People Analytics, or the intelligent use of data, is based on a simple equation: the identification of a problem that is compatible with data analysis, combined with a great volume of quality data. Not an end in itself, People Analytics provides the human resources the insight needed to understand and solve some of the organization's major challenges, such as collaboration or the performance of new ways of working.
Identify the problem
People Analytics is not an end in itself, but rather a wide range of tools that can be used for a variety of purposes. The best way to prioritize HR data analysis studies is to identify a business problem that can be studied and partially solved by this means: high rate of absenteeism or turnover, lack of collaboration, measuring the performance of a new work rhythm…
Know the quantity and quality of data
It goes without saying: data is at the heart of any HR data analysis subject, both qualitatively and quantitatively. Once the purpose of the study has been established, the available data needs to be audited to determine what is or can be achieved through complementary data collection initiatives.
A management challenge
Like any new process, the sustainability of People Analytics demands that the organization adapts quickly to new practices and integrates new skills. Such a change management effort can only be implemented after process that has been tried and tested beforehand on a pilot scope.
The HR department on the move
People Analytics is at the crossroads of several areas of expertise: IT for data collection systems, finance because it deals with figures and performance, and business because it is the main client. However, People Analytics is above all an HR subject that HR teams must continue to manage.
Collaboration, Performance and HR Data
Does collaboration promote performance?Discover the case