A robust people analytics system is key to continuous employee engagement.
The human element has always been crucial in the business context. Talk of employees, employers, customers (existing or potential) clients, consultants, partners, mentors, investors, shareholders, or community, the pervasive human element is applicable without an exception. People analytics is a structured business function to manage this aspect.
Research suggests that the HR leaders of tomorrow would understand what technology can do, how to mine contextual insights from technology, and how to apply them to the workplace to achieve organisational goals. According to a Deloitte report 1, 75% of companies agree using people analytics is important, but only 8% express confidence being strong in this area.
The nature of people analytics is changing at a rapid pace—every passing year, the technologies, processes and the systems used are undergoing a paradigm shift.
People analytics is now a not-so-nascent business function. It is fast evolving as a profit centre for organisations that choose to invest in and focus on it. We look at the six trends Know the pulse that indicate how the shift is taking place at the ground level:
This story is from the June 2017 edition of Indian Management.
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This story is from the June 2017 edition of Indian Management.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
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