In the world of “data driven” Companies, there’s a need for a figure whose job is to use data to help improve employee productivity and satisfaction, as well as to make informed decisions about how to manage and develop staff.
It’s called…drumroll, please…
The People Analytics Manager! He or she is responsible for analyzing data on employees, in order to make decisions on issues such as personnel selection, training, compensation, performance management, and employee well-being.
His main goal is to use this data to make business decisions based on facts, not intuition or perception.
A role required for managing the complexity of modern organizations
The role of People Analytics Manager is relatively recent. The growth of automated HR management systems and the availability of large amounts of data on employees have led Companies to realize the importance of using this data to make informed decisions on how to manage and develop personnel.
People Analytics Manager’s required skills
Let’s find out together which are the skills that every People Analytics Manager has to have:
- knowledge of Human Resources trends and best practices – such as performance evaluation, training and development, compensation and benefits;
- knowledge of technologies and tools used to analyze data, such as Excel, R, Python, Tableau, data analysis software, and knowledge of human resources management software and survey platforms;
- problem-solving skills;
- effective communication of the results of data analysis to business leaders and presentation of the data in a way that is easily understood and useful for decision making;
- knowledge of data privacy laws and regulations, and ways to ensure that employee data is used in compliance with laws and company policies.
To sum up: in order to be effective, a People Analytics Manager must have a combination of analytical, technical and communication skills to support informed decision-making on how to manage and develop personnel.
The bigger the Company, the harder the organization. Yep, the People Analytics Manager has to deal with a very intricate human system of connections.
Which are the most common challenge that he/she have to face? Let’s find them out.
- Data collection, integration and analysis: it’s not always so easy to choose the right data, to create connections between them, and to draw conclusions;
- communication of results;
- data security;
- changes in the work environment.
The potential interactions between the People Analytics Manager and Artificial Intelligence
Nowadays, we are moving toward an increasingly preponderant presence of technology in the life of every human being-both personal and business. At this point, all that remains is to figure out how we can make the most of it to achieve improved performance.
The Artificial Intelligence can help the People Analytics Manager in many different ways:
- automation, which enables the analysis of large data sets more accurately and in shorter time frames-identifying hidden trends and patterns that might go unnoticed by the human eye;
- prediction of employees’ future performance. For example, using historical data on employees – such as their performance, milestones achieved, training, etc. – a machine learning algorithm can be trained to recognize certain patterns and generate a prediction about an employee’s chances of achieving certain milestones or staying with the Company. However, it’s important to note that these models are not foolproof and often require careful evaluation and interpretation by the People Analytics Manager to avoid making wrong decisions or excluding important factors.
- natural language analysis: AI can be used to analyze text contained in emails, chats, or other documents written by employees to capture employee sentiment and opinions. This can help identify problems or opportunities for improvement in the work environment.
Here, the last point in the above list constitutes one of the biggest issues in the use of AI in business. Indeed, the use of the latest technology brings with it concerns having to do with our social, ethical and legal norms.
Certainly, as much as such a function may indeed be useful for the company to analyze data, it proves unacceptable to the personnel, who may feel that their privacy has been violated.
In short, the topic of “Artificial Intelligence” isn’t free of doubts and complications, but don’t be afraid! Companies will have to analyze, understand and learn how to manage potential and risks – placing transparency as the value behind this evolution process.
To sum up, the People Analytics Manager role is constantly evolving due to changes in the work environment, technology use, regulatory changes, and market demand. As a result, People Analytics Manager must be able to adapt and continue to develop their skills to meet the needs of the company and the market.
Okay, enough for today…
See you next time, for another insight on the key figures involved in corporate training. 😉