From Beginning to Next: The Future of Data and People Analytics

This panel was part of the Hacking HR event: The People Analytics Global Summit

It is undeniable that data and people analytics have been one of the paramount indicators for an organization to attain business success. For the past years, they have been given much prominence by the companies owing to the reason that they control their biggest asset — the people. Now that we are in the era of technology, digital transformation, artificial intelligence, and the like, it is certain that the future of data and people analytics is something that we should look forward to. Most especially that the majority of the companies today are aware of its pivotal function and contribution to the progress of their performances.

We all know that we are in the phase of uncertainty. We do not know what’s bound to happen soon. But we cannot deny that the future of data and people analytics will be based on how we manage them today. Having said that, our panel will focus on this subject matter in order to give us a hint or picture of what the future of data and people may possibly look like. As usual, we have invited esteemed guest speakers that will surely be of great help since they are all experts in their respective fields. Our panel comprises of: Nicolas Behbahani, Head of People Analytics & HR Data of TechnipFMC; Bejoy Mathew, VP, Employee Digital Experience of Mastercard; Megan Marie Butler, AI HR Advisor of Augmented HR and Leeds, University Business School; Ricardo Combariza, People & Organization VP of Covalto; and lastly,? Kerry Brown, Customer Transformation Advisor of Celonis.

Kicking off the discussion, we asked the speakers to share a brief introduction of themselves and the company they are working for. Afterwards, we asked them the first question of: What’s next in the journey of HR establishing data and people analytics that HR should look at?

Nicolas began the conversation and mentioned that it is also important for us to look first at the past. What happened in the past may be one of the indicators that led to the current situation we have today; hence, we should also try to look back at it when we can. Additionally, he also mentioned that the? future of people analytics is based on the future of HR owing to the fact that we are closely working with people and the business. We are also depending on the roadmap of HR, thus this should also be taken into account. At the end of that, there is a lot of data presented to us and we really need to think about understanding each and every single one of them. We are uncertain, however, we have the responsibility to build a brighter future ahead of us.

Adding to that, Kerry stipulated that HR is now shifting from rearview mirror to windshield. That said, we need to know where we have come from. We cannot deny the fact that the social contract between people and their employers has changed. Even the kind of duration in employment is changing. Therefore, we need to continue looking at real time and that goes to that windshield. We need to have analytics that are real-time, all the time in order to be able to know what is going on. Data can be very beneficial to give us an idea of our industries and how they are changing.? More so, she also stated that trend relies around choice and it requires us to be present all the time.

On one hand, Ricardo also emphasized the importance of data and choice. According to him, choice is the future of HR. We need to be there in the future of data. Aside from that, one thing that is most important is having ethics. When we implement ethics in our organizations, we know what kind of decisions we are going to make. There are so many things happening that we have to be aware of and ethics could play a huge part along the process. In line with this, HR also has a very big role of bringing conscience to the organization. From this point, data allows you to have the opportunity to create decisions out of conscience. This data from HR perspective will define the development of companies and level of thinking of companies that they are going to present in the market.

Megan, on the other hand, we need to create values from the investments that have been made to us. HR must also be able to work with organizations to create an environment where data can be used by people at all levels. It is also important to take note to get the right data to the right people at the right time. Hence,? risk management and meeting legal requirements are very crucial in HR since they are one of the highest decision risks being made. On the other side, one of the reasons why organizations fail to meet some of the ethical regulations is because their technology, data, structures are not there to meet the requirements.

Lastly, Bejoy stated that beyond HR, it is important to look into the aspect of people analytics helping in the business strategy of the organization. Therefore, we need to tap into data sources that are traditionally part of the data sources lens and? rely more on cross-functional teams and privacy legal technology.

Aside from that, the speakers also shared their thoughts on the current business challenges that HR are facing that can be solved using people analytics.

To summarize what they stated, HR can deliver the right formula about everything as long as the data is being analyzed and monitored the proper way. We need to ensure that we are aware of what might possibly happen in the future. Aside from that, we also need to define the things we have and we do not have. HR strategy is also an important tool to support the business’ success, hence we need to understand that we are not at the same level. There is no one size that fits all at people analytics. We need to find the best way to support business success. If we do not deliver as leaders or add value as HR, we will not exist anymore. We need key points to succeed.

You can watch the full video of the panel here !

You may also check out the other articles on our?The People Analytics Global Summit?Series:

• The Fundamentals of Business Analytics and The Connection With People and HR Data
• Connecting the Dots Between Business Success and People Analytics
• Getting Specific: Delivering Real Business and HR Value Through Data and Analytics
• Creating A Data-Informed HR Strategy
• The Ins, Outs and Secrets of A Successful Data-Informed HR Strategy
• Creating a Data-Informed Talent and DEIB Strategy

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