People Analytics needs a solid foundation. This is routed in having strong governance with clear purpose, standards, privacy, ethics and security. Governance is the underpinning element of all analytics. It ensures the right people provide direction for work, that the structure and stewardship for managing data are appropriate and applicable to your organisation and that you are managing the risks associated with people analytics in a clear and proper manner.
Read MoreResearch found that 70% of employees would consider quitting if they discovered that monitoring was performed without their prior knowledge. With the future of work becoming hybrid and the expansion of tools available to collect employee data and conduct analyses, there is a real risk that a lack of transparency and a missing communication strategy do significant and lasting damage to employee trust, engagement, and retention. This blog discusses how to create a practical approach to transparency and communication in people analytics.
Read MoreThe greatest risk for today’s people analytics functions is not technology, a lack of available skills, or budget. It’s the risk of abusing the foundational element of people analytics: employee data. And that risk is growing exponentially, because of the new ways in which we collect and use employee data. Organisations need a governance process for their people data. In this blog, we explore what a governance process is for People Analytics, who should own the governance process and the idea of the people data governance council.
Read MoreFiguring out how to prioritise projects is a crucial step towards successful people analytics. A common concern from people analytics professionals is, how can I possibly manage the concerns of - and bombardment of requests from - multiple business stakeholders? In this blog Caroline Styr outlines the steps you can take to prioritise your People Analytics Projects.
Read MoreFebruary’s collection of articles proves to be one of David’s strongest collections since he began curating articles almost five years ago, which highlights what an exciting juncture this is for data-driven HR. There are two absolute gems from two people analytics teams sharing some of their insights and methodologies that have helped make them successful. This months collection is a must read!
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