People Analytics continues to be one of the fastest evolving fields in the world of HR. It isn’t just a trend: supporting people programs and data to business influence has always been a goal in HR.
When it comes to drawing business insight, employees may be your most treasured source of information—harmonized only by customer data. That’s why organizations all across the world are focused on gaining a better understanding of their people data and how it correlates to everyday operations and long-term strategy.
Learning what you can do to perform well today and what you can't yet address, is the first step to adopting a new data-focused approach for your HR team. Seem like it is easier said than done? The following tips are a good way to start:
Learn And Focus On The Business (Not HR!)
The first step includes a bit of background, beginning with ensuring you completely understand the business and its key problems. Before you can solve the issues of a business, which people analytics actually intends to do, you have to identify the business with understanding its present and future challenges.
Read, learn, follow, network
It is essential to ensure you look outside your organization to learn as well as inside. Whether it is blogs, books, podcasts, conferences, or online programs, there is a lot of knowledge about human resource analyticsthat is accessible and still evolving. If you are motivated, seek out as many prospects and forums as you can.
Plan, Borrow, Build and Perfect
Once you have elementary knowledge yourself, the next tip tells you how to take action and involves planning a strategy, getting others within your company on board, developing a team of specialists and pressing ahead. The important thing to realize is that a learning curve is entirely to be expected and should not dissuade you from pushing ahead, and perhaps making some primary mistakes along the way.
Not Just a Passing Fad
For people who think that people analytics is all just passing jargon that will go the way of Business Process Reengineering, Matrix Management, or Core Competency, then you need to think again. According to the analyst Josh Bersin, author of the article titled ‘The Geeks Arrive In HR: People Analytics Is Here’, HR analytics, people analytics or talent analytics – going back to the ‘call it what you will’ game - has been around for at least a decade and, because “technical talent has now figured out that the old-fashioned backwater HR department may be one of the most exciting places to work” is only just beginning.
Latest posts by Kelly (see all)
- How To Get Started With People Analytics - October 2, 2018
