According to Gartner’s 2021 Hype Cycle for Human Capital Management Technology, the use of data analytics in human resources and talent management is increasing and is expect to reach widespread adoption levels within the next two to five years ( full survey , in English, available to Gartner customers ). Growing organizations can use this Mobile List emerging technology to make better hiring decisions and outperform the competition when it comes to talent acquisition and retention. In this article, we’ll delve deeper into what people analytics means and share ways hiring managers can use this technology to make better, more efficient hiring decisions and retain top talent. What is people analytics? People analytics, also call talent analytics, HR analytics, workforce analytics, or people analytics, is a form of investigation that uses candidate and employee data to gain insight into factors such as engagement, performance, retention, and attrition.
Cycle for Human Capital Management Technology
In the context of selecting and managing professionals, talent analysis is especially useful during the hiring process, employee retention strategy and recruitment. How can HR leverage talent analytics? Once you understand what people analytics is, it’s important to think about the context of HR on a macro level. From the perspective Western Sahara Email List of the Great Resignation , the pressure has never been greater for HR teams to hire the best talent as efficiently as possible and to retain the best talent for as long as possible. Leveraging talent analytics can help take a lot of the guesswork out of these challenges. So companies that successfully use people analytics to hire and retain top talent will have a huge competitive advantage over those that don’t. Here are some areas where HR departments can leverage this technology to make better decisions.
HR professionals task with recruiting, hiring, and retaining employees can use talent analytics to make data-driven decisions about employee engagement, learning and development opportunities, and all other elements of the employee lifecycle. employee; Workforce Management (WFM): HR professionals can use people analytics to accurately predict future workloads to help hire new talent and allocate employees in the most critical areas. Which areas of HR are impact by data analysis? Now that we know what people analytics is and that data analytics can be of great benefit to recruiting managers and HR teams, the next step is figuring out where to start. Employing data analytics to improve hiring and talent management decisions is not as easy as installing new talent management software or pushing a simple button on your data analytics machine.