Getting Started With People Analytics: A Modern Guide
For the first time in history founders can make talent decisions based on data analysis instead of “experience-based” decision-making, personal relationships and risk avoidance. This data-driven approach to managing people in a workplace is famously named as people analytics.
Like the rest of the corporate world,?chief human resource officers ?(CHROs) and their teams are realising the need to focus on their analytics capability to better prepare for the data-driven world.?Andrew Marritt ?CEO of OrganizationView puts it precisely:?Modern HR leader needs to know not only what has happened, but what is likely to happen.
"CHROs have said that they feel [pressured] as the only ones not bringing data to the table. The business is expecting HR to have similar numbers to marketing, though maybe not finance or operations."
Human resource analytics is a matter of gaining advanced business results with insights from rapid measurement, analysis and reporting of a huge workforce-related data.
The goal of this article is to offer an?overview of people analytics, and?how & when it is applied in different areas?like recruiting, performance evaluation,?workforce planning ?and engagement. This will enable HR specialists of all experience levels become fluent in the language of data & more at ease using data to shape daily decisions.
By the end of your read, you'll have a better understanding of how to position yourself as a strategic partner in your company's people management decisions.
Why you should you care about people analytics
Talent analytics explore hundreds of variables to spot unseen patterns of organisation's functions. Let us better understand the truth behind ‘Why People Analytics’?with one such example of the popular American information & market measurement firm,?Neilsen .
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Benefits of Using People Analytics
Not only can people analytics provide insights that help organisations improve productivity and performance, it also gives managers the information they need to make better informed decisions and supports efforts to improve employee experience and well-being. -?David Green
1. Fosters a data-driven culture
A culture that recognises the value of data-driven insights and supports?evidence-based decision-making?is by far the most potent driver of success. High-performing organisations have the following characteristics as compared to low-performing businesses:
2. Magnifies focus on the organisational future
What could happen?is just as crucial as?what has happened?when it comes to turning data into action. That's why future-focused practises and methods like workforce planning are such effective drivers of organisational readiness and resilience.
Executive Member, Corporate Relations and Placement Committee || IIM Ranchi, MBA '26 | Entrepreneur | Marketing Specialist | Brand Building |
2 年Brandee Tapp Would love to know your thoughts on HR analytics
NML MILS '25 l Human Capital Management & Employee Relations l HR l IR l RA Podar '22 l Musician
2 年Al Adamsen You might want to have a look at this!
Manager -International Trade & Investment || Governments | Investment Promotion | Trade Development | Tourism Promotion ||
2 年Jared Weintraub, PhD, SPHR Might have a look as this!
Product Growth Marketing @ Leena AI | Product Adoption, Go-To-Market
2 年Samrin Shaad Kabir Don't you think it's time we “datafy” HR?
Executive Director, Foundation for Behavioural and Attitudinal Change, Training Management, Certified KPI Professional, & PeopleHum Certified Partner
2 年Awesome!! Certainly the kind of HR Analytics that will enhance the efficiency of HR Practitioners in providing very reliable advice for effective organisational management