
If
people analytics is used beneficially, HR departments will be able to improve
1. Employee development needs,
2. Staff morale, and
3. Prove their ROI (Return on Investments) to the
business.
Improved
productivity leads to improved value tenfold to an organization, which assists
to reinforce a business’ feasibility
and shape the organization’s future.
For an
example a company is having an attendance issue about their employees. Managers
can see that more employees come in late on Mondays and Fridays. Or calling out
their shifts.
When this
happens in an organization, we can assume all sort of conclusions about why employees
do this. It may be poor management or it may be bad workforce planning.
The possible
assumptions are limitless. If there’s more data, then it is easier to get into
the root of the matter. People analytics can assist company by contributing
with better awareness into learning and development, talent management and
organizational and design decisions.
Figure 1: How big data benefits HR department
Page
(2021) explains the key to using the data from people analytics effectively, is
to map out the business requirements, then create a feasible plan that your
organisation can work from. You can start this process by separating the
different areas within your organisation; workforce capabilities, business ROI,
and employee processes. For example, when we talk about workforce capabilities
this should include, workforce performance, human capital efficiency, talent
management, and cultural alignment. Business ROI should include revenue growth,
future value and if applicable, shareholders’ return, while employee processes
should cover things like career development, performance appraisals, and
succession planning. Importantly, people analytics decisions can only be made
about people processes, rather than workforce capabilities and business ROI.
Once that data has been obtained, it’s then up the businesses to extract and
use that data sensibly, and in the right way. For example, workforce
performance can be mapped against talent management to determine whether top
talents have the highest levels of efficiency and employee appraisals can be
aligned to the promotion activity and succession planning of the business.
It seems
overwhelmed to use data in a strategic way in an organization’s decision making
process. But when the data is stated in this process it becomes easier for the
management.
Conclusion
People will
understand the usefulness of data when an organization has started to use them
in a proper way in decision making process. So it will ensure them that data
they collect is valuable in future. It leads to leverage of organization’s data
sources. When an organization collect more data it will ultimately lead to make
better decisions broad and complete.
References
Bigsby, C., 2021. The Power of People Analytics in Everyday Decision-Making | Visier Inc.. [online] Visier Inc. Available at:
<https://www.visier.com/clarity/the-power-of-people-analytics-in-everyday-decision-making.>
[Accessed 27 March 2021].
Page, M., 2021. Using people analytics to steer business decisions | Michael Page UK. [online] Michael Page. Available at:
<https://www.michaelpage.co.uk/our-expertise/human-resources/using-people-analytics-steer-business-decisions>
[Accessed 27 March 2021].
People analytics is a data driven approach which can managing people in an organization. People analytics, also known as HR analytics, workforce analytics, or talent analytics. This will enable HR to making decision on employee performance and improving employee retention. Author has well explained the what people analytic & how it's work.
ReplyDeleteAuthor has described people analytics which some leading organizations are already using successfully in certain talent-management areas. People analytics improve decision-making by providing an unbiased analysis of the situation. My view is People analytics use all human resources data to get an insight into exactly what is going on a company, in both a positive and negative way.
ReplyDeleteBecoming a data-driven people analyst takes the guesswork away from HR decisions and allows you to make changes that are backed up by facts and concrete information (McCandless, 2020).
Interesting and well written article to read.
Thank you for your feedback
ReplyDeleteThe power of people analytics in everyday decision-making is undeniable: According to DDI, organizations who excel at people analytics are 3.1 times more likely to outperform their peers. Many common HR metrics do not provide strategic value to the business.
ReplyDeleteuse of IT, HRIS, AI will be key tools in the process
ReplyDelete