{"id":8443,"date":"2024-04-09T14:37:37","date_gmt":"2024-04-09T14:37:37","guid":{"rendered":"https:\/\/phcsoftware.com\/es\/artigo\/people-analytics-medir-para-gestionar\/"},"modified":"2024-04-09T14:37:37","modified_gmt":"2024-04-09T14:37:37","slug":"people-analytics-medir-para-gestionar","status":"publish","type":"artigo","link":"https:\/\/phcsoftware.com\/es\/artigo\/people-analytics-medir-para-gestionar\/","title":{"rendered":"People analytics, medir para gestionar: \u00bfc\u00f3mo identificar outliers?"},"content":{"rendered":"[vc_row type=\u00bbin_container\u00bb full_screen_row_position=\u00bbmiddle\u00bb column_margin=\u00bbdefault\u00bb equal_height=\u00bbyes\u00bb content_placement=\u00bbmiddle\u00bb column_direction=\u00bbdefault\u00bb column_direction_tablet=\u00bbdefault\u00bb column_direction_phone=\u00bbdefault\u00bb bg_image=\u00bbhttps:\/\/phcsoftware.com\/pt\/wp-content\/uploads\/sites\/3\/2024\/03\/pessoas_produtividade.jpg\u00bb bg_position=\u00bbleft top\u00bb background_image_loading=\u00bbdefault\u00bb bg_repeat=\u00bbno-repeat\u00bb scene_position=\u00bbcenter\u00bb top_padding=\u00bb7%\u00bb constrain_group_1=\u00bbyes\u00bb bottom_padding=\u00bb7%\u00bb left_padding_desktop=\u00bb5%\u00bb constrain_group_2=\u00bbyes\u00bb right_padding_desktop=\u00bb5%\u00bb right_margin=\u00bb0&#8243; 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background_hover_color_opacity=\u00bb1&#8243; column_backdrop_filter=\u00bbnone\u00bb column_shadow=\u00bbnone\u00bb column_border_radius=\u00bbnone\u00bb column_link_target=\u00bb_self\u00bb overflow=\u00bbvisible\u00bb gradient_direction=\u00bbleft_to_right\u00bb overlay_strength=\u00bb0.3&#8243; width=\u00bb1\/1&#8243; tablet_width_inherit=\u00bbdefault\u00bb animation_type=\u00bbdefault\u00bb bg_image_animation=\u00bbnone\u00bb border_type=\u00bbsimple\u00bb column_border_width=\u00bbnone\u00bb column_border_style=\u00bbsolid\u00bb column_padding_type=\u00bbdefault\u00bb gradient_type=\u00bbdefault\u00bb][vc_column_text]27 de Octubre 2023[\/vc_column_text][vc_column_text]Tiempo de lectura: 5min[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][divider line_type=\u00bbNo Line\u00bb custom_height=\u00bb25px\u00bb][vc_column_text]<p><\/p>\n\n\n<\/p>\n<p>El mundo del an\u00e1lisis de datos ha llegado a la gesti\u00f3n de personas, datos que llamamos <i>people analytics. <\/i><\/p>\n<p>M\u00e1s que meras opiniones subjetivas, los directivos de hoy necesitan objetividad. Por ello, la anal\u00edtica de datos aplicada a la gesti\u00f3n de personas, proporciona una toma de decisiones m\u00e1s incisiva.<\/p>\n<p>Tambi\u00e9n garantiza un seguimiento minucioso de los trabajadores, para que los directivos sepan siempre d\u00f3nde, cu\u00e1ndo y c\u00f3mo actuar.<\/p>\n<p>Pero atenci\u00f3n: disponer de buenos datos requiere trabajo y esa es una de las razones por las que se retrasa la adopci\u00f3n de este tipo de an\u00e1lisis. Sin embargo, son muchas las ventajas que aportan a las empresas:<\/p>\n<ul>\n<li><b>Capacidad de decisi\u00f3n y precisi\u00f3n<\/b>\u202f\u2013 tomar decisiones m\u00e1s asertivas en la gesti\u00f3n de los trabajadores, basadas en datos y n\u00fameros \u2013 y no solo en la intuici\u00f3n \u2013 con ventajas de gastos, productividad o\u202fengagement;<\/li>\n<li><b>Revelar aquello que est\u00e1 escondido<\/b>\u202f\u2013 es frecuente que los datos a\u00f1adidos revelen informaci\u00f3n que estaba escondida hasta ahora;<\/li>\n<li><b>Ayudar a los RH en su papel estrat\u00e9gico<\/b>\u202f\u2013 al establecer sus decisiones y consejos en m\u00e1s an\u00e1lisis de datos, los equipos se posicionan de forma sustentada y dan un car\u00e1cter m\u00e1s cient\u00edfico a su funci\u00f3n;<\/li>\n<li><b>Anticipaci\u00f3n de varias situaciones\u202f<\/b>\u2013 la capacidad de hacer un an\u00e1lisis predictiva basado en datos permite anticipar, por ejemplo, los trabajadores en riesgo de salida o los l\u00edderes menos eficaces;<\/li>\n<li><b>Medir el impacto de las acciones<\/b> \u2013 conseguir medir los impactos y la eficiencia de las acciones implementadas, abre nuevas perspectivas no solo en la gesti\u00f3n de personas sino tambi\u00e9n en la estrategia de la empresa.