Although “analytics” is a term often used in relation to gauging success in, there is a trend toward using the concept for employer-employee relations.
In their book “People Analytics in the Era of Big Data” Jean Paul Isson and Jesse S. Harriott urge managers to think of people analytics to create stronger workplaces and organizations, offering what they call the Seven Pillars of People Analytics Success.
* Workplace planning analytics. This refers to the process that helps identify what talent an organization will require to achieve its goals.
* Sourcing analytics. This is about harnessing all the data and talent information available to optimize sourcing results.
* Acquisition/hiring analytics. This means using predictive analytics to score job applicants and select only the best with whom to meet.
* Onboarding, culture fit and engagement. This is an ongoing talent-management process of introducing, training, mentoring, coaching and integrating a new hire into the core values, vision and overall culture of an organization.
* Performance assessment and development and employee lifetime value. This is about developing performance/promotion strategies to determine how top performers should be rewarded, how to leverage career pathways to better assign resources and how to optimize promotions that guarantee success.
* Employee churn and retention. Leveraging churn will help create business value from employee attrition, and retention analytics is about proactively identifying and understanding employees who are at risk of leaving.
* Employee wellness, health and safety. This requires a demonstrable linking of employee health, safety and well-being to company business performance.
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