by Konstantin Tskhay​

July 10th

The State of People Analytics:
Where do we go from here?

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Hey Friends,

As many of you know, I am on the People Analytics Advisory Board for HR.com, which is an honour and a privilege to contribute to the research this organization does.

So, we are ready for our new survey!

​Click the link below and participate!

Your insights help us decide the next steps in people analytics!

As we collect the data, I thought it might be interesting to review last year's results and consider what has changed.

22% of respondents are effective at extracting value from People Analytics

Yes, the number was relatively low last year.

However, the push for data literacy is more pronounced this year, with multiple companies asking me to help their teams with data-driven insights.

We will see an increase from 22% this year, but I doubt the increase will be substantial. Slow and steady wins the race?

57% of businesses believe People Analytics impacts business outcomes

Though this number is relatively high, some still do not believe in the power of people analytics.

We will see a change here as the People Analytics function is becoming more common in organizations with consistent hiring. Investment means that the companies are finally seeing the impact.

Last year, we saw several HR areas where people analytics was most important.

Looking at these today, I think we will see a drop in DEI analytics and a rise in compensation and benefits. Why?

Simple:

It's been another year of workforce optimizations and productivity, and I expect companies will focus on using analytics to drive efficiencies.

So, what are the barriers to adopting People Analytics?

It seems that the entire people analytics process needs support...

The good thing is that there are viable solutions left right and center.

However, from my conversations, I think we need to focus on data quality first. Once we have good-quality data, all other processes will fall into place.

Right now, optimizing anything else seems futile.

47% indicate that data integration is the main challenge for their function

We will increase this number in the upcoming survey as we have focused so much on productivity and efficiency this year.

I like this shift from engagement surveys to why we care about engagement in the first place:

engaged employees = productive employees = happy customers = happy shareholders.

Finally, over 60% of companies use surveys and spreadsheets as their main tools.

We should see a change in this domain to tools like Python, R, PowerBI and OneMode.

But, I bet you surveys will still dominate.

What do you think?!

​Share your thoughts in the survey!

K

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Whenever you’re ready, there are 2 ways I can help you:

#1

If you’re still looking to get started in People Analytics, I recommend starting with my affordable course:

​Practical People Analytics: Build data-driven HR programs to 10x your professional effectiveness, business impact, and career. This comprehensive course will teach you everything from building an HR dashboard for business results to driving growth through more advanced analytics (i.e., regression). Join your peers today! ​
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#2

If you are looking for support in your human capital programs, such as engagement, retention, and compensation & benefits, and want to take a more data-driven approach, contact me at Tskhay & Associates for consulting services. Or simply reply to this email!