The Chief Human Resource Officer (CHRO) is involved and can assist with insights to focus upon.
Ensure there is a ‘bold’ person at the head of analytics. Often a strong business and political background is needed to drive forward.
People analytics can often uncover counter intuitive issues. For example, it was commonly believed that graduates with high GPAs from Ivy League universities would be the most productive employees. However, Google’s use of analytics found – for them- that a higher GPA was not a good predictor of the best workers.
Be curious – ask how you know if you have the ‘right people’ how do we know if we are paying the right salaries?
Read up on your particular business challenges – don’t copy (Google or …), talk to peers about your business
Future of artificial intelligence in the workplace
What is Blue Matching?
David’s advice for companies who are not using People Analytics yet
Examples of companies who have found issues using People Analytics
Areas of skepticism
Why you shouldn’t try to be like Google
My new book, The Employee Experience Advantage (Wiley, March 2017) analyzes over 250 global organizations to understand how to create a place where people genuinely want to show up to work. Subscribe to the newsletter here.