Through people analytics, organisations can devise insights about employees and undertake analysis of the environments required for employees to work efficiently without compromising on physical or mental well-being. A significant part of HR involves interacting and working with people to hire, train, address grievances, and evaluate performances. Traditionally, subjective behavioural concepts of ‘gut feeling’ or ‘hunch’ played a crucial role in making decisions. It is the human element that makes HR noteworthy and constructive. However, their assessment patterns should not reflect arbitrary biases that are not reliable. Data analysis can positively impact productivity to eliminate bias in recruitment and selection and ensure HR professionals can find a suitable candidate for the job.

In the post pandemic world with increased uncertainty and anxiety among employees’, organisations should cautiously address needs of their employees. The following are some trends that could determine an organisation’s ability to attract and retain employees and how people analytics can play a huge role.

 

OVERALL WELLBEING

Focusing on employee well-being is a priority for HR professionals in today’s dynamic world. The hybrid work and return to office models, has shifted the focus on employees, allowing them to work flexibly and conveniently, and prioritisation of their mental health has become a necessity. HR professionals use people analytics to develop a culture that is healthy, positive, and productive for both employees and employers.

 

DIVERSITY AND INCLUSION

Organisations need to be sensitive and recruit diverse professionals from varied backgrounds. Beyond hiring, measures to make them feel safe and appreciated at their workplace needs to be defined. Regular sensitisation would make people feel welcomed in the organisation, sans any inhibitions, and will enable performance. This change in the work culture will give a voice to those in the periphery and equip HR to maintain a healthy, bias- free work environment.

 

SKILL SETS

With the changing work models mandate employees to stay in command of technical and soft skills. It also calls for a stronger communication and collaboration amongst team members. People analytics as a core skill should be adopted to simplify HR processes, making it easier to understand and execute. Having a strong data led skill gap identification mechanism can help HR drive the agenda to build talent inhouse or buy based on business needs.

 

COMPENSATION

Fair remuneration in organisations has become an integral topic of debates and conferences over the last few years. People analytics can provide performance-related data to help organisations analyse and compare factors like education, skill, and experience to decide on fair pay for all employees. Data insights can also help HR professionals design innovative incentive schemes that can lead to retention and a stronger employer value proposition.

Data is important; however, it is the insights from what we collected that would determine how we are able to drive change. If as partners and advisors to business, we should transform the way we work by making data led decisions than just relying on our ‘gut feeling’ we are already moving in the right direction.