This summer we launched our latest research exploring people analytics and people data; People analytics: driving business performance with people data which we developed in association with Workday. The survey looked in detail at global perspectives on people analytics practice and explored if & how people professionals are building their analytics capabilities. Using the data we have been able to explore whether the use of people analytics differs by geography and in this blog we will be looking at key findings from our summary of the US data.
What does people analytics practice look like in the US?
We know that access to data is an important factor for conducting analytics: without data analytics cannot be conducted.
Interestingly our data showed that US respondents have the lowest access to data across the regions we studied (Middle East and North Africa, US, South East Asia and UK) included in this study, with 41% having access to people data compared with 50% of MENA professionals, 54% of SE Asia professionals and 57% of UK professionals.
We also found that US professionals (HR, finance, other professional groups) use people data less frequently than some regions in the study, with 20% reporting they use this daily compared with 34% of MENA professionals and 24% of SE Asia professionals. However, they report using data slightly more frequently than UK professionals, where 17% report using this daily.
We also tested whether or not different people analytics cultures existed in teams in the regions we researched. We developed the analytics culture concept and defined it as key behaviours that managers express when using data effectively: people data is actively sought out, people data features part of decision making, and the value of people data is communicated by managers.
We found that US and UK respondents report similar people analytics cultures, with 35% of UK respondents reporting their organisations have a strong analytics culture compared with 34% of US respondents. However, both SE Asia and MENA respondents are far more likely to indicate they operated in a strong analytics culture (54% and 52% respectively).
Figure 1: US people analytics culture
What does confidence and capability look like in the US?
Our data shows that US respondents report the lowest use of analysis across regions, with 35% using basic data analytic techniques compared with 38% of UK respondents. There were similar confidence levels across regions, suggesting US HR professionals may be encouraged to use people data more frequently. However, given that the US sample is relatively small, our findings are more indicative and should prompt further investigation.
Figure 2: US Confidence conducting analytics (%)
What can HR professionals do to improve the impact people data has on their business?
There are various areas of professional expertise that we believe HR professionals in the US can look to develop themselves in. Our key recommendations for HR practice are:
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