It has also been found in the results of a PwC human

resources survey that 82% of HR personnel struggle with
adoption challenges, most of which can be linked back to
the planning phases. 
This is why it becomes absolutely essential for organisations to invest time and energy to ensure
that the planning phase happens smoothly. Processes are an integral part of ensuring that
systems operate with efficiency and adds value to the organisation and business goals at large.
For companies to truly reap the benefits of people analytics, their employees must be on board
with not just the plan but truly understand the intentions behind having this intrinsic, cumulative
data system in place.
Some of the key steps that becomes critical to influence the digital readiness of employees
towards the usage of people analytics are as follows:

Conversations centering on purpose and goal alignment: 

Implementing a business case for people analytics is what happens even before the planning
and implementation phase and largely concerns the leadership. But it is equally important to
have that conversation with your employees as well because they will be the ones most
interacting with the systems that will record their data and translate them into key organisational
trends.
They must understand the purpose behind why this data is being recorded, how it will serve the
business purpose and what benefits the company expects. Goal alignment is also a critical part
of this conversation. If employees have to adapt their processes to the new software in place,
they need to recognise how it aligns with the business goals as well as their own professional
goals. 

Reassuring against data security risk:

Security concerns are an inevitable part of the process of implementing people analytics. And
employees are right to be concerned about it because vast amounts of sensitive information
regarding their day to day tasks and responsibilities will be now made accessible to others. What
then becomes urgent is to have a strong cybersecurity system in place along with having
transparency regarding who gets access to the data.
There needs to be the right balance in implementing a data culture within any organisation.
Although data must be transparent, what data gets made transparent is the question that
businesses need to answer. There are two reasons for this: one is to prevent employees from an
information overload, and the second is to maintain relevance. Every kind of data insight will not
be relevant to every employee so accordingly these decisions need to be made to ensure a
‘tailored ease of access’ as spoken about by Abbas Jalis Rizvi, Head of Workforce Planning &
Analytics-SEA, Oceania and India, Ericsson. 

Implementing solutions for overcoming digital skill gaps:

With digital skill gaps still a pressing challenge for organisations as they urgently seek to hire
digital talent, implementing people analytics as a practice and software will have its share of
challenges. This will negatively impact the digital readiness of employees as well. So one of the
things that needs to be done is to upskill your employees digitally so that they can become
comfortable with people analytics. This sense of comfort is important because it allows them to
actively participate in the process of data collection and data management for a business
purpose. And it also increases the chances of utilising the real value of the software system in
place, to ensure that it truly serves its purpose. 

Having  a synchronised platform in place: 

Another cause for concern is the presence of multiple platforms for data collection. This
synchronisation of data from disparate sources also impacts data mining and the insights
gathered. To ensure quality and efficiency plus ease of operations, it is best that organisations
have a singular system in place that can collect data from multiple HR functions. With AKRIVIA
HCM, organisations have the benefit of a singular platform that takes care of all data which has
to do with the employee life cycle. Through their software, all this data will be translated into key
insights that will drive business and people-centred decisions at the workplace. 
Digital readiness is an important part of the journey of implementing people analytics and it
requires careful attention. Ensuring that the processes flow smoothly and your people are ready
to take on the system will play a fundamental role in truly reaping the benefits of the software.
We know the advantages of people analytics, now it's time to ensure that our people and
processes are ready for it. 

Topics: Technology, HR Analytics, Skilling, #HRTech, #DigitallyEmpowered