How to use People Analytics for better Decision Making

Decision making has been a pet topic of leadership and management since last 5 decades.
There are many frameworks, tools and applications to aid decision making. With almost all transaction information available in real time Business leaders can take decisions seamlessly on a day-to-day basis.

Majority of the decisions are taken with a view of the strategic measures and business outcomes like Revenue, Cost, Productivity etc. But most of these decisions are based on Return on Capital Invested on assets like Cash, Building, Investments etc. People as assets have never been considered as a part of this Strategic Decision Making.

Research suggests that $1 invested in people leads to $13 returns.
Hence the emphasis on HR Analytics has shown a peak interest among the business leaders. But again they are basing their decisions on the lagging indicators of HR transactions data.
People data, I.e. the engagement information which impacts an individual, team or organisation, is dynamic in nature, real time in response and leading indicator of the Business health. 

This real time response helps to proactively address issues and prevent the failure of achievement of the business results.
People Analytics helps to:

1. Augment the Employee Engagement

2. Improve the overall organisation culture

3. Improves the chances of achievement of the designed strategy

4. Improves Customer Satisfaction

5. Reduces Burnout in Employees

6. Reduces Attrition

7. Achieve 3X time better stock performance as compared to competition

8. Higher Revenue / FTE

9. Better inclusiveness of Diversity and

10.Improves sustainability of the organisation.

Contact PeopleCube:+91- 8618208345 for India,

• 1 (424) 335–8777 for USA
• and +61 406 537 297 for Canberra, Australia
  Website : https://www.peoplecube.ai/
  Email : prahaladk@peoplecube.in

How to Measure Organisation Culture

Organisation Culture is the most sought after topic among CEOs and CHROs globally. Google trends shows that World wide interest has been reaching a peak of ‘100’ in the last 12 months.

How to Measure Organisation Culture

Even with this enormous interest and many players, consultants in this market, still Organisations are struggling to understand What is Org Culture? How to measure it? And how to Augment it?
Many have confused it with Engagement, though it’s just an outcome of the Culture. If Strategy is the Brain, Culture is the heart which is central to the running of the body both Physiologically and Emotionally. Engagement is how the Organs function based on the Oxygen supplied by the Heart and the Neurological directions given by the Brain.

So how do we measure Culture:

An incisive  way is capturing people data using a Organisational Culture Attribute Survey and analysing it. This gives an immediate understanding about the nature of Culture and how it impacts the business from achieving its objectives.

@PeopleCube.ai, Culture is measured in tandem with Engagement along various parameters and attributes. Each of these attributes have ‘statistical correlation’ of impact on the individual and the Organisation.

Culture is measured along 8 different attributes in alignment with the Business Strategy.
- Collaboration, Empowerment, Integrity, Leadership, Learning Organisation, Strategic Direction & Intent, Team Management and Work Ethos.

Based on the response, AI and predictive analytics tools help in identifying the right response and nudges to improve the existing Culture.

For further details on how we do it and a DEMO please visit www.peoplecube.ai.

How to Measure Employee Engagement - Peoplecube

EmployeeEngagement is the most sought after topic among CEOs and CHROs globally. Google trends show that interest has gone up from virtually ‘No-Interest’ to reaching a peak of ‘100’.

Even with this enormous interest and many players, consultants in this market, still Organisations are struggling to understand what is engagement? How to measure it? And how to Augment it?

Many have confused it with Culture, though Engagement is one of the outcome elements of it. Engagement is the action on the ground. Its the sum of all interactions based on the understanding of values, ethos, norms, and strategy.

So how do we measure it?

One way is to read the contents of the emails, chats and other communiqué emanating from the individuals and using an NLP algorithm to note the Tone and Degree of negativity or positivity in interactions. This, of course, can help to determine the Degree (# of negative tones / total tones) but is still inconclusive considering many modern offices use slang and cuss words casually in day to day interactions. Additionally less number of emails or more does not indicate less or more engagement. Since most interactions happen within the sphere of work, feedback gets limited to the inner circle and does not present a picture of their opinion about the Management and other entities.

The second way, which is more incisive in capturing people data and analyzing it, is to conduct an Organisation Network Analysis and or Engagement Attribute Survey. This gives an immediate understanding of the nature of Engagement and how it impacts the business from achieving its objectives.

@PeopleCube.ai, Engagement is measured in tandem with Culture along with various parameters and attributes. Each of these attributes has a ‘statistical cor-relation’ of impact on the individual and the Organisation.

Based on the response, AI and predictive analytics tools help in identifying the right response and nudges to improve the existing engagement.

For further details on how we do it and a DEMO please visit www.peoplecube.ai.

Contact PeopleCube:

Phone number is +91- 8618208345 for India,

• 1 (424) 335–8777 for USA
• and +61 406 537 297 for Canberra, Australia
  Website : https://www.peoplecube.ai/
  Email : prahaladk@peoplecube.in