Taniya PanPeople Analytics involves the use of data and analytics techniques to better understand and manage people in organizations. This includes analyzing data related to human resource (HR) metrics such as employee engagement and turnover, as well as other data sources such as customer satisfaction surveys and financial performance indicators. As of late, people analytics has been taking a more prominent position in human resources technology.
As mentioned in McKinsey, 70% of corporate leaders consider people analytics as one of their foremost areas of focus. Organizations are putting emphasis on comprehending the skills that their workforce possesses. The human resource technology developed will cover areas such as analyzing and enhancing the movement of employees within companies, creating online platforms for internal job opportunities, and utilizing coaching and mentoring tools to connect individuals with knowledgeable professionals who can assist them in their personal and professional development. Let’s look into how people analytics is transforming the future of the workforce.
Importance of People Analytics in HR
People analytics plays a vital role in HR and it is directly connected to driving enterprise value. With people analytics you will uncover so many factors and make data-driven decisions rather than relying on anecdotal evidence or intuition, HR can use data to identify patterns and trends, and make evidence-based decisions that are more likely to lead to positive outcomes.
People Analytics typically involves using data mining and statistical analysis techniques, as well as machine learning and artificial intelligence tools, to analyze large and complex data sets. It can also involve the use of visualization tools and dashboards to present insights and data in a user-friendly format.
As per Zippia, over the coming years, adoption of predictive analysis is anticipated to be a priority for 60% of HR departments, while 53% are expected to focus on process automation and 47% on artificial intelligence. People Analytics helps HR professionals identify inefficiencies in their processes and workflows, and make data-driven recommendations for improving them. This can lead to cost savings and increased productivity.
Emerging technologies and trends in People Analytics
Artificial intelligence, machine learning, natural language processing, etc are some of the buzzwords that are emerging in people analytics which are being used to automate. Other trends include the use of mobile apps and wearables to collect real-time data, and the adoption of agile methodologies to enable HR teams to be more responsive and flexible in their approach.
Artificial Intelligence (AI)
The role of artificial intelligence is to automate and improve the accuracy of data collection, analysis, and decision-making. One example of how AI can be used is by analyzing vast amounts of data to identify hidden patterns and correlations that may not be easily noticeable to human analysts. According to Zippia, at present, only 6% of companies make significant use of AI in recruitment, while 24% of companies intend to employ AI to a high degree in their recruitment processes by 2023. AI-driven chatbots can offer customized help and support to employees by answering their queries related to HR or providing them with performance evaluations.
Machine Learning (ML)
Machine learning is a subset of AI focusing on developing algorithms and models that enable machines to learn and improve from data. ML models are used in people analytics to predict which employees are likely to leave the organization, which candidates are most likely to succeed in a particular role, or which training programs are most effective at improving employee performance.
By using machine learning in human resources, you can optimize your retention strategies by identifying the areas where they are most needed. Specifically, attrition models can help you identify which employees are most likely to leave, determine the reasons behind their potential departure, and suggest ways to prevent it. With this information, you can focus your retention efforts on the employees who need it the most, addressing their concerns and needs to improve their engagement and commitment to the organization.
Predictive Analytics
When it comes to people analytics, predictive analytics can be particularly valuable because it allows organizations to identify patterns and trends in employee experience and to use that information to make more informed decisions about hiring, training, retention, and more.
The future of people analytics is likely to be increasingly focused on predictive analytics. As organizations continue to collect more data about their employees and their operations, they will need more sophisticated tools to help them make sense of that data and use it to drive business outcomes.
For example, predictive people analytics can be used to identify high-performing employees by analyzing data on employee performance, as well as factors such as tenure, education, and experience, organizations can identify which employees are likely to be high performers in the future.
Cloud Computing
In People Analytics, cloud computing is being used to store and process large and complex datasets, and to provide access to analytics tools and applications from anywhere with an internet connection. Cloud-based HR software solutions are also being used to manage various HR functions, such as recruitment, onboarding, performance management, and benefits administration, which can help organizations streamline their HR processes and improve the employee experience. However, it is important for organizations to ensure that they have appropriate data security and privacy measures in place when using cloud computing services, and to comply with relevant regulations and standards.
