| People analytics is the application of math, statistics and predictive modeling to worker-related data in order to discover patterns that will help an organization meet its business goals. The term people analytics is applied to all aspects of acquiring and managing employees and has largely come to replace its predecessor terms, HR analytics and talent analytics. When discussing people analytics, it is important to note the difference between the discipline of analytics and the compilation of metrics. Metrics typically describe basic information, like how many candidates applied, how many employees left the company and other descriptive measures, while analytics looks at answering questions such as what educational background best helps indicate future high performers or why top performers are leaving. People analytics can help organizations understand which candidates to hire, which employees are highly engaged and doing well, who's receiving adequate compensation and how employee retention can be improved. Ideally, analytics helps improve upon human resource managers' instinct and gut feeling; for example, showing that, in some cases, a community college certificate makes for a better employee than a four-year degree. A groundswell of interest in people analytics has led to its use in new areas of business, including creating new opportunities for revenue. The data required to conduct analytics effectively is still a major concern, however, primarily because HR data continues to be siloed. In addition, the cultural challenge of helping HR staff and other business users understand how data can be applied to people-centered decisions remains an ongoing challenge. Increasingly, companies are looking to vendors to help with building analytics models. As just one example, some ERP vendors are including people analytics dashboards that help senior executives understand employee costs and attrition rates for specific segments of the business. | 
Posts
No comments:
Post a Comment