When one thinks of technology and data, information leakage on the web soon comes to mind.
However, the use of data can also benefit areas that are not directly linked to technology. This is the case in Human Resources, which already use data in an evaluation strategy known as People Analytics (people analysis).
If you still don't know this strategy and its advantages in HR management, then see how to use People Analytics in the management of personal data and that of the company's teams.
What is People Analytics?
People Analytics is a strategy that uses the collection and use of data about employees as its main approach. For this, the company uses software that crosses this data based on information from several different sources.
In this way, the HR manager can use this compilation of data to optimize HR management and employee data. At the same time, strategy allows managers to make better decisions about teams and employees.
The main objective of People Analytics is to make decisions in HR stop being intuitive and start being based on collected data. This provides more assertiveness to the sector and improves the effectiveness of decisions, reducing the possibility of errors.
According to a survey on LinkedIn, the number of HR professionals who specialize in data analysis has grown by 242% in five years. That is, companies began to demand this type of skill and, as a result, professionals began to specialize.
In this sense, data analysis allows quantifying and evaluating factors that are generally subjective, such as:
- productivity;
- engagement;
- employee satisfaction;
- role performance.
How it works?
Generally speaking, People Analytics involves a complete end-to-end process of collecting, cataloging and evaluating data. First of all, the company needs to know what questions and factors it wants to evaluate.
The first step is to collect the data that HR intends to use in the analysis process. This collection usually takes place among employees through surveys on social networks or specific surveys, carried out online or in person.
Then, with the data in hand, the calculation begins. At this stage, the company will be able to use the collected data to answer the questions asked at the beginning of the process. But it is also possible to calculate other factors, especially if the company obtains a large amount of data.
Then comes analytics, which is the People Analytics process itself. In this process, the team gathers research and calculation results to make decisions more clearly, with the aim of benefiting the company and its relationship with employees.
What is it for?
Based on the above processes, people analytics allows the company to create targeted strategies for each discovery. In this sense, it can create specific actions to increase engagement, improve the work environment, among others.
The difference is that each of these actions will be based on data, not the managers' intuition. Therefore, the result of each strategy tends to be more assertive and cause more direct benefits.
In addition, People Analytics also manages to help the company not only hire new talent, but also retain it. For example, through data on employee turnover, the company is able to better assess strategies to reduce turnover and manage to filter its talents.
Therefore, having the data in hand and knowing how to interpret it can improve efficiency and bring excellent returns to your company. And People Analytics is the most suitable tool for this.