Natural Language Processing (NLP)
Natural Language Processing (NLP) is currently being utilized for the purpose of analyzing data that is unstructured in nature, like employee feedback, social media posts, and survey responses, in order to gain a deeper understanding of employee engagement and sentiment. NLP algorithms can be used to identify patterns and themes in large volumes of text data, and to extract meaningful insights that can help organizations improve their HR strategies and practices. For example, NLP can be used to identify common themes in employee feedback, such as concerns about workload or communication issues, and to develop targeted interventions to address these issues.
NLP can be utilized to analyze job descriptions and resumes to identify the most sought-after skills and experience for a particular position. Nonetheless, it should be noted that NLP is not always entirely precise and there is a possibility that it may reinforce or intensify pre-existing biases in the data.
Trends in HR Data Analysis
HR has evolved from being a traditionally administrative function to a more strategic one. The use of data analytics has revolutionized HR, so staying abreast of the latest trends in HR data analytics is critical for HR professionals and business leaders looking to stay competitive and drive growth in their organizations.
Focus on Employee Experience
Employee experience encompasses everything an employee learns, contributes, sees, and deems from the moment they apply for the job until their exit from the company.
In HR data analysis, there is a growing emphasis on measuring and improving the employee experience, using a range of data sources and analysis techniques to understand the employee lifecycle.
One approach to measuring the employee experience is to conduct employee surveys and analyze the results. These surveys can cover a range of topics, such as job satisfaction, work-life balance, career development opportunities, and manager effectiveness. The results can be analyzed to identify areas of strength and areas for improvement and to develop targeted interventions to address any issues.
Organizations are also using employee journey mapping to understand the employee experience from the employee’s perspective. This involves mapping out the various touchpoints that an employee has with the organization, from onboarding to offboarding, and analyzing each touchpoint to identify areas of strength and areas for improvement.
Integration of People Analytics with HR Systems
Human resource systems like HRIS and TMS can offer a vast range of employee data, including demographic details, employment history, and training and development records. Organizations can leverage People Analytics tools, such as predictive analytics models and machine learning algorithms, to integrate this data and gain insights into trends and patterns that may not be visible through a single data source.
Increased Demand for Data Literacy in HR
Data is particularly important in business, where it can be used to improve operations, optimize processes, and enhance customer experiences. And for those who understand data, their skills are high in demand. In order to effectively use people analytics, professionals need to be able to understand data and interpret the insights that it provides. They need to be able to identify trends, patterns, and outliers in the data, and use that information to develop targeted interventions and HR strategies.
Data literacy also involves understanding the limitations of data and being able to critically evaluate the quality and accuracy of data sources. HR professionals need to be able to identify potential biases in data sources and to account for these biases in their analysis and decision-making.
Greater Emphasis on Ethics and Privacy in People Analytics
As organizations continue to leverage data to improve their HR strategies, there is a growing emphasis on the ethical and privacy implications of using employee data.
Ethics in people analytics involves using data in a responsible and fair manner. This includes ensuring that data is collected and used in accordance with applicable laws and regulations and that it is not used to discriminate against employees or job applicants. Additionally, organizations must ensure that data is accurate, secure, and used only for the intended purposes.
Privacy becomes a major concern when it comes to data-driven HR and it involves protecting the personal information of employees and job applicants. Organizations must ensure that data is collected and used with the consent of individuals and that it is not shared with unauthorized parties. Furthermore, organizations must ensure that employees have access to their own personal data and the ability to correct any inaccuracies.
Use of People Analytics to Address Diversity, Equity, and Inclusion (DEI) Issues
DEI( Diversity, equity, and inclusion) is an important focus for organizations, as it has been shown to have a positive impact on employee engagement, retention, and overall organizational performance.
People Analytics helps organizations identify and address DEI issues by providing insights into the composition of the workforce, as well as the experiences and perceptions of employees. For example, by analyzing data on employee demographics, organizations can identify areas where there may be an underrepresentation of certain groups, and develop targeted interventions to address these disparities.
Data analytics in HR and TA (Talent Acquisition) identifies potential biases in the hiring and promotion processes and to develop strategies to mitigate these biases. For example, by analyzing data on hiring and promotion decisions, organizations can identify patterns of bias and take steps to address them, such as implementing blind resume screening or increasing diversity in candidate pools.
