In this data-driven world, the need for goal-oriented analytics on people, processes, and roles is becoming ever more important.
Need analysis of people allows organizations to quickly find out who is non-compliant and in need of training and to make smarter hiring decisions, retain talent, create tailored learning strategies, and increase employee performance. The need analysis & decision-making task used to rely on managers’ instincts but, as these metrics become more vital, data science and machine learning have been leveraged to automate these outcomes and provide a more accurate representation.
With the emergence of many Learning & development players leading the charge on collecting such data, it is predictable that their learning platform is often held accountable for collecting, organizing, and providing deep insights on an organization’s people need analytics.
Learning platform providers offer various reporting features aimed at defining best practices for recruitment, learning, skill management and developing teams. But the next step for business analytics and people’s need analysis is to be combined to provide a complete picture of how a business is performing. This data helps organizations to then create, manage, and execute strategies based upon the business need and increase learning efficiency.
While many businesses may already have a strategy for their people analytics in place, it’s important to assess whether it is providing you value. Check out this eight-step process based upon the ‘The Eight Step Model’ to determine why you want to undertake this project in the first place, how it should be carried out, and what are the desired results: