Post by jannatara2896 on Oct 21, 2023 12:48:55 GMT 1
An ideal methodology in companies with a culture open to innovation. An organization aware of the importance of innovating in its processes knows that it must keep an eye on the news that technology offers and, above all, the updates that the market demands. Therefore, it is a mistake to want to do people analysis when the company's culture is resistant to change, after all, the entire concept behind this method involves making transformations to achieve better results. 5 – Excessive rush with the process and results People Analytics does not happen by magic.
You need to be patient to follow all the steps that the process requires. Events must happen in the company's routine to generate the data that feeds the system and produces the expected results, and in some cases it is necessary to compare information weeks or months apart. Jumping from one step to dbtodata.com another ahead of time is useless, however, many companies don't want to wait until the results appear and end up giving up. In the end, People Analytics doesn't work and the organization loses its advantages. Benefits of the method Now that you know how to apply the method and how to avoid the most common mistakes, learn about the main benefits of a People Analytics culture.
Employee retention Keeping employees in your company also means reducing the turnover rate and this is one of the effects of applying people analytics. This is even more noticeable when the analysis focuses on a specific set of employees or sector, identifying the characteristics that lead to retention or departure. Increased productivity People Analytics reveals untapped opportunities in the workforce, such as an employee's unknown talent. If HR reassigns the right person to the roles most appropriate to them, it is clear that this employee will increase their level of production. Additionally, people analytics improves employee engagement by providing insights into how teams are better motivated by measurable factors, allowing the HR department to analyze changes to improve employee engagement.