To effectively use People Analytics to address DEI issues, organizations need to ensure that they are collecting and analyzing data in a responsible and transparent manner and that they are taking steps to protect employee privacy and confidentiality.
The Future of People Analytics
People analytics presents an exciting future that could transform how companies handle and enhance their workforce. The utilization of machine learning and artificial intelligence is increasing, and as a result, HR data can be analyzed at an unprecedented scale and speed, enabling organizations to make more accurate and faster decisions. This trend is likely to continue, with more advanced algorithms and techniques emerging that will allow for even deeper insights into employees. In addition, there is a growing emphasis on organizations to create a more positive and engaging work environment. Companies like Deloitte, Cisco, Google, etc. are actively implementing people analytics to improve their HR functions and gain a competitive edge in the market by making data-driven decisions about their workforce.
For example: Deloitte employs analytics to power its own Insights-to-Action initiatives, including its efforts to improve diversity, equity, and inclusion (DEI) within the company. Deloitte utilizes data analytics to support its workforce goals, and one example of this is the ongoing effort to strengthen DEI within the organization.
Google has a data-driven approach to its HR system, utilizing “people analytics” which combines both quantitative and qualitative data analysis, including human feedback and hard numbers. Google considers people analytics as a cornerstone that guides their HR strategies to attract, develop and retain their employees.
Cisco: When cisco decided to open a new regional office, the company utilized people analytics to identify the most suitable building and location. The aim was to prevent inefficient utilization of space, foster a favorable workplace culture, and attract appropriate talent to the organization.
The role of technology in advancing people analytics
As we see the growth of cloud computing, big data analytics, machine learning, and artificial intelligence, HR departments can now collect and process vast amounts of data on employee behavior, output, and engagement. Latest HR technology has enabled HR teams to move beyond traditional reporting and analysis. For example, machine learning algorithms can be used to identify patterns in employee data that may indicate areas for improvement, while natural language processing can be used to analyze employee feedback and sentiment. Additionally, cloud-based HR systems have made it easier for organizations to store, manage and analyze their data, while also enabling greater collaboration and transparency across departments.
The potential for predictive people analytics to revolutionize HR decision-making
With predictive analytics, HR teams can use historical data to identify patterns and predict future outcomes, such as which employees are likely to leave the organization or which areas of the business are likely to experience a skills gap. By having this information in advance, HR teams can proactively develop retention strategies and training programs to address these issues before they become a problem. Predictive analytics can assist in predicting the workforce’s needs and help organizations prepare for future staffing requirements, allowing them to make well-informed decisions concerning recruitment, training, and development. This technology can also help HR teams to identify areas where productivity can be improved, such as by analyzing the impact of workplace policies and initiatives on employee performance.
The integration of people analytics with other HR functions
By integrating HR analytics with talent management, organizations can use data to identify high-potential employees, create development plans, and align individual goals with overall business objectives.
Performance evaluation can also be enhanced with people analytics, with data-driven insights helping to create more objective assessments of employee performance, identify skill gaps and provide targeted feedback.
Furthermore, HR teams can use data to pinpoint the most effective recruitment channels, analyze candidate behavior and preferences, and identify the key factors that contribute to successful hires.
The impact of emerging technologies on the workforce and the HR function
The HR function is being impacted in various ways due to the transformation of work through new HR management technologies such as artificial intelligence, automation, and machine learning. For instance, with the increasing use of automation and artificial intelligence, there is a growing need for new skills such as data analysis, machine learning, and programming. This means that the HR function must focus on upskilling and reskilling employees to remain relevant in the digital age. In addition, emerging technologies are also enabling HR teams to collect, analyze and interpret data in new ways, leading to the rise of people analytics and evidence-based decision-making. This has the potential to revolutionize traditional HR functions such as recruitment, management, and talent development.
Companies have been placing more emphasis on enhancing their strategies for people analytics in recent times. This is driven by a variety of factors, including the need to understand and address challenges related to a more distributed workforce, improve retention rates, and better plan for future workforce needs. By investing in people analytics solutions and technologies, companies aim to directly impact key cost and revenue drivers, enhance decision-making processes, and gain a competitive edge in the market.
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Harsha Satyakam
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