The document discusses trends in people analytics, emphasizing the shift from static to real-time and continuous measurement, with a focus on employee experience and productivity. It highlights the need for more transparency, collaboration, and personalized support in workforce analytics while learning from marketing strategies. Key trends include a move towards network analysis, reducing biases, and enhancing employee participation in data ownership.

1. Trends in People Analytics

2. Trends in People Analytics
Tom Haak
6 May 2020
My Background

3. 0. Some examples

4. 1. Risk management
in a bank

5. 2. Police
Real time feedback

6. 3. 112:
Saving lives

7. 4. Microlearning in
a hospital

8. 5

9. 6. Corona CopingTool
stayhealthystayengaged.com

10. 12 trends

11. 1. from slow to fast
from one-time to real-time

12. From one-time to continuous measurement

13. employee surveys
real time
pulse
classic
moments
that matter

19. Enterprise Behavioral Matching

20. 2. from people analytics
to workforce analytics

23. What is the scope?
Alumni
Start-ups Self employed
Talent Sharing
To be bought
divested

24. 3. more
transparency gdpr

26. 26

27. employee focus
or
organisation focus?

31. 4. focus on productivity

33. 5. focus on employee experience
personalisation
what is in it for me??

35. 35
The Employee Experience (or Journey)/ EX

36. employee surveys
real time
pulse
classic
moments
that matter

38. 6. HR can learn a lot from marketing

39. 7. biased to
unbiased
we hope…..

43. 43

46. 8. from individuals to teams to networks

48. Network
Analysis

51. 9. cracks in the top down approach

52. 10. ignoring the
learning curve

56. 11. give us back our time!
managers/ employees are fed up
with all the staff initiatives

57. 12. too expectations
the psychology of workforce analytics
high

58. Does the ultimate solution exist?

60. algorithm aversion

61. What I would hope for
• more employee focus
• more focus on performance consulting
• data ownership: employees
• shared data analysis capabilities (marketing / hr)
• more use of scientific knowledge

62. Some resources

65. - Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard:The Future of HR
- Pinterest:The Future of HR
65
- Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
45

66. www.bestofhr.in
Email : bestofhrforum@gmail.com
Mob : 8089683263
Thank you All !!