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People analytics have now truly arrived. HR departments realize that their future is dependent on their ability to harness people data and build predictive analytics models. This has led to a huge investment in analytics by HR vendors. Today, many companies are spending millions of dollars to consolidate HR platforms simply to better understand their people data.
While all this technological change has been occurring—taking us to the precipice of a major change in platforms (from cloud to mobile)—there has also been a major shift in business focus. Today, companies are far less focused on automating and integrating their talent practices. Instead, they are worried about employee engagement, teamwork, innovation, and collaboration. They want HR tech solutions that are engaging, useful, and productivity-oriented. Integrated talent management is still important, but it has become a “hygiene” problem. The real focus is on reinventing how people work; creating team-based tools for goal alignment and coaching; putting in place systems to provide feedback and measure engagement; and rethinking the way we measure performance, manage careers, and enable individual learning. Overall, we see this as a shift from the integrated talent management practices of the early 2000s to the people management concerns of today.
Leading companies are now reinventing the way they manage and measure performance, creating a more agile approach built around periodic check-ins; shared goals that are developed from the bottom up and transparent to the entire team; regular developmental conversations; and feedback that goes from employee to employee, employee to manager, and manager to employee. This new breed of feedback-rich, agile performance processes is sweeping across the business world, and over and over again we hear organizations ask, “Where are the tools to make this scale?” ONA is a growing trend in the field of People Analytics, especially around the concept of understanding Diversity and Inclusion, Innovation, as well as Employee Performance and motivations. In this network-driven age, leaders are increasingly focused on understanding relationships that drive behaviour and how that impacts the emotions and sentiment of the employees within an organization. ONA charts are useful for the company and HR specifically to understand the overall culture and engagement across and give points to launch programs and initiatives to drive adoption within those circles
