The Power of Advanced People Analytics
Insights by Jaen Beelders and Mandisi Dube

Advanced people analytics can revolutionise how organisations identify, attract, develop, and retain talent. Despite this potential, many companies still rely on instinct and intuition for these decisions. People analytics empowers managers and senior talent leaders to leverage data, increasing rigour, reducing bias, and improving performance. By harnessing big data, machine learning, and predictive analytics, companies can make informed decisions, enhance employee engagement, and drive overall business success.

This article explores the benefits and transformative potential of advanced people analytics, focusing on its ability to predict employee behaviour and its implications for organisational success.

Predictive Insights into Employee Behaviour

One of the most significant advancements in people analytics is the ability to measure and predict employee behaviour. By analysing data from various sources such as employee indicators, performance patterns, and company results, businesses can identify trends that offer valuable insights into employee decision-making processes, actions, and preferences.

9 Use Cases for Advanced People Analytics

1. Enhanced Talent Acquisition and Retention
   Advanced people analytics can significantly improve the recruitment process. By analysing historical data and identifying patterns, companies can predict which candidates are likely to be the best fit for the organisation. This streamlines the hiring process and increases retention. For example, Google uses algorithms to predict which candidates are most likely to succeed and stay with the company long-term.

2. Improved Employee Engagement and Satisfaction
   Understanding what drives employee satisfaction is crucial for maintaining a motivated and productive workforce. People analytics can identify factors that contribute to employee engagement and help HR develop targeted interventions. Microsoft, for example, uses sentiment analysis on employee feedback to gauge morale and implement changes.

3. Optimised Workforce Planning
   Effective workforce planning ensures that an organisation has the right number of employees with the right skills at the right time. Advanced analytics can forecast future workforce needs based on business goals and market trends. IBM’s Watson helps predict staffing needs and identify skill gaps.

4. Enhanced Diversity and Inclusion
   People analytics can uncover biases in hiring, promotions, and other HR processes. By analysing demographic data, companies can implement strategies to promote a more inclusive workplace. Intel, for instance, uses data analytics to track diversity metrics and ensure equal opportunities for all employees.

5. Informed Decision-Making
   Data-driven decision-making is at the heart of advanced people analytics. By providing insights into various aspects of employee behaviour and organisational dynamics, analytics enable HR professionals to make informed decisions that align with business objectives.

6. Predicting Employee Turnover
   High turnover rates can be costly and disruptive. Predictive analytics can identify employees who are at risk of leaving by analysing factors such as job satisfaction and performance metrics. SAS uses predictive modelling to forecast turnover risk and develop retention strategies tailored to individual employees.

7. Forecasting Performance and Productivity
   Predictive analytics can help organisations identify high-potential employees and forecast their future performance. General Electric (GE) uses predictive analytics to assess employee performance and identify those likely to excel in leadership roles.

8. Anticipating Training and Development Needs
   Predictive analytics can identify emerging skill gaps and recommend training programmes to address them. Accenture uses advanced analytics to predict future skill requirements and design relevant training initiatives.

9. Mitigating Workplace Issues
   Predictive analytics can identify potential workplace issues such as conflicts, burnout, or absenteeism. Deloitte uses predictive models to detect early signs of burnout and implement measures to support employee well-being.

How ChatGPT Can Assist HR Professionals with Advanced People Analytics

ChatGPT provides substantial support to HR professionals in harnessing advanced people analytics. It helps identify trends, generate insights, and predict outcomes by processing vast amounts of data, ultimately enhancing decision-making processes.

Specific Uses of ChatGPT for HR Professionals:

• Data Analysis and Interpretation: ChatGPT can analyse complex datasets to identify patterns and trends in employee behaviour, performance, and engagement.
• Reporting and Documentation: ChatGPT can draft detailed reports based on analytical findings, including visualisations and summaries.
• Predictive Modelling: Assists in creating predictive models that forecast employee turnover and performance.
• Personalised Communication: Helps create personalised messages for engagement surveys, performance feedback, and training recommendations.
• Automating Routine Tasks: Automates repetitive data analysis tasks, freeing up HR professionals for more strategic activities.
• Training and Development Needs: Identifies emerging skill gaps and recommends training programmes.
• Sentiment Analysis: Analyses employee feedback and sentiment to understand overall morale.

Conclusion

Advanced people analytics is transforming how organisations manage their human capital. By leveraging data-driven insights, companies can enhance talent acquisition, improve employee engagement, optimise workforce planning, promote diversity and inclusion, and make informed decisions. The predictive power of analytics is revolutionary, enabling organisations to anticipate and address potential issues before they arise. As technology advances, the role of people analytics in driving organisational success will continue to grow.

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About the Authors

Mandisi Dube
B. Comm Financial Management Honours, Reward Administrator (Sara), Client Executive at 21st Century
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Jaen Beelders
MComm Industrial Psychology, Executive Director of 21st Century Analytics
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

About 21st Century

21st Century is one of the largest Business and People Solutions consultancies in Africa, specialising in sustainable business solutions underpinned by exceptional analytics and research capabilities. Visit: www.21century.co.za or contact Craig Raath at This email address is being protected from spambots. You need JavaScript enabled to view it..

Total Words: 947