Making data-driven decisions is increasingly common among leadership. And the HR department can also benefit from this! Through People Analytics, it is possible to collect, organize, and analyze information applied to people management to gain a strategic view of each employee in an organization.
Want to know more about the impact of this methodology? Keep reading and we will explain!
Understand More About People Analytics
Despite all the resources available with new technologies, companies still have a long way to go to implement them. And in people management, it is no different. A study reveals that while 70% of people use some form of Artificial Intelligence (AI) in their personal lives, only 6% of HR professionals are actively deploying it and 24% of employees employ it, in some way, at work.
People Analytics uses technology to favor higher-quality decision-making regarding people management. Its basic principle starts with the use of data about each person working in the company. Among them are payroll and time tracking, among others. Thus, it is possible to recognize when an employee stands out or when help is needed in a certain area due to low productivity, for example.
It is worth clarifying that People Analytics is a methodology based on data collection, organization, and analysis. With this method, you can cross-reference people management indicators to analyze which employees deserve raises and also bring more productivity to routine activities.
Implementing People Analytics in Practice
1) Establish Objectives
This is the starting point for implementing People Analytics. Make a list of the main problems faced by the HR sector and define what can be solved with data analysis. Whether to identify talent or team performance, for example, all difficulties must be listed.
2) Define Metrics and Success Indicators
Depending on its size, a company may have hundreds of data points. Therefore, the importance of defining metrics and indicators to perform an analysis. Raw information by itself does not indicate a path. Therefore, this item must be taken into account to avoid reaching erroneous conclusions.
3) Communicate to the Team and Involve Employees
Transparency is fundamental in implementing any new methodology. Because it is recent, explain what People Analytics is and how it will impact these professionals’ lives. To do this, count on the communication team, who can create campaigns across various company communication channels.
4) Adopt an Analysis Tool
Choose an analysis tool that is easily accessible and whose results everyone can understand. Promote training on it with the team responsible for data cross-referencing.
5) Collect and Verify Data
It is important to extract all data and dedicate time to analyze them. At first, the volume may seem daunting. However, it is possible to find precious information about employees.
Based on People Analytics data, your company’s HR can reach the next level, contributing to the performance of both the department and its employees.
According to a research study, employees believe that embracing technology will increase operational efficiency (59%), speed up decision-making (50%), and improve the employee experience (37%). With the adoption of data collection technologies in the HR sector, it is easier to identify problems that need to be solved. Undoubtedly, something that can greatly help create a motivating work environment.
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