What is the definition of people analytics?
People analytics (PA) is also commonly known as HR Analytics or data driven human resource management. People analytics is mainly about analysing employee data, in order to develop valuable insights that allow employees to be deployed more efficiently within the company.
What is the definition of people analytics?
People analytics (PA) is also commonly known as HR Analytics or data driven human resource management. People analytics is mainly about analysing employee data, in order to develop valuable insights that allow employees to be deployed more efficiently within the company.
Human Resources (HR) often has valuable data on employees. This data can be used in various ways to deal with human resources more efficiently. Usually the collected data is related to the following topics:
In addition, PA is also used to study and optimise the corporate culture. The corporate culture consists of values and norms, behavioural patterns and rules, both written and unwritten. The subjective nature of many aspects linked to corporate culture makes it difficult to analyse this data. A method that is frequently used is to conduct formal internal conversations and customer service conversations. This provides a lot of data on the corporate culture.
Since PA was first used in the twentieth century, the discipline has changed significantly. Instead of descriptive analysis, the focus is now on predictive analyses. As a result, organisations are better prepared to face challenges arising from the dynamic market. Advanced tools such as interactive data visualisation, data mining and machine learning are currently also part of the process.
The PA process is designed based on the wishes and requirements of an organisation. Nevertheless, there are a number of basic steps that are applied almost everywhere in the process. These are:
When data mining and other techniques are properly deployed in HR analytics, organisations can reap several benefits. Firstly, people analytics can simplify the recruitment of employees because sufficient data and requirements for new candidates are available.
Additionally, PA enhances the employee’s experience in the workplace, because employees can be deployed based on their talents and strengths. When employees work in a better environment, it will improve their productivity, which can take the company to the next level.
Lastly, PA ensures that fewer employees leave the company to work for other organisations. This is referred to as staff turnover.
What are the most important techniques and tools for people analytics? How can I use my already existing employee data for optimisation purposes? What about privacy protection and data control? How is employee engagement linked to people analytics? The articles with the people analytics tag are about various topics related to managing employees within the organisation.
