DATA: ITS VALUE PEOPLE
ANALYTICS TO HR PROFESSIONALS
TECHNOLOGY & ANALYTICS
The Chartered Institute of Personnel and Development (CIPD) is placing considerable emphasis on people analytics data and how it can help to advance evidence-based decision-making by HR professionals within organisations. At its recent people analytics conference ‘Are you prepared for the future of people data?’, the HR professional body drew attention to building a data-driven culture and its inherent benefits, illustrated with numerous case study examples from major businesses and public sector bodies. Dr Sue Shortland reports.
Exploring innovations and people analytics to support a global workforce and changing workplace
T
he conference opened with a call from the CIPD for HR to take up the challenge to use data to help build capability and skills.
For those beginning their careers in HR, the CIPD emphasised the potential career opportunities that a strong focus on people analytics can bring. People analytics is predicted to become a standalone function within HR, with various roles available within data analysis and communication leading on to high-level positions such as head of people analytics. Data-driven organisations will offer clearly defined HR
career pathways. Notwithstanding this, the first challenge identified at the conference was how to change organisational culture to become data-driven.
DRIVING FORWARD A PEOPLE ANALYTICS DATA CULTURE To achieve a data-driven approach to decision-making,
the value of people
analytics data must first be recognised, including how added business value can be derived from using data, scaled up for implementation across the business and embedded within organisational cultural
values. To establish new mindsets and behaviours, old habits need to be broken to prevent people from using previous decision-making processes. The first step to achieve this is to
develop awareness by being explicit about the value of data and communicating clearly how it can be used. Continuous feedback is needed to ensure that people keep on using data in their decisions. Facilitating the use of data in decision-making will require guidance on the decisions needed, development of data literacy and the input of fresh capability to prepare data. HR
26 | RELOCATE | WINTER 2019 / 2020
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