<\/li>\n<\/ul>\n<p>La acelerada digitalizaci\u00f3n de las empresas ha tra\u00eddo consigo una enorme cantidad de datos. Sin embargo, el an\u00e1lisis de los datos es de poca o ninguna utilidad si el software no puede convertirlos en informaci\u00f3n.<\/p>\n<p>Decisiones anticipadas son decisiones m\u00e1s acertadas<\/p>\n<p>M\u00e1s que un sencillo an\u00e1lisis de datos, el people analytics es un nuevo enfoque de la gesti\u00f3n integrada de personas en una empresa.<\/p>\n<p>Mucho m\u00e1s que procesar salarios, el Human Capital Management es un modelo que pretende alinear la tecnolog\u00eda con los talentos de la organizaci\u00f3n para obtener una rentabilidad m\u00e1s precisa del negocio.<\/p>\n<p>Hoy en d\u00eda, los directivos necesitan tener una visi\u00f3n panor\u00e1mica de la empresa que contemple todas las fases del viaje del trabajador y se base en cuatro pilares cruciales que, al mismo tiempo, contribuyan a diferenciar las simples soluciones de recursos humanos disponibles en el mercado.<\/p>\n<p><img decoding=\"async\" src=\"https:\/\/phcsoftware.es\/wp-content\/uploads\/2022\/11\/HCM-ES-VF-scaled-1.jpg\" alt=\"People analytics\"><\/p>\n<p>Los datos son inherentes al mundo digital y una de las consecuencias directas de este proceso de digitalizaci\u00f3n masiva es la posibilidad que tienen las empresas de mejorar sus procesos productivos, ser m\u00e1s eficientes a nivel empresarial, automatizar funciones operativas y rutinarias a trav\u00e9s del an\u00e1lisis minucioso de la informaci\u00f3n de cada empresa en particular.<\/p>\n<p>Para construir un buen sistema de an\u00e1lisis de personas es importante tener en cuenta algunos detalles que den consistencia al an\u00e1lisis de su empresa:<\/p>\n<ol>\n<li>\n<p><strong>Recolecci\u00f3n de datos <\/strong><\/p>\n<p>Este es el momento de recoger todos los datos e informaciones que se analizar\u00e1n posteriormente por el m\u00e9todo de\u202f<i>people analytics<\/i>\u202f\u2013 datos de las redes sociales, de las b\u00fasquedas realizadas dentro de la empresa y con candidatos, entre otros.<\/p>\n<\/li>\n<li>\n<p><strong> C\u00e1lculo <\/strong><\/p>\n<p>El c\u00e1lculo es el momento de an\u00e1lisis de todos los datos recogidos: cuanto m\u00e1s variados sean los datos disponibles, m\u00e1s amplias ser\u00e1n las posibilidades de an\u00e1lisis. En esta etapa, es posible descubrir las respuestas para todas las preguntas relevantes.<\/p>\n<\/li>\n<li>\n<p><strong> An\u00e1lisis <\/strong><\/p>\n<p>Aqu\u00ed, las ventajas de\u202f<i>people analytics\u202f<\/i>muestran su potencial para revolucionar la gesti\u00f3n de personas de la empresa. A partir de los datos analizados y de las respuestas a los c\u00e1lculos realizados anteriormente, se toman las mejores decisiones.<\/p>\n<\/li>\n<li>\n<p><strong> Modelado <\/strong><\/p>\n<p>Es cuando los datos, las variables, los n\u00fameros y las b\u00fasquedas recogidas se cruzan. Por ejemplo, a trav\u00e9s del modelado de los datos se puede descubrir la correlaci\u00f3n entre la escolaridad de los trabajadores y las promociones que reciben.