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People Analytics.pptx

  1. 1. How to Successfully Implement People Analytics
  2. 2. What is people analytics? People analytics is the practice of collecting and applying organizational, people, and talent data to improve critical business outcomes. It enables HR departments to develop data-driven insights to improve performance of an organization.
  3. 3. 03 04 05 06 Benefits of People Analytics 1. Improves Talent Acquisition 2. Improves Retention 3. Real-time Information 4. Enhances Employee Experience 6. Better Productivity 5. Identify Skill Gaps 02 01
  4. 4. A Guide to Implementing People Analytics
  5. 5. A Guide to Implementing People Analytics
  6. 6. Step 1. Choose metrics and KPIs to monitor and predict To kick-start the HR analytics in a company, formulate the questions about the workforce that correlate to business outcomes a company must achieve: What do we need to measure? How are given metrics interconnected with each other? What events or values are necessary to forecast?
  7. 7. Step 2. Define data sources Once you defined indicators to track or forecast, documenting sources from which to pull this data won’t be difficult.
  8. 8. Step 3. Decide on a tool: off-the-shelf or custom So, you defined from which systems to source information as well as metrics and KPIs to measure, and events/or forecast. The next consideration is whether to get an off-the-shelf tool or build your own system.
  9. 9. Visier Visier is one of the most robust people analytics tools on the market. The tool allows organizations to understand everything about their people across the employee life cycle – from the time of onboarding to offboarding.
  10. 10. Three Key Level-based Checks to Choose the Right People Analytics Tools With a vast array of available vendors, options, and subscription plans, choosing the right people analytics tools can often seem like a rather daunting task. Here’s a three-level need-based check to make the right decision.
  11. 11. Level 1: A working HR dashboard To get started with people analytics, use a basic dashboard that allows you to capture, aggregate, and visualize data. Tools like Power BI, Tableau, and Qlik allow ease of use and ease of data access. With a level 1 requirement, your priority should be to keep your people analytics system as simple as possible.
  12. 12. Level 2: An insightful HR dashboard You may have a steady dose of relevant data and need basic insights to analyze better and make stronger decisions. Statistical tools like Excel or SPSS are effective as well, though they may not come with quirky visual aids and social-media style interfaces. Tools like Visier, while taking some time to be set up, come with holistic analytics solutions.
  13. 13. 1. Transforming what HR is and does With people analytics changing how recruitment is conducted, how performance is measured, how compensation is planned or growth is mapped, and how learning and retention can be managed better, people analytics is quickly changing how HR operates.
  14. 14. Full version of these amazing PPT slides can be downloaded at : https://management-training-guru.com/hr- premium-slides/ You can copy the above link and paste into your browser – to get the full version of our slides

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