Category: People Analytics

This new article shares ideas on how Organization Network Analysis (ONA) can help leaders understand aspects of organizational performance and productivity and use the resulting insights to inform workplace strategies. ONA uses network science to visualize and analyze organizational communication flows, uncovering hidden patterns of collaboration, decision-making, and influence that traditional organizational charts don’t depict. While quantifiable …

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As the nature of work and the workplace continues to undergo unprecedented change, leaders face the challenge of evaluating and making numerous decisions that impact their workforce. These decisions encompass a wide range of topics, such as establishing guidelines and policies for remote work and determining the role of AI in the workplace. However, as …

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Many organizations are building their people analytics capability to facilitate data-driven decision-making regarding talent and the workforce. To gain deeper insights into the potential of people analytics in organizations and the challenges they encounter along the way, SHRM Research conducted a survey of 2,149 HR professionals and 182 HR executives from organizations using people analytics. One theme from …

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Many organizations continue to advance their people analytics capability to help guide the development and refinement of their talent strategy. With this as the backdrop, I have compiled 17 people analytics questions that I recently shared on Twitter. The PDF includes the 17 questions organized by six categories. The categories and sample questions include: 1) Recruiting (e.g., What …

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This new 70-page report provides an in-depth view of how the data an organization collects about its workforce can help generate shared value for individual workers, teams and groups, the organization, and society. For each of the four segments, the report provides multiple use cases of workforce data collected, their purpose, and their impact. For …

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This article provides insights into which corporate functions—including HR — are using analytics to make better decisions. It also addresses which factors increase the chances of successfully introducing advanced analytics in corporate functions. As shown in exhibit 2, HR is bringing analytics to bear on issues such as workforce planning, candidate screening, and talent attraction. As HR …

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Employee monitoring and analytics have gained much attention since the pandemic’s start. Employee monitoring is a growing practice in which companies use digital tools to track work, employee performance, assess behavior, and collect proof of hours worked (and even employee ID badge swipes), to name a few. But as noted in this HBR article, “while this …

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The use of data and analytics to make better talent and human capital decisions is a strategic objective in many organizations. However, firms vary in their ability to translate data intelligence into meaningful actions impacting business outcomes. This 32-page paper provides ideas on how firms can move from insights to significant action on their work, workforce, …

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