The use of data has become constant in several areas, and in Human Resources it will not be left out. The number of companies using People analytics to hire and interact with their employees is increasing.
About 70% of the organizations see the methodology as one of their priorities nowadays,
according to the Harvard Business Review. This happens because there is a growing need to act in a strategic way, with more effective and assertive tools.
The People analytics concept refers to the use of technology to collect, organize and interpret data on current and future employees to make decisions based on this information.
Digitally, the method captures data about actions, interactions, and connections through software. These elements are evaluated and then used, among other things, to recruit talent, develop people and retain the best employees.
With it is possible to observe and create solutions regarding employee satisfaction, engagement, and productivity with much more agility and to the point.
Furthermore, People analytics can identify non-obvious patterns and find hidden causes. For example, by linking performance data and CV information, one can conclude that, for a particular role, employees who have a specific education or age range do better.
Thus, it becomes easier for the company to have clarity about what happens within the corporate environment and act in the best way, which brings improvements not only for the employees' routine, but for the organization.
The information collected may contribute for the HR members to be able to perform a more humanized management, to strengthen the organizational culture and, of course, to reach better individual and collective results, which results in business growth.
Many companies, and this is your case, already have valuable data regarding their teams, but they still don't know how to take advantage of it. Performance evaluations and demographic profiles are examples of information that can be a hidden treasure trove.
Leadership
When applying tools such as performance evaluations and questionnaires, it is possible to identify which characteristics a good leader should have to achieve remarkable results. This is possible after performing quantitative and qualitative analyses of the data collected. It is known that good leadership can increase engagement and boost productivity in teams.
Productivity
Based on the analysis of relationship patterns among employees and within teams, the method can show what really impacts productivity. While the HR team may imagine that it is the remuneration, in fact the reason may be the organizational culture.
This way, it is also possible to know what the employees want to find in their work environment that will contribute to being more productive, once HR can identify and adjust mechanisms that fill the existing gaps.
Engagement
Having detailed data on employees, it becomes possible to identify the main reasons that hinder talent retention, in addition to predicting the profile of employees who tend to leave and why. This way, actions can be taken to improve engagement and performance.
