People Analytics is here to stay

People Analytics has finally grown up and is considered as an established discipline in many organisations including my own. For years the discipline was considered a niche part of Human Resource activities. The best cases on HR analysis were to fulfill academic assignments or support decisions which were already made. You might have come across engagement exercises or some efforts on addressing the impact of various training programs. The results, rarely contributed to a decision.

In the past, only 10-15% of large organisations had People Analytics teams. The lack of focus in People Analytics in the past was due to lack of

• Knowledge in the discipline
• Focus, where most technical capabilities were assigned investment, production, marketing and sales problems.
• Funds for analytic tools
• People data quality, integration and integrity (most critical)

As of 2018 with Bersin by Deloitte’s recent High-Impact People Analytics study finding that 69% of large organisations (including my own) now have a people analytics team, the growth of the discipline shows no signs of abating. As the use of people analytics broadens and deepens so does the amount of literature published on the field. I can now with a little more confidence use the slogan, "People ARE our greatest assets".

We now have access to various tools where organisation can invest to check potential fraud on assurance, generate findings on audits, identify "changes in employee's mood" from organisation formal and informal communications, identify stress and predict success of projects.

One of my focused project in future is how can I exploit Alexa or any upcoming digital assistant to be a valuable member of meeting and manage contribution based on the conversation. My first focus would be showcasing employee information based on voice commands and hopefully hope to other functionalities (more on this when actual progress is done)

My efforts on catching the People analytics train have lead me to follow David Green and Morten Kamp Andersen and have been reading most of their articles (recent one). I'm learning how the world of HR is digitally transforming using People analytics as it's steer. I must admit, it was overwhelming at first with over 100 articles however, each title hooked me right in and I could only breath at the end.

Some of My Favorite

• Analytics of the people, by the people, for the people
• The role of the People Analytics leader
• Why People Analytics and Change Management is a match made in heaven

So far reading has been fun, I'm now gearing up to be a prominent contributor in the space of analytics and more preciously on People Analytics.