People analytics, also known as talent analytics or HR analytics, refers to the method of using data and analytics to help managers make decisions about employees. It can help organizations find better applicants, make smarter hiring decisions, and increase employee performance and retention. People analytics provides objective data to inform recruitment, succession planning, retention, and other talent decisions. However, people analytics is not foolproof and has limitations since it is difficult to predict individual human behavior with data and analytics alone. It also risks being dehumanizing if it reduces people to numbers.

2. , 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.

3. With people analytics,
organizations can find better
applicants, make smarter hiring
decisions, and increase employee
performance and retention.
helps
organizations to make
smarter, more strategic and
more informed talent
decisions.

5. Succession planning will not be
just based on instinct, but on
verified data.
This will result in new insights
that will increase organisational
and employee performance and
well-being.
Objective input will provide
guidelines for recruitment and
improve retention

6. Data driven decision making
will prove the value of HR
to the organisation.
All these factors will
eventually contribute to the
improvement of company
culture.

7. BUT DOES IT
REALLY WORK?

8. Unfortunately,
People Analytics
isn’t fool proof. It
comes with several
disadvantages.

9. are
capable of capturing
the correlations and
predictions of a
population but it
isn’t possible to
predict the future
behaviour of an
individual human
being

10. can be dehumanizing reducing
humans to numbers.

11. People Analytics must remember that the
tech and methodologies behind people analytics are still in
their infancy and, therefore, should approach their numbers
with a grain of salt.

13. needs to
take into context that HR based
decisions either based on people
analysis or instinct can make
people uncomfortable, unlike
decisions on marketing or
finance.

14. the
people under you is crucial as employees are
best when evaluated by a person who
supervises them as he knows them.

15. have the guts to deal with the
messiness of HR data and the irrationality of
human behaviour. They need to understand that
there is a human story behind every number..