People Analytics, do you know this technique?

people analytics

Summary

  • Data-based methodology that analyzes profiles and dynamics of a company's teams or departments
  • It is one of the techniques on the rise in Human Resources departments

 

Concept of people analytics 

Talent management is one of the most important and currently necessary decisions in any company. Employees are the key to the success of an organization, so knowing them well and spending time with them is a key organizational factor.

people analytics, also know as HR Analytics, is a data-based analysis method that aims to study the people who make up the company. With intelligent analysis of the available data, you can identify problems and find solutions, draw conclusions or forecast future scenarios.

Currently, through the business intelligence and the big data, strategies are based on data. That is, the information becomes knowledge that helps make the best business decisions.

What exactly is measured?

people analytics collects and processes data to achieve certain objectives:

  • Performance, activity and productivity.
  • The efficiency of the use of resources.
  • The organizational climate.
  • The evaluation of performance and imbalances.
  • Adhesion with the corporate culture.
  • The efficiency of HR recruitment, selection, training and development processes.
  • Rates of absenteeism, turnover, loss of talent, etc.
  • Analysis of returns and costs by the personnel associated with projects and lines of business.

How to apply people analytics

Focus: we need to know what the human resource needs are. To do this, we will take into account the objectives to be achieved and we will establish the necessary data, which is useful for a specific objective.

The data: Once the previous data in relation to human capital has been obtained, we will collect the information, identifying it and making it understandable.

The process: This step depends on the perspective or objective that we have determined. The process will be different if we are looking for a profile to fill a vacant position or, rather, if we are analyzing the performance of a department's staff.

Performance: With the data analyzed, we will design the action plans that allow us to obtain the results we are looking for.

In this sense, it should be noted that people analytics It must be a tool integrated into the daily action of the HR department, in a continuous process.

Its benefits

The most obvious advantage is the improvement in the decision making of a company. Thanks to data and not assumptions, as already mentioned, personnel management becomes more efficient.

In fact, there are reports that state that organizations that use people analytics they make profits 82% higher than the average in a period of three years.

Leave a Reply

Your email address will not be published. Required fields are marked *


en_GBEN