Post by rabia994 on Mar 9, 2024 9:51:34 GMT
People Analytics , also called HR Analytics, is nothing more than the analysis of data related to the workers of an organization, which allows us to discover patterns that occur in an organization and from there predict scenarios and support decision making. This analysis must include aspects such as the concentration of data and the use of technology to optimize said process, the review of information to detect relevant findings and decision making. Analytics in the Human Resources area In areas such as marketing, sales or finance, it is quite common to talk about the use of metrics and analytics, and although the HR area has always generated relevant data, it was not until recently that it began to gain strength and the form has been refined. to collect them. Technological innovations, the mastery of new generations of these and improving the experience of collaborators have contributed to the profile of the HR manager evolving significantly with the aim of demonstrating the department's ability to manage organizational changes and generate value to the company. People Analytics Goals From recruitment, performance and analysis of organizational culture, People Analytics provides differential value to the HR department and the company in general.
Below we look at some of the aspects that can improve with a strategy based on PA : Attract the ideal talent Thanks to people analytics it is possible to identify which are the best profiles to occupy a certain position or to be part of an organi America Cell Phone Number List zation and base the selection of new collaborators on this. Identify talent Analyzing the workforce allows employees to be grouped according to certain shared characteristics and identify variables that make them more prone to better performance, motivation, loyalty, among others. Develop talent Knowing personnel trends allows you to base the company's career plan, according to their interests, motivations, level of commitment, etc. all with the aim of improving their performance. Avoid talent drain High percentage of absenteeism and work accidents in a certain department or even duration in the same position are some of the indicators that can warn of possible talent leaks and that people analytics can show to take the necessary measures to avoid it. Prevent possible crises By knowing a general overview of the state of the organizational culture, it is possible to anticipate possible crises. This can be identified through the analysis of the opinion of collaborators regarding the implementation of new measures, leadership, layoffs, etc.
Measure the response of new strategies From justifying, substantiating and analyzing the result, people analytics allows us to know all the stages of the implementation of initiatives in the organizational environment. How to implement People Analytics in my company? Contrary to what many think, people analytics is not exclusive to large companies, it is not expensive nor does it necessarily require specific training. There are people analytics software that does it automatically and delivers reports to easily consult the information, so any company can implement data analysis strategies and take advantage of the findings obtained. But what is a PA-based strategy? What are the steps to implement it? Below we propose some steps that you can adapt to the needs of your organization. Set goals The first step should be to define what you want to achieve or solve, and what data needs to be analyzed to do so. If this point is not worked well, it will be very difficult to attempt to analyze random metrics or all possible metrics and dimensions. Identify data that may be relevant Once you have established the objective, it is time to think about the data that can provide useful information, data that describes the situation to be resolved and that influences or impacts it in some way: what is the current scenario, why is it happening, where? It happens...and with it work on what could be done.
Below we look at some of the aspects that can improve with a strategy based on PA : Attract the ideal talent Thanks to people analytics it is possible to identify which are the best profiles to occupy a certain position or to be part of an organi America Cell Phone Number List zation and base the selection of new collaborators on this. Identify talent Analyzing the workforce allows employees to be grouped according to certain shared characteristics and identify variables that make them more prone to better performance, motivation, loyalty, among others. Develop talent Knowing personnel trends allows you to base the company's career plan, according to their interests, motivations, level of commitment, etc. all with the aim of improving their performance. Avoid talent drain High percentage of absenteeism and work accidents in a certain department or even duration in the same position are some of the indicators that can warn of possible talent leaks and that people analytics can show to take the necessary measures to avoid it. Prevent possible crises By knowing a general overview of the state of the organizational culture, it is possible to anticipate possible crises. This can be identified through the analysis of the opinion of collaborators regarding the implementation of new measures, leadership, layoffs, etc.
Measure the response of new strategies From justifying, substantiating and analyzing the result, people analytics allows us to know all the stages of the implementation of initiatives in the organizational environment. How to implement People Analytics in my company? Contrary to what many think, people analytics is not exclusive to large companies, it is not expensive nor does it necessarily require specific training. There are people analytics software that does it automatically and delivers reports to easily consult the information, so any company can implement data analysis strategies and take advantage of the findings obtained. But what is a PA-based strategy? What are the steps to implement it? Below we propose some steps that you can adapt to the needs of your organization. Set goals The first step should be to define what you want to achieve or solve, and what data needs to be analyzed to do so. If this point is not worked well, it will be very difficult to attempt to analyze random metrics or all possible metrics and dimensions. Identify data that may be relevant Once you have established the objective, it is time to think about the data that can provide useful information, data that describes the situation to be resolved and that influences or impacts it in some way: what is the current scenario, why is it happening, where? It happens...and with it work on what could be done.