People Analytics: The Next Big Step Has Arrived. Get Ready. E201

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Nov 22, 2024

Dive into the fascinating evolution of People Analytics, tracing its roots back to early pioneers like Fredrick Taylor. Discover how businesses have shifted from isolated HR data to integrating people metrics within broader business systems. The transformative power of AI takes center stage, showcasing how data can now drive strategic decision-making. This journey highlights the importance of optimizing human resources to improve overall business outcomes and the necessity of viewing analytics as a cohesive system.

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INSIGHT

Systemic Business Analytics

People analytics projects often focus on analyzing people data first, then seeking problems to solve.
A better approach is to integrate people data into business systems, offering relevant insights to decision-makers.

ADVICE

Integrate People Data into Business Systems

Instead of analyzing isolated people data, integrate it into business systems.
Focus on providing relevant people data to business leaders within their existing workflows.

ANECDOTE

Unexpected Insights from Data

Sales organizations discovered that strong internal relationships, not just training, drive bigger deals.
Companies found that limited career opportunities, not poor management, correlate with union activity.

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Companies have been investing in People Analytics and Industrial Psychology since the late 1800s, going back to Fredrick Taylor (time and motion studies) and Carl Jung (psychological types). The original idea was to scientifically manage work, using data to measure labor, strength, motion, and later engagement, skills, and leadership.

All this effort resulted in thousands of books and tools to measure employee engagement, employee experience, productivity, and organization design.

Ultimately where we landed was a new domain we call People Analytics: using people-related data to monitor, improve, and optimize business outcomes. And this journey, which I’ve been a part of for 30 years, resulted in a massive investment in HR technology platforms, engagement surveys, sentiment analysis tools, and more and more models for trust, leadership, management, wellbeing, and employee growth.

All that energy, deep thinking, and investment now lands in a new world, one we call “Systemic Business Analytics.” We use this name because it’s time to stop isolating people data from business data and running this domain as “projects,” rather think about it as an integrated analytics system.

In other words, as I explain in the podcast, let’s move forward and take all the people data we capture and embed it right into our existing business measurement systems. Instead of creating a “people data warehouse” to run reports and analysis on HR information, we can use that valuable information and put it right in the hands of business leaders and managers.

Our new research, “The Journey to Systemic Business Analytics,” details this journey and shows you our four level maturity model. (You can view the maturity model here.)

Today fewer than 10% of companies are doing this well, but that’s still a large number. And as I describe in the podcast, AI is going to light a bonfire under this space and rapidly accelerate this direction.

Additional Information

People Analytics, A Complex Domain, Is About To Be Transformed by AI.

People Analytics Certificate Course in The Josh Bersin Academy

Systemic Analytics: A New Approach

Galileo, The AI Assistant for Everything HR