Why HR Needs to Get to Grips with People Analytics
Traditionally in HR, the unit of measure for every transaction is a person; which has resulted in focus being on the individual rather than the broader picture. Those days are behind us. The best-performing companies put people data at the heart of their HR decisions.
While people analytics leaders and those implementing analytics initiatives currently tend to come from outside of HR – from Finance or IT who have an HR mindset or skills – there is still a strong need for HR background in order to understand all the processes, as well as having the soft skills.
Our guest in episode 4 joined Protective Life to help them build data-driven capabilities in their HR dept and take their performance to new levels. Matthew Hamilton is Head of HR Strategy and People Analytics at ProtectiveLife.
Matthew is a West Point and MIT graduate with over 20 years of experience leading diverse teams in financial services, manufacturing, and the military. He is passionate about building data-driven cultures and helping leaders to uncover human capital insights and ultimately make better people decisions.
Listen to Episode 4 and Learn:
- The growing need for a shared language across Human Resources and why is it important for HR to have data-driven and analytical skills
- Are data analysis skills are more important than ‘traditional’ HR knowledge?
- Use Case: As Head of HR Strategy and People Analytics at ProtectiveLife, what are the 3 most important metrics Matthew looks at when assessing employee and team performance?
Check out the new podcast and watch out for new interviews, panels, and discussions almost every week!
Want to be a guest on a future episode or have questions about the content we create for the HR and leadership communities? Contact me at firstname.lastname@example.org.