Many have heard the terms Google Analytics, Facebook Analytics or even YouTube Analytics, so when reading the title of this text, they may think that we are talking about software for managing people, however, that is not the case. But after all, what is People Analytics?
First of all, we must think about companies. What is a company's greatest asset? Your employees. When the team is motivated, engaged and applied, great results can come from each of the company's sectors, making it necessary for employees to be, if not the main thing, part of the company's biggest concerns.
That's what People Analytics is, the name of a methodology that can be applied by the HR sector of companies to create a satisfactory, efficient and happy work atmosphere.
In this article we will address a series of points: what is People Analytics, what are its levels, how it is applied in Brazil, what are the advantages of applying it in your company and what are its applications for corporate training.
Follow us and come learn more about this trend!
What is People Analytics?
In Portuguese, this term means people analysis, that is, it is a way for the company's human resources sector to aggregate information about all people from the most diverse departments, organize this and identify patterns or needs. This method takes human resources management to a level of excellence, working directly with the company's talents.
Normally this aggregation and organization is done by software, where it is possible to draw conclusions about productivity, efficiency, how happy they are to be working there and even their engagement with the company's purposes.
In short, it is a multidimensional way of analyzing all factors regarding employees. Data is collected individually, through observation and even on employees' social networks.
This way it is possible to draw conclusions such as:
- What brings motivation?
- Conflict situations;
- Reasons for low productivity.
Analytics levels and what information do they bring?
The Gartner consultancy proposed dividing People Analytics into four levels, let's look at them:
1 - Descriptive Analytics
Or descriptive analysis, is the level at which information allows us to look at what happened in the past, in a defined period of time. This level is already used as a tool by the Business Intelligence sectors of companies.
2 - Diagnostic Analytics
Or diagnostic analysis, allows you to analyze the reasons behind a problem, using statistical techniques and advanced information analysis.
3 - predictive analytics
Predictive analysis uses the two previous levels, that is, what happened in the past and the reasons behind a problem to project future scenarios, in the same way, using advanced statistical and econometric techniques.
4 - Prescriptive Analytics
Prescriptive analysis is the most advanced level of all, where it is possible to identify solutions to problems, minimizing risk and any adverse situation.
In practice, People Analytics can be used for much more than finding an ideal candidate for a vacancy, making it possible to monitor the organizational climate, define raises and promotions and even cross-reference employee information to define who is most likely to be invited to career development, with online sales training, or training of trade marketing professionals, for example.
People Analytics in Brazil
In Brazil, this technique has already been implemented, with approximately 75% of human resources managers recognizing its importance in 2016 and almost 90% in 2018, showing considerable growth in the period. Despite this, we are still moving at a slow pace, with only a tenth of companies using the strategy in a mature way, and less than a fifth using it to make decisions.
This demonstrates that, in addition to the use of People Analytics applied to corporate training, the opposite is also true, companies need to apply business education so that their employees learn about People Analytics. The trend for the coming years is for Brazil to regain space in this gap and match the numbers in the rest of the world, using PA more and more in the company's day-to-day operations.
Why adopt People Analytics in your company?
The benefits of adopting People Analytics in your company are diverse, including bringing more efficiency and excellence to the company's Human Resources sector, better understanding your employees, motivations and reasons for high or low productivity, creating metrics to attract top professionals , with training, development, career planning, among many others.
Companies like Google, YouTube and Facebook have been using this technique for years, and because of this, they are now considered references when it comes to employee satisfaction.
The old HR analysis method, with one or two people making decisions based on personal judgment will not take your company forward. Improving the processes and tools being used is the key to embarking on the new century.
The technological analysis process in corporate training
When we talk about People Analytics and corporate training, we are talking about an enormous gain in efficiency. We have already given an example previously, identifying and outlining leadership profiles to be worked on, but there are other benefits:
- Hiring - When using PA, your hiring process will bring someone more qualified to your company, reducing training costs for simpler tasks;
- Team analysis – By analyzing the entire team of employees, it is possible to identify the knowledge bottlenecks in each sector, or even locate individually those who need training. This way, training becomes more efficient and the company saves money;
- Retention – The PA can help you find professionals within your company who are not satisfied and need improvement. This can come through promotions, but also through courses and training (proven to be one of the factors that most retains talent);
- Predictive Analytics – As we mentioned previously, when predicting future scenarios, it is possible to take the lead and offer training that avoids these situations.
In this article we learn What is People Analytics and its levels, the importance of using it and how they impact corporate training. We also saw the development of its use in Brazil, which is a trend for the coming years.
And you? Staying out of this? Get in Contact with Take5 and learn how to start applying this methodology in your company.
