Advice to people tech leaders for boosting their people analytics capabilities?

Arming business and people leaders at quarterly business planning sessions with insights on their most critical capital makes people and business sense! This is brought to life by the confluence of people technology and people analytics capabilities.   Shaping universal employee datasets by integrating listening data across the employee lifecycle and connecting data pipes from the system of record and best of breed applications helps ensure execution of people programs is guided by company’s values, culture & importantly the voice of its people.  It starts with aggregating quantitative and qualitative datasets across the touch points - including candidate surveys, onboarding surveys, 90 day surveys, engagement surveys, pulse surveys, learning surveys, exit interviews. At a process level that means the survey questions are seeking insights on experience at each step of the journey, the survey dissemination and response collection are consistent and program owners are empowered to optimize experience based on real time survey insights. At a system level, teams must leverage a single best of breed survey tool, analytics platform and visualization tool. At the data level it means adherence to privacy, compliance, consistent data definitions, connection of system of record data with learning, performance, and even cross functional datasets.  And finally to make it actionable, at an insights level, it means analysis focusing on the most important business issues, examples include distribution of talent globally or driving greater sales productivity. This is enabled by reviewing internal trends, comparison with industry benchmarks to identify outliers and opportunities and arming business and people leaders with self serve dashboards and insights to guide execution.

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Arming business and people leaders at quarterly business planning sessions with insights on their most critical capital makes people and business sense! This is brought to life by the confluence of people technology and people analytics capabilities.   Shaping universal employee datasets by integrating listening data across the employee lifecycle and connecting data pipes from the system of record and best of breed applications helps ensure execution of people programs is guided by company’s values, culture & importantly the voice of its people.  It starts with aggregating quantitative and qualitative datasets across the touch points - including candidate surveys, onboarding surveys, 90 day surveys, engagement surveys, pulse surveys, learning surveys, exit interviews. At a process level that means the survey questions are seeking insights on experience at each step of the journey, the survey dissemination and response collection are consistent and program owners are empowered to optimize experience based on real time survey insights. At a system level, teams must leverage a single best of breed survey tool, analytics platform and visualization tool. At the data level it means adherence to privacy, compliance, consistent data definitions, connection of system of record data with learning, performance, and even cross functional datasets.  And finally to make it actionable, at an insights level, it means analysis focusing on the most important business issues, examples include distribution of talent globally or driving greater sales productivity. This is enabled by reviewing internal trends, comparison with industry benchmarks to identify outliers and opportunities and arming business and people leaders with self serve dashboards and insights to guide execution.
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