How HR Organizations Can Get Started with People Analytics

• By: Posted by HR Alliance Staff
• On: 10/15/2024 12:42:32
• In: People Analytics
• Comments: 0

In the evolving Human Resources (HR) landscape, People Analytics is becoming increasingly essential for organizations aiming to enhance their workforce management.

This blog explores how HR teams can effectively implement People Analytics, drawing insights from a recent discussion between Keri Boley, Vice President of Talent Management at Peraton, and Dr. Fiona Jamison from Spring International.

1. The Growing Importance of People Analytics
The demand for People Analytics in HR is on the rise, with projections indicating a growth of nearly 13% in the coming years. Organizations are focusing on areas such as payroll, compensation, talent analytics, and employee engagement to understand workforce dynamics better and improve overall performance.

2. Getting Started with Data
To embark on a People Analytics journey, organizations should first identify what data they currently possess and its quality. This involves understanding who owns the data and where it resides within the organization. Starting small with engagement data can be an effective initial step.

3. Case Studies Highlighting Success
Two compelling case studies illustrate the power of People Analytics:

• Retail Leadership Training: A retail company analyzed the impact of leadership training on employee engagement and store performance. The results showed that trained leaders led to higher customer satisfaction and reduced turnover, providing a clear ROI for continued investment in leadership development.
• Nurse Turnover Prediction: A healthcare organization utilized three years of engagement survey data to predict nurse turnover. By identifying key factors such as shift notifications and manager recognition, they implemented targeted interventions that successfully reduced turnover rates.

4. Building Analytical Capabilities
Organizations need to assess their internal capabilities for People Analytics. This includes identifying staff members who are interested in data analysis and providing them with training opportunities. A small team comprising a data analyst, an HR representative, and a data scientist can effectively drive analytics initiatives.

5. Continuous Engagement through Stay Interviews
Stay interviews are a proactive approach to understanding employee satisfaction and retention. By engaging employees in discussions about their experiences and aspirations, organizations can identify areas for improvement and reduce turnover before it happens.

In conclusion, implementing People Analytics is not just about collecting data; it's about transforming that data into actionable insights that drive organizational success. By starting small, leveraging case studies for guidance, building internal capabilities, and fostering continuous engagement through stay interviews, HR teams can create a robust People Analytics framework that enhances employee satisfaction and business outcomes. Future discussions will delve into how to visualize this data effectively to tell compelling stories that influence organizational behavior.

The interview, which provided many of the insights for this blog, can be watched by clicking here