Globally, people analytics is an immensely popular methodology for employee sentiment and organizational performance analysis. We share the top 3 trends in people analytics for 2019, discussing how companies will approach emerging ideas, challenges, and opportunities.
Over the last decade, companies across the globe have started using workforce data in order to effectively assess, interpret, predict, and improve performance. However, as data volumes rapidly increase and analytics technologies become more powerful, a number of new possibilities arise. For instance, Deloitte’s 2018 Global Human Capital Trends survey revealed that 84% of respondents consider people analytics to be ‘extremely important’, ranking it second in the list of trends to watch out for. This year, we’ll witness a continuation of this people analytics trend with several new approaches and ideas expanding the space.
2019 People Analytics Trend #3: Companies Will Partner with Both Internal and External Analytics Providers.
Across 2019, organizations will increasingly choose to combine the ‘buy’ and ‘build’ models. By intersecting the two, they can foster internal capabilities while bringing in robust domain expertise and a deeper understanding of people analytics applications in different contexts.
By partnering with the right vendor, internal resources can be continually trained to become established and perfectly-equipped data scientists, within the in-house environment.
“They can select a complete solution or a point solution that is a specific solution to a specific problem. A complete solution can grow with you as your organization grows in size and matures in its people analytics adoption, and it can be used to provide value to all stakeholders across the organization,” recommends Khiv Singh, SVP of Global Sales and Marketing for Sapience Analytics.
Further, people analytics will consider several areas from data warehousing and integration to data reporting and predictive analytics. This will lead to a layered and multi-faceted transformation priority list, making technology partnerships absolutely essential.
2019 People Analytics Trend #2: Companies Will Have to Think Beyond Continuous Listening.
Modern organizations constantly push surveys and questionnaires as a tool for gauging employee sentiment as well as engagement/satisfaction levels. However, often these are overlong, generic, and could even be a cause for disinterest among target respondents.
2019 will witness a fresh approach to surveys, powered by contextual analytics and emerging digital tools. Instead of an exhausting continuous listening process, companies will adopt a few select and targeted surveys which are focused on specific objectives (such as low-performance rates) in conjunction with regularized reviews.
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