Plan for People Analytics

This report evaluates the importance of people analytics in HR management and highlights the IMPACT framework for decision-making. It covers key aspects such as identifying issues, measuring priorities, planning actions, analyzing data, communicating findings, and tracking outcomes. The report also discusses ethical issues and analytics abilities.

PLAN FOR PEOPLE
ANALYTICS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
People analytics...........................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
The report of plan for people analytics will comprehensively evaluate various key aspects
which are important for the HR department to look after in order to manage the performance of
people in the organization (DiClaudio, 2019). Report will highlight the people analytics
framework (IMPACT) considering the key issues and problems. Various ethical issues and
analytics abilities will be elaborated in detail. Each aspect of impact will be explained in detail.
Applying the framework will help in decision-making in the organization as it helps identify the
issues and how to address the same.
MAIN BODY
People analytics
It is the function of human resources management to take steps to collaborate the
experience, intuition and beliefs with the latest trend of data analytics. People analytics is the
application of data analytics to human resources, it is an HR practices which is enabled by the
information technology which uses various types of data such as descriptive, visual, statistical
which is related to human capital, human resources and organizational performance which
empowers the data driven decision-making (Gal, Jensen and Stein, 2020). Such decision-making
is more reasonable and evidence based in the organization. In current scenario an employee is
under the training area of the Floyd & associates. IMPACT stands for identify, measure, plan,
analyse, communicate, track. Let's prepare a plan based on the people analytics framework and
look at each factor of IMPACT in detail.
IDENTIFY: very first element of impact is identity, it states that determining the problem or an
issue is very important as it leads to clarity of what an individual is working towards.
Understanding the precise issue you are trying to solve for the business is very crucial and
primary in solving a issue. As an organization can be very big and without actually figuring out
what to focus on, it can be difficult to come to a solution which can bring an optimum level. For
the given report an employee is in training area, very first step in order to plan for the analytics is
identifying the background of the employee such as date of joining, qualification, age, expertise,
and projects done in the firm, next is to take input from the reporting manager regarding the
employee that what is the shortcomings in his performance which needs to be addressed in order
to improve his efficiency level (Shrivastava, Nagdev and Rajesh, 2018).

Let's say the key areas of issue of that employee is his core expertise and the requirement
to update his knowledge in the domain of working . Here the data is being gathered from various
sources which can help in making the employee training better. Here HR needs to dig deeper in
to the data by ensuring that there in no breach of privacy, and laws. The due compliance of law
and adhering to data rights is mandatory. Such data governance, privacy and security issues
needs to be duly taken care of, in case lacking any expertise in identifying the issue and dealing
with it. Run it through the legal team which can ensure the HR being in right tracks. After duly
identifying the problem, now steer the managers for a high level mindset of problem solving.
MEASURE: Before indulging in any analysis, people in analytics team takes enough time to
understand the importance of each petition and what is the priority level it holds in order to be
looked at by the analytics team. Without fetching this step, the team can rapidly find itself
burdened, and the most imperative requests can slip by the waysides. It is important to be
vigilant regarding the priority and scope of the issue. Some request can be highly time-
consuming and effort consuming than others (West, 2019). Managers may forgot to mention the
severity of the issue which needs to be addressed first yet the analytics team is always very
occupied and on deadlines which makes them probe the managers and reporting issues
individuals, for the more information which is very vital.
Measuring the training requirement of the individual requires the analytics team
understand various aspect which can comprehensively coma to a data point. Data analytics team
processes the data of the individual which is under the training areas. For the problem which is
determined what kind of data is required and how to measure the vitality of the same. It is crucial
for the analytical team to identify and provide the due attention to the severe concerns which
needs to be addressed immediately. Analytics team is very much occupied with a lot of things in
office hence it is crucial for them to look out for high severity problem first. It is also known as
the priority addressing (Ghatak, 2022).
PLAN: It involves outlining the plan of action and figures out what kind of data is needed. When
HR has a clear hypothesis, and he knows that it’s an absolute business priority, the following
step is to find out what data needs to be looked at and how the respective individual is going to
perform your analysis. For numerous business difficulty, such as evaluation of the powerfulness
of organization' s hiring channels, the data which is needed can likely be gathered from tracking
channels. Many people analytics squad ultimately starts this way only, with a significant talent

