Throughout the progress of business management and organisation, understanding both human and technological resources has provided greater insight into how people as important business proponents interact with one another, technological and capital assets, clients, and business procedure and goals. People analytics encapsulates this data and goal driven analysis of the processes, functions, obstacles, and opportunities faced by people in a work environment. This field is targeted towards not only better understanding people in the workplace, but also better managing human resources towards the goals of business output and client satisfaction.
Also known as HR analytics, people analytics is an area that is undoubtedly facing a lot of potential innovation with the rising technological implementations of the 21st century. Apart from the obvious increase in efficiency towards data reception, analyses, and data driven environment execution, the rise of AI and Machine Learning (ML) as proponents of smart automation shows a lot of promise for People Analytics. The focus of this field is turning not simply towards prediction and ethics of data analysis of human factors and responses, but quite importantly the concern of individual and personal data and the ethics surrounding its analysis. Considering both workplace related legislation and regulation as well as the interactions of employees amongst themselves and with organisation assets, people analytics has provided insight into how individual interactions have transformed the nature of global organisations. In light of both ethical procedure and the pandemic conditions, the implementation of People Analytics in recent business studies has revealed as to how individual employee interactions manifest in other individuals and through current digital conduits, have resulted in global corporations being more segmented and agile.
As we consider the future of this field, People Analytics reveals how individual interactions through their impact on both an employee themselves and their surrounding individuals and assets, leads us to a more flexible and digital workplace definition which must be balanced. It is important to use this data to also predict the threshold for agility and digital usage, so as to prevent an excess towards either digital and individual fatigue or collective but rigid authoritarianism, and free up the potential of revolutionising the impact of people in the businesses of tomorrow.
On this note, Group Futurista excitedly announces its upcoming virtual summit: ‘Future of People Analytics for Businesses.’
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