People Analytics: an ally in people management

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People management is a crucial aspect of managing an organization. It is in this sensitive area, which involves people and their professional and personal lives, which involves human assets, that analyses and decisions must follow the most human approach possible. This collection and analysis of data inherent to people management is now recognized as People Analytics, a method that makes the Human Resources area more strategic, optimizing processes, reducing turnover and increasing talent attraction.

People-centered management
This maxim of prioritizing employees is essential for building a People-first organization and for organizations to align themselves with the Human Age , the era we live in that is defined by placing the focus on employees and considering them the main differentiating factor between organizations and the main lever for economic growth.

The challenges
However, we cannot ignore the rest of the current context and other trends in iran whatsapp number database area of ​​people management. We live in an increasingly competitive environment, in which companies face clear difficulties in attracting, recruiting and retaining the best talent. We live in a time when remote work is expanding and more and more companies are adopting hybrid systems and investing in a full remote approach .

The opportunities
On the other hand, we no longer live in a time when decisions and investments are made based on perceptions or sensitivities. We live in a time when decisions must be increasingly informed, supported and based on data that is organized and contextualized to the reality of each organization, its sector of activity, the economy in which it operates, and also its global positioning. This data, when properly processed, also allows us to anticipate problems, increase productivity and increase employee satisfaction and, as a consequence, their commitment to the organization.

Why should you invest in people-first management?
Given all the changes that companies have faced in recent years, given all the transformation of processes and demands from everyone involved, there are essentially two options: remain still and keep everything exactly as before or invest in transformation.

The first option will make the organization less productive, less attractive for attracting and retaining talent, leading to a loss of competitiveness. Thus, the competitiveness and viability of organizations depend on their ability to reinvent and transform themselves, and this transformation process will be based on three pillars: process automation, focus on employee experience and the use of Analytics, which includes People Analytics.