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Better People Analytics: Measure Who They Know, Not Just Who They Are
內容大綱
Lately, people analytics--using statistical insights from employee data to manage talent--has gotten a lot of hype and even won mainstream acceptance. Yet most firms lack an understanding of which talent dimensions drive performance in their organizations. Why? Their analytics examine only the "attributes" of employees, when people's "interactions" are equally, if not more, telling. Research shows that a lot of employees' success can be explained by their relationships--something that's the focus of a new discipline, "relational analytics." The key is finding "structural signatures": patterns in social networks that predict who will have good ideas, which employees have the most influence (it's not senior leaders), which teams will be efficient, which will innovate best, where silos exist, and which employees firms can't afford to lose. This article describes what indicators to watch for and how most firms already have the raw material they need to build relational analytics models: the "digital exhaust" from their internal communications.