People analytics uses large data sets and statistics to help managers make decisions about employees. However, it has limitations because it cannot account for all factors that influence human behavior and performance. A good manager understands an employee's unique circumstances and needs in order to motivate them. Performance evaluations should consider more than just targets and also include other qualities like cooperation, knowledge, and attendance.
1. What People
Analytics Can’t
Capture by
‘Daniel
Goleman’
“A manager is not a person who can do the work better than his men; he is a
person who can get his men to do the work better than he can. ”
Frederick W. Smith
3. People analytics, also known as talent analytics or HR analytics, refers to the
method of analytics that can help managers and executives make decisions
about their employees or workforce. People analytics applies statistics,
technology and expertise to large sets of talent data, which results in making
better management and business decisions for an organization.
What is People Analytics
4. There’s a saying in the
sciences, “Statistics
means never having to
say you are certain.”
Some algorithms can
make unhelpful
assumptions, only cure
is to ask more and more
questions.
5.
6. Key Insight 2:
While evaluating the performance of an
employee, a manager must keep a count of
every possible thing that affects an
employee’s performance, including the
circumstances in which the performance was
delivered. Achieving targets are important but
that is not the only measure of contribution of
an employee in a firm.
8. A good
manager
spends time
with his
coworkers to
understand
their needs
and motivates
them to
perform
better
because data
can’t predict
human
behavior.
9. A bad manager
focus too much on
employee’s
performance
number and ignore
other needs of the
employee.
