Organizations across Canada are experiencing major disruption as a revolution in the collection and analysis of data increases and becomes more sophisticated. While HR has been a little late to the digital party, HR leaders are catching up quickly as the C-suite’s demands for fact-based information increases. Getting up to speed on the latest developments in building an evidence-based HR practice and the supporting technologies, will help you make the most of future opportunities.
For many, this may involve a radical departure from traditional HR approaches. It requires a change in perspective, the acquisition and appreciation of new skills, and a cultural shift in HR.
In the last several years, interest in People Analytics has grown dramatically. For many, People Analytics remains a branch of a larger HR function that carries on with business as usual. What’s needed is consideration of insights from a broader range disciplines such as neuroscience, behavioural economics, marketing, as well as agile and design thinking. Drawing on relevant third party research, in addition to reliable internal People Analytics, offers a sound evidence-based foundation for People related decision making.
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