acquisition professional investigating their tracking system built-in coverage practicality and
becoming curious for the same.
The data gathered needs to be duly analysed to figure out the interpretation of the same
(Gaur, Shukla and Verma, 2019). Such interpretation leads to development of the meaningful
insights which can provide some lead in solving the problem. Looking for the causes which
resulted in such problems is very important. The employee under training is facing the problems
of lack of productivity, for which he is under the training program yet the training which he
needs to be exactly made sure of. It will require the processing of the data gathered and what can
be interpreted from the same. Meaningful insights cab help to solve the problem of employee
which seeks training under the firm. For the case if training of the employee it is crucial and of
utmost importance to determine the information and data which is being needed and outlining the
plan for taking the actions. Such data is going to be the driving force behind decision-making in
the organization and it makes it very important for the analytics team to provide the correct data
which can lead to the solution of the issue or problem (Leonardi and Contractor, 2018).
ANALYSE: As data analytics team starts running the analysis, it is the opportunity to slam into
finding the reason behind the happening of business problem. Such insights can be very helpful
in identifying the possible root causes of the current business problem, which will deliver the
recommendations. This can be very exciting, yet it’s very important not to have the race ahead
prior to confirming the accuracy and legitimacy of the findings. If the sample size is very small,
then the insights gathered may not be accurately represented the workforce as whole. This will
lead to waste of time by making recommendations which will have a little or no impact at all,
this can hurt the credibility in the long term (Tursunbayeva and et.al., 2021). So always perform
the due diligence and ensure that the respective individual feel confident about the findings prior
to sharing such finding with others. At this stage HR has to star making the recommendation
which can probably direct the team towards the solution of the problem. Such solution under the
given case study will be the lack of proper knowledge to perform the job rightfully.
Looking at the data and insights of the employee information it can be said that employee
needs training on an immediate basis which can bring his productivity to an optimum level.
Industry is facing a good deal of advancement sand such times ask for the employees in the
organization to have an updated knowledge of the areas of working. They must fit in heir
respective job roles which is the way they can contribute to the success of the organization.

Gathering the insights which are actionable in nature and can contribute towards the success of
the organization and an effective training program of the employee which can make him efficient
enough is important. Analysing the hypothesis and to approve disapproved of the same is very
important.
COMMUNICATE: Once the function of running the analysis has been done, now it’s time for
the team to communicate the findings to respective leaders. This is something which bridges the
space between insights which are barely interesting to them becoming actionable or action drive.
The communication is quibbling to make such stuff happen. One needs to Think carefully
regarding the medium which to chose in order to convey the findings rightfully. (like the easy-to-
read format versus a complex spreadsheet) and the linguistic communication being used. The
goal is to bring clarity and tell the story. As not all leaders will understand, the meaning of raw
data in terms of the enterprise or business outcomes. There's unquestionably varied degree of
data literacy (Olsen, 2019). Also, there may not be always one single root cause that can be
pointed towards for any presented business problem.
Most of the issues are more complex in nature. But what can be done is identifying which
root causes are under your organization's control, this will allow formulation of recommendation.
Communicating the solution to the right party in rightful manner is very important. Many times
there is difference between what has been communicated and what has been comprehended
hence it becomes of utmost importance that analytics has been communicated choosing a
medium which remains a common point of understanding between the different parties to the
communication. Reposting manager of the employee under training needs to be very well-
informed about the findings which can help manager in determining the training needs and core
elements which can enhance the overall training and Knowledge of the employee. Such insight
will help manager to decide what kind of training neds to be provided to the employee to bring
out the best in them.
TRACK: After giving the recommendations to the perspective relevant stakeholders or
managers, the people analytics team is left with one crucial final step which is, Measuring the
outcome of any action which is taken to fix the issue or business problem. Building a close
partnership among teams across business will make this easier to assure the recommendations
which are being abided and that any consequence they have is being documented and tracked.
This is something which will get the team recognized on a great scale as the important partner

for the business and will encourage other managers and stakeholders to work for
recommendations and insights.
Differently, one will be spending a lot of time period performing the analysis which
ultimately leads nowhere (Ishaq and Matriano, 2019). There is abundance of dataset in the world,
but it is important to check if there is anyone who is actually caring for the implementation and
tracking of the same. In case of employee's training, it is very crucial to see the actual areas of
implementation and what can be done to track the changes that the employee has gone through
are even worth it or not. As the cost which Floyd is bearing is a lot to implement the impact
framework and it has to be fruitful enough for the business to conduct such training program.
The implementation and tracking of the employee in terms of the performance is the important
dynamics of the entire program. Not just the requirement but the positive outcomes are
everything that matters for the organization.
CONCLUSION
The above report has brought forward a clear understanding of how the people analytical
frame work contributes to the success of management of people in the organization. As people
remain in the heart of the organization and it is the duty of the HR department to look after the
employees in the business. People analytical framework has been elaborated along with
IMPACT's each aspect which can help evaluate various key issues.

REFERENCES
Books and journals
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.
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.
Gaur, B., Shukla, V. K. and Verma, A., 2019, April. Strengthening people analytics through
wearable IOT device for real-time data collection. In 2019 international conference on
automation, computational and technology management (ICACTM) (pp. 555-560).
IEEE.
Ghatak, R., 2022. People Analytics Enablement Through Systems Thinking. In People Analytics
(pp. 143-149). Springer, Singapore.
Ishaq, Z. B. and Matriano, M., 2019. Future of People Analytics: The Case of Petroleum
Development Oman. Journal of Student Research.
Leonardi, P. and Contractor, N., 2018. Better people analytics. Harvard Business Review. 96(6).
pp.70-81.
Olsen, M., 2019. Using data analytics in the management of employees: Digital means of
tracking, monitoring, and surveilling worker activities. Psychosociological Issues in
Human Resource Management. 7(2). pp.43-48.
Shrivastava, S., Nagdev, K. and Rajesh, A., 2018. Redefining HR using people analytics: the
case of Google. Human Resource Management International Digest.
Tursunbayeva, A. and et.al., 2021. The ethics of people analytics: risks, opportunities and
recommendations. Personnel Review.
West, M., 2019. People analytics for dummies. John Wiley & Sons.
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