People Analytics in HR: discover how to access, work with and refine data

Analyzing the data of a company's employees is an excellent way to bring more assertive insights and optimize internal actions. The concept is a real trend in the Human Resources sector and takes people management to a higher level. The concept of people analytics encompasses all this, and it is on this topic that this article will address.

In this text you will have the chance to understand about the topic in a deeper way, you will get to know some strategies that can be developed when you know the behaviour of employees and even learn how you can implement this in your organisation. Check it out below and find out everything!

After all, what is people analytics?

The first step to understanding what people analytics is is to understand the concept of Big Data. We live in a time where technology is booming and people and businesses are producing massive amounts of data all the time.

All this data needs to be processed and stored. But to draw any conclusions from this huge volume of information, it is essential to process and analyse it. Data is powerful, and people analytics is exactly the practice of organising and analysing information with the aim of applying it to people management.

It is worth remembering that the concept is not a tool, but a methodology. The practice was idealized and started to be implemented at Google by Mike West. The term was created by the company itself, which already called its HR sector "people operations".

Data analytics began to be implemented in the area and naturally developed into what, today, we call people analytics.

What can the HR sector do with this data?

Now that you understand exactly what people analytics is, it will certainly become much easier to understand what you can do with this type of information. If you, based on data, understand the habits of the organisation's employees, you can make them more efficient, productive and happy. This will reduce turnover and absenteeism in your company and make it easier to attract talent through the implementation of policies, norms and incentives.

Although we are dealing with pure data at first, this does not mean that we should have a strictly exact view on the subject. The human capital of companies is their most precious asset, and to value this it is necessary to analyse the data from a humanist perspective, valuing the human beings themselves and the characteristics that make them unique.

In a more practical example, managers can use this information to support decision making. The business, in this way, becomes more efficient. The organisational culture can also benefit greatly from this data, as well as being able to reduce costs and create a more pleasant environment.

You can increase productivity, talent retention and even streamline the hiring process!

Of course, everything will depend on how the HR sector will analyse the information that comes to it. Want to understand better how to get it? Find out below!

Where to get this information from employees?

To use the concept of people analytics in your organisation, you only need to use an analytical tool that collects and organises data on the behaviour and habits of the company's employees.

There are platforms that intelligently collect information according to the user's usage, such as Alymente. Alymente is a flexible benefits platform where the employee can choose how they spend the amount offered by the company.

This type of data offers a complete picture of the habits of those who work in the company, and it is from there that the HR sector can draw valuable conclusions to implement in internal actions.

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