“ People analytics are needed to take massive amounts of data being generated before, during and after the recruiting process and turn it into actionable information. ” - Steve Levy, Indeed
Can you imagine a Statistician, economist or even an engineer as a human resources specialist or as a recruiter?
“ People analytics as a business discipline has arrived”, (Josh Bersin) and the three main focal areas of People analytics are recruitment, performance evaluation, and compensation. “ People analytics means bringing together all the people data in the company (and there is an ever-expanding amount) to understand and address specific business problems: sales productivity, retention, fraud, customer satisfaction, etc” (Josh Bersin). HR departments have realized that their future is dependent on their ability to harness people data and build predictive analytics models. This data will help managers gain insights to make better decisions. “Research featured in the Harvard Business Review found that using an algorithm increases the ability of recruiters to find the best-qualified candidates by more than 50%.”
That's the moment when the “geeks” get on this subject. Bersin’s research has found that 78% of large companies rated “ People analytics ” as an “urgent” or “important” issue. In 2015, Josh Bersin said “The geeks have arrived”, and they bring more sophisticated analyses of big data using digital tools to get a more predictive report on the candidate/employee performance evaluation. The benefits of People analytics include: reducing time-to-hire by replacing manual processes; increasing quality of hire by avoiding unconscious biases early in the hiring process; collecting recruiting and hiring data that can be correlated with business outcomes such as increased revenue; better tracking of employee engagement levels based on real-time data and visual reports; on demand pulse surveys that take the “temperature” of the organization during changes; competitive analysis of how your company stacks up against other similar organizations; enhanced corporate culture building for improved recruitment and retention programs, among others.
Has Steve Levy said, it’s important to generate amounts of data not just during the recruiting process, but also during work time and Performetric can help you to generate some data by monitoring and measuring through analysis of computer usage and interactions to identify workers with Mental Fatigue or Burnout Symptoms.
Workers with Mental Fatigue and who are overwork tend to experience greater probabilities of depression and physical health problems, lower life quality and satisfaction, and negative impacts on their family life. On the other hand “reducing fatigue can increase productivity, reduce harm to workers, increase work satisfaction, lower turnover, and absenteeism, and ultimately increase profits.” So, for instance, how can employees working under different conditions manage their breaks to maximize performance and hence avoid Mental Fatigue, burnout, and other overwork associated problems?
Using a real-time monitoring system that allows for the management of Fatigue and Mental Fatigue in a non-invasive way, is a way to prevent Mental Fatigue while at the same time helping to recognize when is time to take a break.
Mental Fatigue or the feeling of being exhausted is just one of many states that can drive and influence the way someone works and their productivity.
Keep in mind: Organizations flourish when the people who work in them flourish. People analytics can help make both things happen.