This is very much in line with the first question, which is “What is people analytics and its relevance today”.
The first step is always to create the need and belief in the organization and management about the “Need” of people analytics.
The second is generating Relevance and areas of application
Third is to put right tools and design to gather right data sources
And so on…!!!
Lett me tell you, the most important is the starting point. Once we have a conviction - rest all automatically falls in place, because the value addition due to people analytics is like the catalyst to drive people analytics.
Also - please be reminded that people analytics requires constant learning and flexibility because the need and technology is changing at a phenomenal pace.
This is going to be one of the most needed function in HR. As the resources will be limited and mundane task will be automated going forward, it will become more and more important to do intelligent utilization of resources.
Hence people analytics will become the most important and competitive differentiator.
People analytics requires constant learning and flexibility because the need and technology is changing at a phenomenal pace. We will have to continuously learn and be on the edge.
Thank you so much, Mr. Ashutosh ( especially for extending to address so many user queries after the scheduled session time) You are awesome!
It was very insightful, informative, and knowledgeable for all. It was indeed a great session with an abundance of knowledge on people analytics. Thank you for creating an amazing experience for our members.
Community members, in case there are any unanswered questions, please post it in the thread or in the community directly, and our experts will guide you with your doubts.
We are thankful to each and every one who attended, liked, and viewed the session.
So, we are now coming to a close to this edition of LIVE discussion with the expert on the greytHR community. This thread will always be available for reference.