What do assessments have to do with people analytics? Everything!
Assessments 2 People Analytics
Assessments deconstruct the personality layers. Together with a certified professional coach new baseline is created upon which to build your career, your team and your life.
They are also key to understanding what a good candidate for a position looks like. Through Job Benchmarking the desired competencies and behaviors against which candidates are assessed. Through objective hiring based on assessments a company can place people where they fit, improve engagement and increase performance.
When baselines for hiring and performance are established development plans and programs can be implemented and coaching, internal or external (link to , can help accelerate the process. In addition to accelerated development, this baseline will allow for the implementation of People Analytics.
Our Emotional Intelligence (EQ) assessment is based on a multi-dimensional view of EQ. Our EQ score is normed based on the standard bell curve, which results in 16 percent of individuals scoring “low,” 68 percent of individuals scoring “average” and 16 percent scoring “high.” Using test-retest reliability, all reliability estimates exceed the minimally acceptable level of .770, thus showing that our EQ assessments measure behavioral tendencies consistently and reliably.
People Analytics also known as talent analytics or HR analytics, refers to the method of analytics that can help managers and executives make decisions about their employees or workforce. When everything in HR is digital, prioritized and managed with data, HR can show where and how much it directly impacts strategic business goals.
Since the implementation of SaaS based Human Resource and Learning Systems there has been a flood of data available to HR leaders. What has been lacking is the knowledge to prioritize the data and build dashboards. In the past such analysis was used for cost justification for investment in systems. Historically less than 10% of the Global 2,000 utilized people analytics. Today, the number is approaching 70%. The demands of the millennial workforce, increasing speed of change and governmental regulations demand analytics.
Unlock the power of data and the people it represents
To unlock this power companies, need to expand the scope from traits like compensation, performance, learning, job candidates, recruitment, talent mobility, and organizational compliance to include the state of the employee including recognition, communications, teams, travel, location, wellbeing, management style, company culture and even trust.
One of the first studies in support of this expanded scope was Project Oxygen, initiated by Google in 2008. The 10 characteristics of a success manager from this study reveal the state of the employees view towards the manager.
Impact Coaches bring clarity to the state of employee