Question.2438 - People Analytics is an emerging force in the field of Human Resources as HR/OD strategies become better aligned with organizational strategic objectives. Read, “How People Analytics Can Help You Change Process, Culture, and Strategy”. Download “How People Analytics Can Help You Change Process, Culture, and Strategy”. How can your organization (or organizations in general) utilize People Analytics in diagnosing the need for an intervention and/or implementing and/or evaluating an intervention? What are the benefits of utilizing People Analytics? What are potential concerns for the utilization of People Analytics?
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People Analytics People analytics is a data-driven approach to transforming an organization. The HR department of an organization uses people analytics to link the data of people with business data. In today's scenario, the HR department of an organization has to deal with a large amount of data regarding their employees such as employee performance, jobhistory. Now using people analytics organizations can understand and improve people's data and can link it with company goals. Analysis of people data allows the organization for effective decision- making. Using people analytics organizations can process interventions steps after diagnosing people's data, this is useful for strategic planning regarding business processes such as employee training and motivation, employee retention process in the future (Fecheyr-Lippens et al.2015). Benefits of utilizing People Analytics The benefits of people analytics are it is useful to diagnose the current skills of the employees, it allows the organization to understand their employees. In addition, an organization can transform its people for example past data can help the employees in adopting new skills in the future (Leonardi & Contractor, 2018).People analytics can inform an organization what type of skills can fulfil the organizational needs or how an organization can meet the gap between organizational needs and human resources. Such a way can help an organization to implement plans in building a talent pipeline for example organizations can implement development programs to increase their overall productivity and efficiency. Concerns for the utilization of People Analytics Organizations should concern about some challenges while using people analytics. 3 ? People analytics indeed useful for employee improvement but it is important to understand what are the essential factors of the business. The organizationshould have a prior plan to optimize its workforce (Nielsen& McCullough, 2018). ? It is important to have a proper collaboration with the HR and IT teams of an organization. Secondly, it is important to distinguish employee data from other data. ? There is some other issue in which organizations should be concerned while using people analytics. such issue includes employee privacy, transparency, etc. An organization having powerful people analytics can acquire talent that aligns with business needs and leads the organization to success. 4 References Fecheyr-Lippens, B., Schaninger, B., & Tanner, K. (2015). Power to the new people analytics.http://dln.jaipuria.ac.in:8080/jspui/bitstream/123456789/2147/1/Power_to_the_new _people_analytics.pdf Leonardi, P., & Contractor, N. (2018). Better people analytics. Harvard Business Review, 96(6), 70-81.https://empowerment.ee/wp-content/uploads/2020/10/Better-People- Analytics-Measure-Who-They-Know-Not-Just-Who-They-Are.pdf Nielsen, C., & McCullough, N. (2018). How People Analytics Can Help You Change Process Culture and Strategy. Harvard Business Review, 17.https://hbr.org/2018/05/how- people-analytics-can-help-you-change-process-culture-and-strategyMore Articles From Human Resource
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