Post by jannatara2896 on Oct 21, 2023 20:24:58 GMT 8
Likewise, it is important to have well-trained people to interpret all data provided within the context in which it will be applied. Obviously, not everyone needs to be an expert in data technology, but understanding what is on the screen and knowing what decision to make based on that is essential. 5 – Resistance to news and innovations in the area People Analytics is an ideal methodology in companies with a culture open to innovation. An organization aware of the importance of innovating in its processes knows that it must keep an eye on the news that technology offers and, above all, the updates that the market demands.
Therefore, it is a mistake to want to do people analysis when the company's culture is resistant to change, after all, the entire concept behind this method involves dbtodata.com making transformations to achieve better results. 6 – Excessive rush with the process and results People Analytics does not happen by magic. You need to be patient to follow all the steps that the process requires. Events must happen in the company's routine to generate the data that feeds the system and produces the expected results, and in some cases it is necessary to compare information weeks or months apart.
Jumping from one step to another ahead of time is useless, however, many companies don't want to wait until the results appear and end up giving up. In the end, People Analytics doesn't work and the organization loses its benefits. Conclusion HR has left intuition aside and recognized technology as an ally to make processes more assertive. People Analytics is a data driven methodology that benefits from this precision, but requires the necessary attention in its application. This mentality can be spread to other areas of the organization, adopting a platform like AEVO Innovate to create and coordinate innovative projects aligning all teams and departments. Request a free demo to learn more!