People analytics is the talk of the town and has been a hot human resources (HR) trend for years. More and more HR departments understand the power of instant, data-driven insights to boost business impact and consumer experience. Companies are heavily investing in their data quality and analysis capabilities. But where are we heading? What is the next level of evolution of the smart workplace?
The first phase is always to leverage state-of-the-art technology and tools revolutionizing the way people data are consumed by HR and business leaders. Online personalized dashboards containing the most relevant HR KPIs in real-time provide the most effective decision support anytime and anywhere. Technological assets further foster the formation of a data-driven culture in the company, putting data at the core of organizational decision-making.
Next, predictive analytics allows us to look into the HR crystal ball. We are currently focused on asking “What happened and why did it happen?” but, going forward, technology will enable us to make predictions about “What will happen?” or even “What is the best that could happen?” This can help us answer key questions along the whole employee lifecycle; for example: “Which candidate profiles lead to greater success?” or “What groups of employees are most likely to voluntarily leave the company?” and offer even more accurate HR solutions. It goes without saying that this needs to happen in full alignment with data protection guidelines and labor law requirements.
People analytics: Different stages of evolution (Source).
Finally, endless possibilities arise where people analytics is mingling with other hot trends like machine learning or blockchain. With machine learning, we can understand patterns in Big Data and accelerate business processes through advanced automation. Resume matching, for example, fast-tracks the screening process by identifying the candidates with the best skills and education. Artificial intelligence also helps eliminate human error, in this case by removing personal bias in the screening process. Other concepts allow matching skills and qualifications of job seekers to provide a list of recommended jobs and creating relevant personalized learning opportunities based on individual learning history, goals, and preferences. Scenarios applying blockchain include enabling people to manage personal data with reliable certifications.
While people analytics has been a game changer for many years, these new possibilities promise a quantum leap for the potential of data insights in organizations. I am thrilled to be part of HR in these exciting times, where there are endless opportunities to provide even more intelligent, convenient, and fast #HRexperiences for the business going forward.
Learn more about how SAP’s HR and people analytics tools, including SAP Job Matching and SAP Learning Recommender, can accelerate your company’s #HRexperiences.