Post by jannatara2896 on Oct 21, 2023 6:24:39 GMT -6
Because it is a new concept, some companies make mistakes in People Analytics and harm its implementation. Avoiding them is necessary to achieve the full potential of the methodology, and it is up to those responsible in HR involved in applying the method to be attentive to identify and correct these events. It is necessary, for example, to know how to use the area's tools well, not only to apply them correctly, but also to recognize when the data does not correspond to the expected scenario, taking appropriate action. With the help of technology, People Analytics is a methodology that allows the HR department to adopt a more strategic stance in various processes.
When using tools such as software, People Analytics determines insights about employees and potential future employees by collecting, organizing and analyzing information about each candidate. It is a useful practice in the recruitment and selection process, for example, but the method can be dbtodata.com applied to the most varied business decisions related to the company's human capital , in addition to working for any type of business, adapting to the particularities of each one. People analytics is all about enabling data-driven employee management and analyzing the correlation between engagement and retention . How to identify errors in People Analytics First of all, it is important to have a trained team from the beginning to the end of the process, because even using the best software, it is still necessary to have professionals who interpret the information and act on it.
Furthermore, to detect failures, employees need to know exactly what the objectives are, evaluating whether the data obtained was useful or not for that purpose. Another important point is that they are well oriented regarding legislation involving personal data to avoid problems regarding employee privacy. 6 common mistakes in People Analytics 1 – Lack of compliance with the LGPD All information about a person, such as name, address, telephone number, etc., is their property – and this is defended by legislation. The General Data Protection Law (LGPD) was enacted with the aim of guaranteeing the rights of people and companies over their own data. It is important that professionals involved in the People Analytics strategy are aware of and respect this legislation so as not to violate it by using information improperly.