HR people can overcome their analytics barriers when they exercise. Online courses do offer a lot of exercise. However, only when HR people practice with real data, their own organizational data, they can bypass the obstacles.
A crucial part of your challenge in People Analytics is the effort to establish communication between different professionals. The role of the People Analytics leader is considered sometimes as a translator, the enabler of this communication.
People Analytics practices are related to HR practitioners’ mindset. Sometimes a mindset change is a key to a successful path in analytics. People Analytics mentees find it so hard to change, but learning culture and rituals help them overcome.
The growing importance of data-driven HR was well reflected in the conference. this article covers ten key takeaways from the conference’s first day sessions, case studies, and demos. The next blog covers the conference on the 2nd day.
HR data is a mess! Nevertheless, there is so much that HR leaders can do to cope with this challenge, starting today, based on six recommendations included in this article, in a mixture and volume that depend on the phase in the journey to data-driven HR.
How can we find top performers? How can we better engage our highest performing workers? Which qualities do amazing teams have? Which people are most likely to stay, or leave the company? People Analytics is being used to predict future behavior for the sake of the business.