In May 2022 I launched some pilot research into People Analytics Best Practices. At the time of writing this research is still ongoing, but I wanted to share some preliminary findings based on the data collected so far.
What makes companies effective at People Analytics?
So I had expected leadership, great looking dashboards or even advanced statistics and machine learning to be the top hallmark differentiators of companies who do People Analytics well. Yet it seems it might come down something quite simple: The buy-in and capability of HR Business Partners.
This makes intuitive sense because People Analytics teams - however talented - are unlikely to have enough resources to be across the whole organisation. A key objective of HR BPs on the other hand is to hold and develop trusted relationships with business leaders at all levels. If HR BPs don't buy into or perhaps don't understand analytics, then insights won't be properly shared and used by business leaders.
What does this mean for People Analytics teams?
This is just preliminary data and the research is still open, but if it remains the top differentiator then the development of HR BP analytical capability and collaboration with HR BPs should be a priority for People Analytics Leaders and Teams.
If you're interested in taking part in the research (which is confidential) you can still do so through this link: https://peoplenav.qualtrics.com/jfe/form/SV_4YL3f08PGW7jRUq
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