Deloitte University Press’ Global Human Capital Trends 2017 report revealed that people analytics is undergoing a transition. The field of people analytics has moved from answering basic questions about recruitment, engagement, and retention to giving organizations much more complex insight into management issues. Now that CEOs want to use data to understand every part of a business operation, and embed analytics into real-time apps and the way we work, people analytics has moved from the purview of HR to the purview of the c-suite.
In the report, Deloitte suggested that we can no longer view people analytics through the same lens and that an understanding of the “old rules versus the new rules” will help maximize the use of data to enhance organizational performance.
- Old Rule: People analytics is viewed as an HR team focused on advanced analytics within HR
- New Rule: People analytics is viewed as a business analytics team that works across the business to drive business results
- Old Rule: Analytics focuses on HR topics such as retention, engagement, learning, and recruitment metrics
- New Rule: Analytics focuses on business problems such as sales retention, fraud, accident patterns, and other operational needs
- Old Rule: The organization makes a business case for better data integration, quality, and tools
- New Rule: The organization has already committed to accurate and integrated data, and has tools and processes to ensure quality and ease of analysis
- Old Rule: The people analytics team has a strong understanding of HR data
- New Rule: The people analytics team understands HR data, relationships with all the other analytics groups in the company
For the rest of the rules, check out the full piece on the SilkRoad blog.
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