Applying analytics to your people strategy

updates + insights » Applying analytics to your people strategy

Your people strategy is the driver to delivering on your broader business strategic direction. Utilising insights from employee data can be used to help inform your people related business decisions. But how much are we investing in data for our HR teams and how well do we understand what data we should be collecting?

Every one of your people related decisions can be improved with data – who you are recruiting, how you get them started, what teams you put them in and what projects you have them work on. With a bit of focus and resource you can better utilise data to help you make these decisions.

In terms of what employee data you can collect – think big! There’s the basics including previous roles and education. But you’re also likely running other projects that provide you insights on personality types and behavioural traits as well as performance metrics. Plus, what can you extract from various culture surveys, for example, perceptions on teamwork, leadership capability, and the company strategy.

While this information is generally collected by disparate systems, there is much that could be gained by having a single source of employee data – giving you an understanding of the individual employee, the environment they are working in, who they interact with and how they are performing.

More broadly, if you are looking at adding to your team, you can make more informed decisions by utilising data. It helps with evidence-based decision making around who you should hire, what team should they join and long-term, how they could perform.

There’s also an increasing rise in the use of relational analytics which is all about the science of social networks. The theory being that the relationships employees have, together with their personal attributes, determine their workplace performance.

As above, relational analytics can help inform decision making during the recruitment process. Various methods of testing can help you better understand for example, how do potential candidates interact with others – where do they go to find information and how well do they communicate.

One untapped source for these sorts of insights is existing communication platforms within your business. Think of all of the digital platforms currently used in your business – email, project management systems, intranets etc. Every time someone uses these platforms their interaction is recorded. This information can be used to develop a better view of individuals, teams and organisational networks.  

Yesterday’s approach to people analytics was focussed on who’s leaving and why – it was generally related to retention. But analytics can provide so much more – the future is all about using people analytics to better understand business problems and those in the team that are best to solve them. 

Decipher Group fully understands the importance of the people strategy – we’re assisting organisations to create the right framework for their structure and people resource, to enable them to successfully execute their business strategy. Want to know more?

The Decipher Team      

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