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BENEFITS OF DOCUMENT
People Analytics Driven Business Growth PPT
1. What is People Analytics
2. Six Common Uses For People Analytics
3. Benefits of People Analytics
4. People Analytics Strategy
5. A Guide to Implementing People Analytics
6. Step 1. Choose Metrics and KPIs to Monitor and Predict
7. Step 2. Define Data Sources
8. Step 3. Decide on a Tool: Off-The-Shelf or Custom
9. Step 4. Three Key Level to Choose the People Analytics Tools
10. Step 5. Set Up Data Infrastructure
11. Step 6. Build a Predictive Model
12. Step 7. Develop UI of a Solution
13. Step 8. Train Employees on How to Use The System
14. ETL (Extract, Transform, Load) and a Data Warehouse
15. Three Key People Analytics Trends
16. Transforming What HR Is and Does
17. Transforming HR business interactions.
18. Transforming the HR-employee relationship
19. The Process of People Analytics
People analytics is the collection and application of people and business data to important business decisions. With a strong people analytics strategy, you can uncover deep insights about your talent to make better business decisions. Insights that help you attract and retain top talent, boost engagement, and motivate performance.
Building an effective people analytics strategy can seem intimidating. But when you leverage the right process, you'll uncover key insights that are critical to strategic decision making. Here's how forward-thinking business leaders are shaping their people analytics strategy.
For your people analytics strategy to be worthwhile, you have to outline what realistic business goals you want to achieve. Without a business problem that needs solving or an opportunity that you want to uncover, your resources will go to waste.
A people analytics strategy can have a huge impact on retention, employee engagement, productivity, and hiring. And if you struggle in any of these areas, people analytics can serve as a tool to uncover insight, discover opportunities, and prompt the right action toward your goals.
Leaders need to create clarity around their data sources. Without clear, effective sources, you simply won't be able to uncover the insights that you need. Luckily, once you understand which data sources are available, you're on the right path toward discovering valuable employee insight. But until you assess and eliminate your data gaps, your insights won't be complete.
Data gaps happen when you don't gather the full scope of employee information. These gaps are all about the data that you don't have, but hope to collect. When you only focus on the data you do have, it's easy to miss out on opportunities. That's why leveraging many types of data sources helps you avoid data gaps and capture comprehensive insight about your people.
The right technology can streamline and support your people analytics strategy. When you have little experience collecting, analyzing, and interpreting data, your data integrity can suffer and your findings will be less reliable. Plus, without the ability to connect your data to business outcomes and take the right action, your data is useless.
That's why successful leaders are leveraging a people analytics platform that helps them gather, understand, and take action on their people data. In fact, high performing organizations are 2x more likely to use people analytics software than low performing organizations.
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Source: Best Practices in Analytics PowerPoint Slides: People Analytics Driven Business Growth PowerPoint (PPTX) Presentation, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 169 additional documents on Flevy.
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
File Type: PowerPoint (pptx)
File Size: 7 MB
Number of Slides: 52 (includes cover, transition, & marketing slides)
Related Topic(s): Analytics
Purchase includes lifetime product updates. After your purchase, you will receive an email to download this document.
This product contains a supplemental DOCX document.
Initial upload date (first version): Nov 13, 2022
Most recent version published: Nov 13, 2022
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