People Analytics: what it is and how to apply it in 6 steps {{ currentPage ? currentPage.title : "" }}

Using large-scale data to make decisions in a company is an increasingly common initiative, and through People Analytics we can bring process to the HR sector, innovating by hiring, managing and developing the organization's salespeople and other employees.

Want to understand better? That's the subject of our article!

What is People Analytics?

More than a tool or a practice, People Analytics is a methodology for obtaining, structuring and analyzing data with a focus on the human resources area. It allows for the improvement of both the selection processes and the management of employees, providing insights so that decisions can be taken with greater speed and assertiveness.

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And why is this important?

With the digital transformation we are experiencing, the relationship between companies and professionals has been revolutionized in many ways. It is possible to find collaborators on social networks and freelancer platforms, keep them in a home office scheme, select talent from anywhere in the world, and so on.

This dynamic brought new challenges, as well as new solutions. Management based on a Big Data structure allows you to assess hundreds of candidates in minutes, see which professionals are excelling at work and which ones are having trouble making progress, or draw profiles to form more cohesive and productive teams, for example.

Analytics of this type are already common in other areas, making up the overall business intelligence landscape, and now gaining more and more strength with ongoing innovation in HR departments.

People Analytics in practice

From a broader perspective, integrated with other business sectors, People Analytics makes it possible to recognize the financial impact of training, “predict” future leaders and build an engaging environment for everyone involved in the organization. Something essential especially for the commercial area, which tends to have a high turnover of salespeople

Some people may have reservations about adopting People Analytics, believing that this way they will be investigating (or being investigated) and creating conflicts in the organization.

For this reason, it is worth pointing out that the data obtained are much more linked to behavioral profiles, skills, general productivity, and so on, serving as a strategic tool rather than an instrument of espionage.

These are jobs that people managers already do on a daily basis: identifying who could contribute to new positions or who needs help with their current roles, for example. The People Analytics uses technology to improve this process to capture information or connections that might otherwise go unnoticed.

Why is People Analytics important?

An innovative company uses BI strategies, or business intelligence to have more assertive results in different departments and initiatives.

People Analytics, specifically, makes it possible to create career plans suited to the profile and interests of each employee; gain agility to hire, promote, reposition or dismiss employees; anticipate and minimize internal conflicts; etc.

Other advantages of People Analytics are:

Boost engagement and stability

With professionals working in areas that enhance their skills and deliver positive challenges, their engagement tends to grow, triggering motivation - in addition to ensuring lower turnover and reducing expenses with leaves and new selections.

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Decide strategically

Choices based on data tend to produce the best result for the company, preventing managers from favoring professionals based on their affinities, for example.

Refine the selection and use of talent

Selection processes can attract hundreds or thousands of candidates. As a good data structure it will be faster and easier to approach those that fit the job. In addition, recruited professionals will be able to act where their skills are really used to the full.

How to apply People Analytics in your organization?

Another advantage of People Analytics is its applicability in any management, ranging from large companies with thousands of employees to startups with lean teams.

Despite involving some modern technologies, the application of the method is relatively simple. In fact, you're already using People Analytics when you check hours worked, analyze resumes, or choose someone to be promoted, for example. The role of technology is to improve this process, which can be described in six steps:  strives to be Pakistan's biggest real estate developer ever, guaranteeing the highest international standards, prompt execution, and lifetime customer loyalty. With projects like park view city lahore plots


1. Purpose

It all starts with a goal: decrease turnover, increase engagement, anticipate the productivity of a new salesperson, etc. Having a clear objective is essential, especially for those just starting out, as it prevents the company from getting lost in data without knowing what to use it for.

2. Definition of metrics

Let's say you hope to increase employee engagement. How will this factor be evaluated? You can investigate hours actually worked, number of completed projects, suggestions offered, participation in projects, and so on.

Want to know what performance metrics to monitor with your salespeople? 

3. Collect the data

Your first initiatives may be focused on what is relevant to the stated objective. With time and experience in People Analytics, it is possible to expand the scope and collect more and more data, which will point out new risks or opportunities, helping to define new goals.

4. Analyzes and correlations

The team responsible for using People Analytics must investigate the data, seeking to recognize patterns, identify problems and so on. The analysis must correlate the information and its possible causes: finding out if sales productivity grew after training, for example.

It is important to try to isolate variables to know when they really influenced the result. Analysts must question whether productivity increases are common at this time of year; new employees were hired; the company's leadership has changed...

5. Anticipate scenarios

As data analysis shows certain patterns, we must use them to anticipate what might happen. Looking at what has already happened will not make us predict the future, of course, but it does allow us to know the chances of each possibility occurring, setting priorities for the next steps.

Over time – and the new data it will bring – it will be possible to create increasingly secure models and protect the organization by reducing the number of unforeseen events in its path.

6. Decide new directions

Information is critical, but it doesn't create new results until actions are taken. The data must guide strategic actions that allow evaluating the raised hypotheses, testing new models and, consequently, generating the return that the company seeks when investing in People Analytics.

Is your team ready to use data in managing people?

People Analytics is still a trend in consolidation, and just as we have a lot to discover, we have room to innovate, ensuring that people management is a competitive advantage in the organization!

Source: Property News

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