Since when everyone is obsessed with data in HR?

data in HR

As an employer, we always want our employees to perform the best. But it is definitely our responsibility to create the type of environment where the ability to develop is possible. It’s also our responsibility to keep an eye on what happened and gather insights from the data we have. Let’s dig deeper in people’s analytic techniques.

To be honest, even in 2022, people are still hesitant to use statistical insights from employee data to make talent management decisions. They are afraid to reduce individuals to numbers. At the same time, 70% of companies consider this direction as a priority. Nearly 9% of the company estimates that they have a proper understanding of talent capacity that encourages achievement in their organizations. So how does giants like Dell or Google use people’s analytics to improve low player jobs?

What is People Analytics?

Analytics people can also be called “HR Analytics”, “Analytics Workforce”, or “Talent Analytics.” Basically, it means using people’s data to make better decisions, or take a driven approach to the data to manage employees. The company uses it to track how effective HR, or how it contributes to an organization for years.

data HR

Different devices help us capture data on employees, which makes it easier for humans to analyze it.

High-level executives in many organizations acknowledge that what they call “analytics” they are just basic reporting with a little eternal impact. In the wrong hands, you can prove anything with data. So let’s put it in a good one.

There is a concept called “stairway to impact”. This describes the trajectory of the growth of the analytic team as a ladder with five steps.

In the first step of the stairs is poor data, and in the second step is good data, which is difficult for decision makers to be analyzed. Then in the third step, there is strong data. And now it can be accessed for decision makers. You then moved to an advanced analytics course. This includes the expertise of data-science and statistics. Last but not least, step 5 gives you reliable predictions. At the same time, substantially reduced data-science operations are needed, a large number of very accurate data (“very large data”), and the latest algorithmic technology.

It seems we are far from using people’s analytic to make predictions for the future. So what can we do now? We can focus on people’s interaction with relational analytic help, fast courses.

As a company, we can truly identify and help employees who are able to achieve their goals, both to improve innovation, influence, or efficiency.

Now, the analytic people mostly focus on employee attributes data, which are two types:

  • FEATURES: Facts about unchanged individuals, such as ethnic, gender, and work history.
  • Country: Facts about changing individuals, such as age, level of education, travel distance, and absent days.

This helps us see group characteristics with ethnic makeup, gender diversity and average remuneration. We report these data and can analyze communication between two people from different departments. Relational analyzes are the science of human social networks. The task of the analysis team is to find models in data that correlate for a form of performance and predict the creation or effectiveness of individual employees, teams or organization as a whole.

Let’s talk about the strategy. What are the components of the people’s analysis course?

Ideation pattern

Who is more likely to propose a brilliant idea?

Most companies are trying to determine who is good for ideation by focusing on attributes such as education, experience, personality and native intelligence. This, however, will not give us a complete picture. We must also examine their role / position in a business. Do they communicate with people in several other networks apart from their own? If the answer is yes, they are more likely to generate ideas because they are more likely to have access to new information that will lead to good ideas. In a study, Burt followed senior executives in a large electronic company, as they applied relational analyzes to determine which of the supply chain managers of 600 plus were most likely to develop increased efficiency. Long short story, those who presented it in their networks were significantly more likely to generate good ideas than managers with a strong constraint.

Influence pattern

Which employees will change the behavior of others?

In this scenario, we will have to look for greater global importance.

Employees are more influenced by people in less formal roles. What should the company do to convince the majority of employees to follow the new corporate policy? You could assume that they could find a ballback king of society and pass it the word. However, it would be wrong. An opposite perspective of relational analyzes explains that the greatest influencers are people who have strong connections with others, even if only a few people. This is called the aggregate of importance, and it is calculated by determining how a person’s connections are connected and how connections connections are connected.

Efficiency / Innovation / Silo / Vulnerability Models can also be explained using relational analysis. The use of these tools will only be beneficial if we are diverting our attention from the individual attributes to our relationships with them as a company.

This is additional evidence that gross data without context tell us nothing. If you want to master this skill and propose something like oxygen from Google’s project, which discovered the best technology giant managers’ practices, and then used in coaching sessions to improve the work of low interpreters, visit this People’s Analysis Course. Bill Yost Course, Personalize Analysis Technology on Google, will give you advice on human resources around the urgent needs of our ever-changing world.

Leave a Reply

Your email address will not be published.