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Top 10 People Analytics Trends to Watch Out For in 2021



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September 28, 2021

People Analytics Trends

2020 brought drastic changes in our lives and businesses. The world of business changed due to the covid-19 pandemic. Industries were disrupted and restructured, and endless zoom meetings were conducted. After a turbulent year, 2021 has brought the time to heal and move past. The new year has renewed the interest in people analytics, which has gained steady importance over the past year. This article provides a list of the top people analytics trends that swiftly gaining momentum in 2021.

  • Greater emphasis on employee interest: Employee interest and experience have gained much importance over the past year. An employee’s reaction to their company throughout their entire lifecycle, including onboarding, training, performance, management, compensation, falls under employee interests and experience.
  • Upskill and re-skill: Employee skill development is one of the key people analytics trends in 2021. Since 2020 disrupted the entire work environment, companies made sure that the organizational objectives are carried out virtually, without any hindrances. People had to re-learn their computer skills and upgrade their knowledge to work remotely. Companies were focused on building digital competencies as an increasingly important goal.
  • Re-designing HR systems: Before the onset of covid-19, HR systems collected little information on employee-related issues. But post the onset of the pandemic, companies have integrated hi-tech systems to tackle employee grievances and complaints. These systems are either software-based or point-solutions that use regular surveys for daily employee experiences.
  • Emerging new leaders: People analytics are currently used to track talent and select new leaders. During the crisis, companies were forced to reckon the importance of leadership. Teams that had clear directions, a strong sense of collaboration, and trustworthy managers were able to easily slide into the changes and carry out the organizational objectives efficiently.

 

 

  • Deploying data analytics in strategic planning: 2020 forced companies to rethink their goals and plans with the generated data. The increased integration of data analytics in process planning is one of the most crucial trends in 2021. By identifying strategic priorities and leveraging predictive analytics, companies are boosting performances and profits.
  • Creating remote and hybrid workforces return-to-work plans: Organizations are flexible and are planning to take employee preferences to account about their opinions, whether they are favoring remote working or hybrid or returning to offices. People analytics should be looking at current and future working patterns and also consider the impact of distance working on organizational and cultural features.
  • Estimating success in DE&I: Diversity, equity, and inclusion has become a priority in the people analytics trends. People analytics can be used to set goals, make predictions, and produce results. There are several obvious benefits of collecting diversity and inclusion data. Companies that have access to reliable data on headcount and turnover can get a better estimation of success through DE&I. More advanced analytics methods can also be useful.
  • Expansion of people analytics beyond HR: Considering that we are undergoing an industrial revolution, it is evident that the role of HR is very important. They have to consider new ways of working and how they will affect productivity, innovation, and others. People analytics will help HRs to make data-induced decisions to support businesses and employees in the best way.
  • Using data translators: Data translators help people analytics to perform immediately and according to the ongoing value. Businesses must determine if the HRs have the proper resources, bandwidth, and training to take up critical tasks.
  • Visualizing the data: Storytelling with data is critical as employee behaviors are driven by different life factors like work challenges, personal issues, and mental health. Visualizing the data might help people analytics gain broader perspectives about employee-focused solutions for ongoing or upcoming challenges.

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