Digital transformation is the buzzword affecting all sorts of companies. This is not a matter of concern at older, established companies, but also at digital native startups or unicorns. A perfect example of the latter is Uber which ahs moved on from being a taxi aggregator to a robotics lab looking to build self-driving cars. The term transformation is too vast, but one of the biggest impacts is on the people. That is why people analytics has developed as a unique field encompassing the tracking and analysis of data about traits, human behaviours and relationships. It seeks to displace anecdotal evidence, risk avoidance and hierarchy with data-backed business analytics, experimental research and forecasting. Microsoft’s Workplace Analytics division is a clear example of this drive. This team develops a baseline around which the efficiency of workers to adapt gets quantified. Traditional talent management techniques revolved around top-down strategic transformation. But in this evolved bottom-up cultural transformation, the how of things is given greater importance to the what. Tools have also been developed by Microsoft to monitor employee burnout. But ultimately it is not about the data presentation through charts or simply having more of this, but about the insights gleaned as best done by the people analytics field.


Uploaded Date:01 June 2018

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