Although people analytics is gaining a solid foothold in many organizations, the impact of their findings is often still lacking.
We have 2 recommendations for organizations looking to ace analytics.
· Measuring Data:
· HR keeps a track of a lot of data, however there are significant areas that require attention, such as ‘leadership’.
This is where HR needs to keep an eye, since this is where CEOs pay most attention.
Other areas to keep a track are training & development, performance management, employee engagement.
Tracking value-adding data related to key problem areas of the organization will create more return.
· Redesigning systems.
· The fact that we collect little data on key topics, is indicative of a lack of strategic integration of our HR systems. We need to have systems in place for those areas that help drive the business. This can be a software-based point-solutions or can be inquired about through regular surveys. If that is the case, they should be managed by a strategic HR survey management unit.