More powerful than ever, analytics has helped the work of HR more agile and efficient, generating a great result. Yet, the presence of COVID-19 crisis has inundated people’s analytics teams. Much of the work that people analytics teams should do in the early part of a crisis is to make sure that public health data is integrated into HR dashboards to support employees, allocating HR to source, focus, and measure the impact of the pandemic to their organisation. The integration is also needed for the HR team to plan ahead for any unexpected measurements.
People analytics teams are also busily helping HR teams manage employee wellbeing, workforce planning, return to office arrangements, business continuity and understanding the full impact of remote working on some areas, including collaboration, productivity and burnout. Further, the Coronavirus crisis has created an increasingly complex profession due to the shift to the new normal. There is a need to plan new skills/tasks from jobs that have already been complicated by COVID-19. The post-pandemic workplace will hardly look like the one we left behind, meaning our work now can be the work setting of the future.
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Stacia Sherman Garr and Priyanka Mehrotra on PAFOW Europe Online event shared that maintaining the momentum of people analytics in the face of a crisis is overwhelming. Businesses should apply a full force of business intelligence used by analytics teams to help navigate business growth.
However, the data showed that 81 percent of HR people analytics leaders said their people analytics projects are jeopardized by ethical or privacy concerns, where company ethics are also 3 times more likely to drive trust for a company. Mehrotra also wrote that there is only about 20 percent of people analytics teams that have tools to fully meet their needs amidst the crisis. Other 71 percent respondents cited the tools partially fit their purposes, while 3 percent cited the tools do not fit their purpose at all.
Experts on PAFOW event emphasised that despite all the measurement and initial responses, what people analytics teams should greatly focus is to prioritise employee engagement and experience. Working from home for a few weeks is not for everyone. Especially young generations who are newly involved in the workforce, working from home could make them less and less interested in what they are doing, resulting in low productivity and turnover. Employers cannot lose more talents when they already lose too many. This means areas, such as communication, transparency, well-being, collaboration and productivity, should be immensely overlooked. And maintaining a connection in the age of social distancing should be included in the relationship analytics which should be compiled within HR agendas.
Read also: Improving People Analytics with IMPACT Framework