Many HR organizations have invested in people analytics to unify workforce data and illuminate the insights required to successfully hire, promote and retain talent while effectively managing efficient HR processes. While this is a step in the right direction, it’s not sufficient for realizing the true opportunity presented by people analytics. This is not really an HR issue in the purest sense, but one that relates to how executives lead and manage revenue-generating business lines themselves.
For many organizations, another gap holds them back: an imagination gap. The notion of applying data-driven decision making to the people drivers of business performance seems fairly obvious in concept, but it remains uncharted territory for many companies.
The 10 solutions that follow are designed to bridge this imagination gap, providing illustrative examples of how people data can be combined with operational data and applied to some of the most pressing strategic questions facing every organization today. While this compendium of solutions is by no means exhaustive — there are as many use cases as there are business challenges, and even more when you start looking at this through an industry-specific lens. Hopefully this guide inspires a new way of thinking about the role people analytics can play in unlocking the next wave of growth and efficiency for your organization.
