Challenges and Recommendations for Implementing People Analytics in Organizations

This report discusses the challenges faced by organizations in implementing people analytics and provides recommendations to address them. The challenges include HR mindset and the right tools, and the recommendations include educating management and new employees, collaborating with fellow practitioners, and setting realistic expectations.

Report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Challenge 1.............................................................................................................................1
Recommendations..................................................................................................................2
Challenge 2.............................................................................................................................2
Recommendations..................................................................................................................3
CONCLUSION................................................................................................................................4

INTRODUCTION
People analytics could be basically defined as the goal focused and data driven method for
the purpose to study the opportunities, people process, various challenges and functions at work
to achieve sustainable business success and elevate these systems. The concept of People
analytics really helps the senior talent leaders and managers in order to unlock the power of data,
improved performance, increasing rigor and reducing bias. Also it helps in improving the
retention of employees, having a better understanding about the opinion of employees with the
help of carrying out staff satisfaction surveys and much more. In context to organizations, the
main objective of the people analytics is basically to provide the company with insights which
allow them to carry out better decisions related to business. The present report basically
comprises of the various challenges faced by the companies in order to implement individual
analytics with suitable recommendations to address the challenges.
MAIN BODY
Challenge 1
Human Resource Mindset:
It is basically enabling and aligning employees to work to their potential with the aim to
contribute in achieving the company’s values, mission, vision and future objectives. In reference
to organizations, there are various valuable HR mindset shifts which could result in changing the
ways that employees experience their work (Gal, Jensen and Stein, 2020). For a company, it is
very crucial that the HR professionals are always dedicated in order to craft a better culture in
the company. In reference to HR professionals, it is very important to create a better culture and
becoming more effective individual leaders, they must work to change commonly held
prejudices against HR. In context to HR mindset, it basically refers to the Human Resources as in
people in general and also involves the designated function in order to manage the individuals.
For organizations, it is very important to acknowledge that this change is not temporary and it is
very important to educate the new employees and managers.
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Recommendations
There are various recommendations in order to resolve the challenge for HR mindset which
involves the following:
Educate management and new employees: In reference to HR managers and organizations, it is
very important to address this challenge. For the purpose to resolve the issue of Human Resource
mindset, it is really important to educate the new employees and educate the management. It is
very important for the employees of the company to use evidence based data (DiClaudio, 2019).
In addition to that, it is very important for the companies to Finding opportunities for the
purpose to make intuitive decisions more data based and factor intuition into data based
decisions. For organizations, while making crucial decisions, it is very important to consider two
important decisions, the first is to consider the new product idea and the second is related to
considering the different problems faced. For organizations and HR managers, it is very
important to ensure that employees are looked after and equipped for the purpose to support the
company in moving forward in its operations (Ferrar and Green, 2021).
In references to organizations, it is very important for the HR to access to sensitive data and
information from the individual’s personal data to the important information about the
organization. It is very important to maintain confidentiality but it should not override the trust
and faith of the employees.
Challenge 2
The Right tools: Another challenge which is considered to very important in order to address is
the right HR tools (Larsson and Edwards, 2022). In reference to various organizations, the data,
the systems used by the Human resource department and reporting tools are not used or designed
for analytics or basically for the purpose to help and support the HR in order to answer business
questions. In context to HR managers and organizations, it is very important to resolve the
different challenges which basically arises from using the wrong tools or not using the right tools
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in an effective manner. When it comes to different challenges of people analytics, there is a
danger that people analytics is basically a solution when it comes to looking for a problem.
Therefore, it is very important for the practitioners to focus on identifying the question which
could result in influencing the performance of business. In reference to organizations and HR
professionals, it is suggested to focus on the addressing the business problems not data analysis.
(Ryan, 2020). In addition to that, it is very important to generate a number of broad questions
and hypotheses which could help in addressing the issues of the business. When it comes to
people analytics, it is very important to have a right type of confidence. In reference to
individuals, it is important to put people analytics on pause until you have developed a reliable
framework. Moreover, it is important to learn and collaborate from the fellow practitioners and
academia. In addition to that for the purpose to overcome with the issue of people analytics, it is
very important to develop various measures in relation to the employee productivity. In relation
to employee productivity, it is basically an assessment of the efficiency of group of workers or
basically a worker. Also it is very essential for the professionals to link the initiatives for the
purpose to improve the productivity of the employees. Moreover, it is very important to resolve
the various issues related to HR Structure with the help of a siloed operating model which
basically involves concentration of different specialists who generally inhibit a collaborative
approach for the purpose to deliver the business structure influence.
Recommendations
For the purpose to resolve the challenge of the right tools, it is very important for the HR
employees, HR managers and people to work with the fellow practitioners in order to identify the
various effective tools and techniques. Also it is very important for the organizations to use
people analytics in order to deliver some impressive results and also setting up unrealistic
expectations. It is therefore recommended to the HR professional, HR managers and
organizations to set up realistic expectations on the people analytics and starting with a specific
business issue (Dias, Pedrosa and Calheiros, 2022). Therefore, it is very important for the
organization to leverage lessons learned by the organizations who have been through various HR
transformations. In addition to that, it is very important to ensure that HR representative possess
a basic understanding and awareness about the business issues and also possess basic analytical
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skills. Not only that, it is very crucial and significant to evaluate the HR effectiveness and also
taking initiatives related to management.
CONCLUSION
From the above report, it can be concluded that people analytics play a very important and
crucial role in the organizations. Also it is very important to address the various challenges
which are faced by the company and its managers for the purpose to implement the people
analytics. Through studies, it had been determined that employee mindset and tools used by the
HR are considered to be one of the major challenges that arise between the process of
implementation of people analytics. Furthermore, various recommendations had been suggested
which could help the Human resource department in order to overcome the issues and
successfully implement the People analytics in the organization and achieve their desired goals.
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REFERENCES
Books and Journals
Gal, U., Jensen, T.B. and Stein, M.K., 2020. Breaking the vicious cycle of algorithmic
management: A virtue ethics approach to people analytics. Information and Organization, 30(2),
p.100301.
DiClaudio, M., 2019. People analytics and the rise of HR: how data, analytics and emerging
technology can transform human resources (HR) into a profit center. Strategic HR Review.
Larsson, A.S. and Edwards, M.R., 2022. Insider econometrics meets people analytics and
strategic human resource management. The International Journal of Human Resource
Management, 33(12), pp.2373-2419.
Ferrar, J. and Green, D., 2021. Excellence in people analytics: how to use workforce data to
create business value. Kogan Page Publishers.
Ryan, J.C., 2020. Retaining, resigning and firing: bibliometrics as a people analytics tool for
examining research performance outcomes and faculty turnover. Personnel Review.
Marler, J.H., 2020. HR/People Analytics. In Encyclopedia of Electronic HRM (pp. 283-287). De
Gruyter Oldenbourg.
Dias, D., Pedrosa, I. and Calheiros, A., 2022, June. The role of People Analytics in the future of
Human Resources. In 2022 17th Iberian Conference on Information Systems and Technologies
(CISTI) (pp. 1-5). IEEE.
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