But how about the behaviours and attitudes of the people in your IT team?
How about linking attributes like these to performance in achieving IT objectives and business goals?
Before you dismiss these ideas as “just HR stuff”, you might want to check out the following trends that could make this kind of people analysis directly relevant to IT, in more ways than one.
The human resources department has always collected data on employees, such as demographics, skills, absences, attendance records, and so on.
The IT department has most likely provided or managed the storage and processing facilities for such HR data.
The change now is in the way such data can be extended (think new survey methods on engagement, social network input on employee sentiment) and analysed to reveal patterns and trends that are correlated with business performance.
These HR analytics are starting to make their way out of the domain of HR, and into other parts of the business such as finance, marketing, and operations.
As they do so, they sometimes change their name too, becoming “people analytics”.
The IT department’s role in the matter can then take two forms:
- An end-user of people analytics, for improving management of what is probably the most valuable and the most expensive asset in the IT department, meaning its people.
- An expert counsellor to other departments about which people analytics solution to use (cloud solutions are available), data sources and preparation, and data security and privacy requirements.
Use of HR analytics and people analytics is still relatively low.
Recent estimates suggest that over 90% of businesses have yet to follow the example of certain high-profile companies like Google and Tesla.
But if your CEO, CFO, CMO or COO starts getting excited about people analytics, it could be a good time to start getting some for your own IT asset management as well.