According to Deloitte Insights, while 71 per cent of companies view people analytics as a big-ticket item, implementation has been slow. Despite the enormous focus on people analytics today, there is a good deal of confusion on where HR should be focusing its attention and what they should be doing.
Over the years, the role of HR has evolved from transactional to strategic. Recognising that people are crucial to improving the top and bottom line has led to organisations integrating HR analytics into their business strategy.
More than 70 per cent of companies are investing in people analytics and integrating data to transform their businesses. Whether measuring employee performance, engagement, or turnover, people analytics can retrieve large unstructured datasets to inform key HR decisions. People analytics helps you improve efficiency and productivity while reducing operational costs. HR analytics leaders take advantage of employee data to attract, manage and retain talent, resulting in a higher return on investment (ROI).
Our latest guide outlines how talent teams can operationalise their people data and link practices to business KPIs.
Download the eBook to explore:
People analytics and its effect on performance outcomes;
How to get the right story by combining data from different sources;
How to use HR metrics to perform HR analytic;
Questions to ask before choosing the right analytics solution.