The People Analytics Revolution

THE PEOPLEANALYTICS

REVOLUTIONPeople analytics is about leveragingdata to get actionable insights that

solve your people problems.

Companies live Google pave the way, but"most are stuck in neutral" (1)

Item 292%

Item 18%

8%

Item 223%

Item 177%

77%

OF ORGANISATIONS BELIEVEPEOPLE ANALYTICS IS IMPORTANT

CONSIDER THEMSELVES“STRONG” IN THE AREA (2)

HOW DO WEIMPROVEQUALITY OFHIRE?

CAN WEMAKE OURBUDGET GOFURTHER?

Common Questions

WHY IS OURATTRITIONRATE SOHIGH?

HOW CAN WEINCREASEPRODUCTIVITY?

Which is a crying shame...... because studies show that organisations usingpeople analytics effectively are

more likely to improve recruiting

more likely to improve leadership pipeline

more likely to improve talent mobility

more likely to realise cost savings (3)

2 X

2 X

2.5 X

3 X

People Analytics should be aNo-Brainer

Hire better people

Build HR credibility

Improve employee performance

Enable better workforce planning

Identify and resolve skills gaps

Strengthen decision-makingImprove retentionIncrease accountabilityExplode silosImprove employee satisfaction

People analytics can save you time and money...makingyour business more competitive

All of which is to say...

So what'sholding

you back?

Let's look at the top 7 concerns...and the answers

100% of HR professionalscount intuition an importantpart of their role. Analyticscouldn’t be more different. (4)

You prefer intuition

Refuse to choose

Analytics and intuition might bepolar opposites, but they can becomplimentary. Use both, andrefuse the either/or narrative.

# 1

There’s so much hype aroundpeople analytics that maybeyou ran before you couldwalk… and now you’re lost.

You’re confused

Follow a clear methodology

Follow the four-part peopleanalytics methodology (5) tomake sure you ask, test andanswer the right questions

# 2

You don’t know where tostart with people analytics, soyou don’t do anything andhope it goes away.

You’re overwhelmed

Start small

Face your fears, and start small.It’s OK to make mistakes, as longas you’re trying.

# 3

You’ve collected swathes ofinformation about everythingyou can think of… but withouta story, data is just data

You’re drowning in data

Ask the right questions

...and you get the right answers.Collecting data is the tip of theiceberg, so go back to basics andstart by identifying your peopleproblems.

# 4

If decision-makers don’t valuepeople analytics you’ll lack thesupport to deliver, as 29% of HRleaders have discovered. (6)

You lack support

Prove ROI

Build credibility by delivering smallsuccesses, and prove relevance byframing your findings in terms ofthe bottom line. Buy-in will come.

# 5

47% of HR leaders say lack ofanalytic acumen is their biggestpeople analytics challenge. (7)

You don’t have theright people

Rebuild your hiring profile

People analytics demands differentskills, including storytelling,strategic understanding andgravitas. (8) Break the mould.

# 6

You want your insights to beactionable so you can drive realchange, but you won’t see resultsif you’re acting on the wrongconclusions.

You’re just notseeing results

Be rigorous, not rushed

Don’t be hasty in drawing conclusions.Conduct multiple experiments untilmany bits of evidence point the sameway. Then act.

# 7

The Moral ofthe Story?

No mountain isinsurmountable…

…and there’s never been abetter time to embracepeople analytics. It’s timeto seize the opportunity.

To find out more about people analytics visit:

or call us on:

02922 331 888

Sources

1) Steven Toft, Tucuna People Analytics Conference, July 2016.

2) Deloitte, “2015 Global Capital Human Trends” (https://dupress.deloitte.com/dup­us­en/focus/human­capital­

trends/2016/people­analytics­in­hr­analytics­teams.html)

3) Bersin by Deloitte, Deloitte Consulting LLP, “High­Impact Talent Analytics: Building a World­Class HR

Measurement and Analytics Function

4) Chartered Management Institute, “Getting Inside Intuition in Human Resources Practice”

5) Tazio, “How to Use People Analytics Effectively: A Methodology”

6) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6

7) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6

8) Tazio, “8 Essential Skills and Qualities to Overcome the People Analytics Skills Gap”

www.tazio.co.uk/resources