People analytics makes you better at your job: 3 examples

9 Oct 23 | Blog

“Have you got a minute?”

You’re filled with dread when that message pops up. You categorically do not have a minute. You never have a minute. Your calendar is a collage of overlapping meetings – from performance reviews and contract negotiations, to management meetings and 121s. Throw in the inevitable (uncountable!) ad hoc emergencies, and you’re at capacity.

That’s not even including your actual ‘work work’ – the sit down, spreadsheet-based, brain-intensive stuff. But what if there was a way to save time, increase your efficiency, and generally get more done – by actually doing less?

People Analytics is the key to improving your work

People analytics, talent analytics, workforce analytics – whatever you call it, it’s all about making sense of the data you have about your employees. Absences and tenure, age and gender, all these facts and figures can tell you a compelling story. And not just a narrative of what’s passed – this data can predict the future, too. 

(“What is people analytics?”, you ask? Read our guide)

Understanding the power of people analytics is essential. It’s the difference between ticking off tasks, and making organisational change happen. Here’s how:

1. It gives you evidence to back up your priorities

67% say their HR teams make clear links between their initiatives and the impact on the organisation – and the key to that is people analytics. People initiatives cost money, and you need evidence that it’s worth spending. You need to prove the ROI.

You’ve already got all that evidence, hidden within your existing HR paltform and your employees’ feedback. People analytics is about putting those pieces together, going beyond your internal metrics. And that lets you cut through the fluff, giving you something tangible to bring to the table.

“But it’s too time-consuming!” 

Manually sorting through spreadsheets takes time, yes. But there is another way. Our platform connects  easily to your HRIS, pulling employee data, and analysing it – for clear data visualisation, and an instant understanding of what’s happening. 

2. It helps you spot problems before they happen

What is predictive analytics? Predictive analytics uses historical data to spot trends, which helps inform predictions about future events. In the context of people management, that means looking at all your employee data – attrition, absences, demographics – and making sense of what’s been, and what’s likely to come. 

That means you can identify risks before they arrive. Talk about proving your worth – imagine going to the boardroom before an attrition problem hits, and telling them how you’re going to solve it?!

“But I don’t know how to do that!” 

Only 21% of HR managers in the UK feel able to do complicated data analysis – lagging behind the rest of the world. Gaining that level of capability takes time and training… unless you use our platform to do it for you. With predictive analytics powered by AI, and language analysis led by machine learning, it does the hard part for you – leaving you with insights to guide change.

3. It frees up your time for other tasks 

Let’s not underplay this one. 95% of HR professionals say they just have “too much work”, and CEOS and other people managers feel the same time pressure. From providing driving strategy, to making sure everyone gets paid, holidays get approved, contracts get signed, 121s happen, disciplinary issues are managed, career development is encouraged, and about a hundred more tasks, you’re too busy. 

Using people analytics software helps you save time in several impactful ways:

  • You spend less time in spreadsheets manually handling data for HR analytics
  • You get to the heart of the issue faster, so you don’t waste time on pointless initiatives
  • You can make credible business cases, so you don’t waste time deliberating

“But using software still takes time!”  

We know 73% of HR’s time is spent on admin. With our platform, you can integrate your HRIS in minutes, and quickly see initial findings. Then our survey tools make it fast to gather feedback, and even faster to see AI-led interpretations of the results. Then change management tools – all in the same platform, remember – help you share reports and set actions. Simple! 

Get people metrics & benchmarking – for free!

Just over 50% of HR professionals share employee data with their leadership team, with only 22% taking it to their board of directors. For leaders, managers and HR professionals without staff, budgets, or time, finding space to do employee data analysis is impossible. That’s where we come in.

Our platform is affordable, easy-to-use, and the secret to an easier, efficient, effective working life.

Sign up for free

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      Anne Therese Bogen, Head of HR, Thommessen

      "Qlearsite’s platform is a really helpful tool to push through OKRs – it’s easier when you have statistics and concrete evidence to back up initiatives."