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3 Tips for a New People Analytics Leader

Source | www.myhrfuture.com | Manpreet Randhawa

“Insight without outcome is simply overhead”

This statement perfectly summarises what each People Analytics team should be striving to achieve through the work that they carry out. While drawing insights for your stakeholders is incredibly important, if these insights do not result in action or outcomes then you’re simply not adding value.

This phrase was coined by Piyush Mathur, the Global Head of Workforce Analytics, Data Strategy and Governance at Johnson & Johnson, a recent guest on the Digital HR Leaders podcast hosted by David Green. Piyush and his team are helping to drive business outcomes at the same time as improving the employee experience of J&J’s 140,000 employees. Throughout the podcast they discuss a wide variety of topics from how to set up a people analytics function and engage stakeholders in the business, to examples of people analytics case studies at Johnson and Johnson and whether AI and Automation is a threat or an opportunity for HR. You can listen to the full podcast episode here.

This episode is a must listen for anyone in a workforce or people analytics role, HR and business professionals interested in how people data can drive business outcomes and CHROs looking to build or scale their people analytics capabilities.

In this extract taken from their conversation, Piyush and David discuss the three tips that new people analytics leaders should consider when building their People Analytics function. Having done exactly that for Johnson and Johnson, Piyush draws on his own experience.

Over the last five years we’ve witnessed a considerable shift in HR’s approach to data, and the need to become more business centric. It is fair to say that this shift

 

 

 

 

 

 

 

 

in mindset and the need to ground decision making in data, like other functions such as marketing and finance do, has led to an exponential growth in People Analytics (the practice of gathering and analysing workforce data to create insights that drive better decision making).

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Source
www.myhrfuture.com
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