The team’s commitment is one of the main factors influencing performance and results of an organization. The more committed are employees, the greater the benefits for the company, so managers must draw a good plan of action to boost that feeling. Fortunately, Digital Transformation brings us a unique opportunity for the creation of cloud tools based on People Analytics and Artificial Intelligence, which offer endless advantages to Human Resources professionals for the development of talent management strategies.
When it comes to making decisions that affect the workforce, it is important to have all the necessary data in order to make the decisions that will work best: there is no worse decision than one made without information. The tools used by People Analytics are the best resource for fast, optimal and efficient data collection.
What are we talking about when we talk about People Analytics?
People Analytics, or HR Analytics, is a data-based research method whose objective is to study the people within an organization, so with the data obtained followed by an exhaustive analysis of it, objective, valid and reliable conclusions can be established.
With these tools we can do a quantitative analysis of a massive amount of data in just minutes or seconds, which saves companies time and costs. Therefore, this is one of the safest methods to help leaders and managers make the most important decisions that could affect the workforce and, thus, the organization.
But data without context does not provide any information. For this methodology to be really useful, a deep analysis is needed. This is where Artificial Intelligence comes in, which is capable of carrying out processes that allow data to be filtered and become helpful and full of quality information.
One of the great advantages of using People Analytics and Artificial Intelligence in organizations is that it not only provides information about the present: analyzing the data can stablish patterns and make predictions about the state of the company in the future, so managers can take preventive measures that help organizations to be proactive on this uncertainty current market situation.
People Analytics is the first step in making the right decisions. It is the best way to collect valid and reliable data that supports the actions taken by those responsible for managing talent and allows you to transform the data into practical insights that can greatly improve the way you do business.
How to apply People Analytics to boost employee commitment
We can use this methodology to collect data of workforce in real time and identify signs of demotivation, as well as possible intentions of employees to leave the company.
This will allow us to create action plans and develop motivation and implication strategies to boost employee commitment with their work and organization, improving also the satisfaction and adjusting the turnover.
To foster team’s commitment through the use of People Analytics and Artificial Intelligence, we must consider three key factors:
1. Data cleanliness
The clarity and accessibility of the data can affect the analysis of the results, which could end up biased if the results are disorganized or confusing.
Before entering the work of studying people through People Analytics, we must:
- Have a data hygiene strategy.
- Define who in the organization has authority and control over the data and how to use it.
These two aspects are important because they determine the level of reliability and usefulness of the information that we can extract.
Team Insights is a digital pulse survey tool that, thanks to its design, meets both requirements:
Our commitment measurement model includes hygienic elements (as proposed by Frederick Hezberg in his theory of the two factors) and each question is associated with one key dimension, so the information is automatically organized.
Also, in order to not alter or biases the information, only the administrators can visualize and study the collected data.
2. Managers commitment
If our company leaders are not committed to analyzing the data objectively and using the information provided to create the strategic plans to boost engagement, or any other influencing factor that improves team performance, investing in People Analytics can become in an endless loop.
To get the maximum benefits from this technology, HR managers must put intuition aside and focus their trust in data when making decisions.
3. Change management
People Analytics is not about collecting statistics, but about providing the opportunity for managers to make the necessary changes to improve team’s performance and thus grow the business.
If, thanks to this methodology, we discover areas for improvement, there may be a learning curve until finding the right solution and designing an effective change agenda. The organization must commit to moving forward and managing timely adjustments that cover the gaps and prevent becoming ineffective organizations.
A case study: How Google uses People Analytics
Most of all the decisions the company makes are based on data. For this reason, Google has integrated People Analytics into its methodologies, to adapt aspects of its talent management processes and adjust them to its work culture, so valued by employees and replicated by many of the most internationally successful companies.
Thanks to the study of quantitative and qualitative data, it is possible to really deepen in the dynamics of the internal culture of a company. As a result, Google has an average of 90% participation in its surveys, which it uses to improve its workspaces .