people analytics

A 5-post collection


Recently an advertising campaign stated, “Find out how a good break can improve your company”. We couldn’t agree more. Do take a Break! All our work is developed to ensure you keep your team at top performance and peak shape. Performetric by evaluating the fatigue levels prevents burnout, prevents high levels of absenteeism, and promotes performance and lower stress levels. Did you know that if you take a break at the right moment you can actually prevent mental fatigue for much longer periods of time? It isn’t that “productivity science seems like an organized conspiracy to justify laziness”...

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In our last post “An introduction to Employee Experience Concept”, we approached a bit about the “Why its an important concept”, “How it is measured” and “What can an organization promote to achieve a good Employee Experience Index”. This methodology is inspired on the design thinking approach were the “notion that empathy for human needs and values is vital to good design”, and where the design thinking process starts with the stage of empathizing, followed by defining, ideating, prototyping, and testing. The idea of Employee Experience Design is to build, organizations in which their change management strategies are centred on...

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People Analytics a sophisticated analyses of big data together with Real-Time monitoring systems is like an omnipresent science that can be a predictive tool to predict and prevent staff behavior, helping to recognize when is time to take a break and avoiding Mental Fatigue, burnout, and other overwork associated problems. “Predictive analytics transcends human perception (...)” (Siegel) The reality in Human Resources management is being rethought. Why? Because Companies want to be able to “Describe ('What happened?'), Diagnostic ('Why did it happen?'), Predict ('What will happen?') or Prescript ('What should happen?')”. Something like an “intelligent platform”, that...

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As the year comes to an end, we see more and more reviews analysis and forecasts for the year ahead. One of the outstanding ones is published by Forbes where they analyze “Four Key HR Trends To Watch In 2018”. In this forecast, Chee Tung Leong outlines “Shift from Employee Engagement to Employee Experience”; “Race to Digitalize HR”; “People Analytics Entering Organization Structures” and “The ‘Gig Economy’ Redefining the Workplace” we include Mental Fatigue as it is being monitored more and more in high-performance teams in all areas. In our view, the most significant one is the impact that People...

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“ 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,...

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