The #futureofwork is constantly evolving as new technologies, economic trends, and social changes shape the way we #work. We have seen an unprecedented acceleration on account of the recent pandemic and its aftereffects. Increased #remote & #hybrid work, Increased focus on employee #mentalhealth, recognizing #diversity as a business imperative, outcome-based #performancemanagement, focus on #employeeexperience, #quietquitting and quiet #hiring are some of the visible trends across the industry and the globe.
The future of work trends is increasingly intertwined with the development of #peopleanalytics. People analytics is on top of CHRO’s agenda with greater investment in tools & technology and the number of dedicated professionals. People analytics has the power to revolutionize the future of work by improving fact-based and data-driven #decisionmaking processes. Modern #dataanalytics is an essential part of #talentmanagement. People analytics techniques can help us predict #employee behaviour and allow #leaders to make better, #datadrivendecisions.
Some of how people analytics is likely to shape the future of work include:
1. Managing Hybrid and remote work: Analytics like Organizational Network Analysis (ONA) can help map the informal flow of work thereby helping plan and schedule workplace rosters to enhance cross-function #collaboration.
2. Improved #hiring practices: People analytics can help organizations identify the most qualified candidates for a given role and make more informed hiring decisions. This can lead to improved retention rates and higher #jobsatisfaction among employees.
3. Enhanced employee experience: By analyzing employee behaviour and preferences data, organizations can gain insights into what motivates and engages their #workforce. Frequent employee pulse and sentiment analysis can help ‘Listen’ to the employees’ sentiments continuously. This insight can help an organization tailor its approach to employee experience and create a more positive work environment.
4. Better performance management: People analytics can help organizations track employee performance more accurately and objectively. This can help #managers move to an outcome-based system. Managers can also identify areas where employees need additional support or #training and improve overall performance.
5. More effective workforce planning: By analyzing data on employee turnover, demographics, and skills, organizations can better anticipate and plan for changes in their workforce. This can help them avoid talent shortages and ensure that they have the right people in the right roles.
The future of work is likely to be heavily influenced using people analytics. As organizations become more data-driven and technology-enabled, they are increasingly using data to make decisions about everything from hiring and performance management to #employeeengagement and retention.
Agile organizations make it easier for leaders to learn and adjust according to dynamic business challenges. If looked at as opportunities, any disruption can be made into a lasting and positive change to the business. Have you thought about the techniques to leverage people analytics to power the future of work for an organization?
Refer to a panel discussion on People Analytics & Future of Work