people analytics for hr

The 2020 Global Talent Trends report had emphasized analytical proficiency as a core-competency in today’s data-driven environment. Echoing this sentiment, are the more than 70% of LinkedIn’s professional respondents who “believe people analytics to be a major priority within their organization.”
 
I had mentioned in my previous posts that ‘this’ pandemic decidedly brought HR to the forefront, and it continues proving itself as a reliable business partner. With this come the expectations of informed talent decision-making. Not just gut feel or intuition, but data driven people decisions.
 
HCI’s people’s analytics model emphasizes the need to connect people analytics to organizational results. For example, we can form a hypothesis on attrition and assume it is high priority. However, with the right data sets on the actual numbers quitting, their reasons to do so, their expectations, location, their next steps, and so on, we are presented with a clear picture of completeness. By drawing insights from the findings, we are better placed to develop actionable, evidence-based recommendations, utilizing data visualization and story-telling.
 
I facilitate this invaluable 2-day People Analytics for HR Certification Program, as either an in-house or public program. The participant pack includes a practical toolkit and manual, in addition to various case studies and reference materials.
Sharma Kumari

Sharma Kumari

Step by Stepz Founder, over 25 years industry and international experience, with core expertise in HR-Talent Management and L&D. Led and managed wide-range of assignments, including speaking / training engagements in more than 15 countries.

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