<\/p>\n<\/li>\n<\/ol>\n<p>Estos an\u00e1lisis deben estar presentes en todos los momentos del ciclo de vida del trabajador. Sin embargo, <i>people analytics<\/i> es un mundo que no ha hecho m\u00e1s que empezar, hay algunas tendencias importantes que ya est\u00e1n surgiendo en el mercado, como el an\u00e1lisis a tiempo real, an\u00e1lisis de redes organizativas, <i>machine learning,<\/i> la Inteligencia Artificial.<\/p>\n<p>\u00bfSab\u00edas que, seg\u00fan el IIRH -Instituto de Informaci\u00f3n de Recursos Humanos-, solo el 31% de las empresas que est\u00e1n realizando su transici\u00f3n digital est\u00e1n digitalizando su \u00e1rea de people analytics?<\/p>\n<p>En relaci\u00f3n con los datos, es importante no olvidar el cuidado con la transparencia en la recogida y autorizaci\u00f3n de su tratamiento.<\/p><p><br><\/p>\n<p><\/p>\n<h2><b>Supertalentos y trabajadores t\u00f3xicos: descubra las diferencias<\/b><\/h2>\n<h4>Cada trabajador tiene sus propias necesidades espec\u00edficas.<\/h4>\n<p>Sin embargo, identificar el potencial de los trabajadores no es una tarea f\u00e1cil. Entre otras cosas, porque la gesti\u00f3n de las personas no debe centrarse \u00fanicamente en el rendimiento, una tendencia que est\u00e1 ganando a\u00fan m\u00e1s fuerza en la era digital.<\/p>\n<p>Tan importante como construir y retener el talento es poder evitar al mismo tiempo los riesgos que un trabajador t\u00f3xico puede tener en la organizaci\u00f3n, facilitando la p\u00e9rdida de <a href=\"https:\/\/phcsoftware.es\/business-at-speed\/seguridad-psicologica-equipos-aristoteles\/\">seguridad psicol\u00f3gica<\/a>, el conflicto expresado o latente, la rotaci\u00f3n.<\/p>\n<p>Si encontrar talento no es una tarea f\u00e1cil, perderlo puede tener numerosas consecuencias para la organizaci\u00f3n.<\/p>\n<p>Adem\u00e1s de perder una fuente de conocimiento, recuperarla puede llevar meses e incluso ser insustituible. Un detalle que puede contribuir al estancamiento de la empresa, impidiendo su \u00e9xito:<\/p>\n<ul>\n<li>Responder a las necesidades del mercado<\/li>\n<li>Anticipar esas necesidades<\/li>\n<li>Y a\u00fan m\u00e1s importante, crear sus propias necesidades<\/li>\n<\/ul>\n<p>Para distinguir un talento de un trabajador t\u00f3xico es necesario identificar dos dimensiones:<\/p>\n<ol>\n<li>\n<p><strong>Potencial futuro <\/strong><\/p>\n<p>Apoyada en la metodolog\u00eda de clasificaci\u00f3n de potencial publicada en <i>Harvard Business Review, <\/i>las principales caracter\u00edsticas de un supertalento son: ambici\u00f3n y energ\u00eda, capacidad para adaptarse a nuevos desaf\u00edos y realidades, demonstrar una gran identificaci\u00f3n con la empresa.<\/p>\n<\/li>\n<li>\n<p><strong>Desempe\u00f1o actual <\/strong><\/p>\n<p>Usando un sistema de evaluaci\u00f3n de desempe\u00f1o de la empresa, tenemos que distinguir los trabajadores por el nivel de su desempe\u00f1o. Despu\u00e9s de evaluar a cada trabajador, se divide en tres grupos: <i>desempe\u00f1o negativo, desempe\u00f1o medio y elevado desempe\u00f1o.<\/i><\/p>\n<\/li>\n<\/ol>\n<p>Las empresas m\u00e1s \u00e1giles son, en consecuencia, m\u00e1s sostenibles.<br><\/p>\n<p>Despu\u00e9s de todo, crear las condiciones adecuadas para la felicidad y el bienestar de sus equipos puede estar m\u00e1s cerca de lo que cree, empiece hoy mismo.<\/p>\n<h4>&nbsp;<\/h4>\n<p>\n\n\n<p><\/p>[\/vc_column_text][\/vc_column][vc_column column_padding=\u00bbno-extra-padding\u00bb column_padding_tablet=\u00bbinherit\u00bb column_padding_phone=\u00bbinherit\u00bb column_padding_position=\u00bball\u00bb column_element_direction_desktop=\u00bbdefault\u00bb column_element_spacing=\u00bbdefault\u00bb desktop_text_alignment=\u00bbdefault\u00bb tablet_text_alignment=\u00bbdefault\u00bb phone_text_alignment=\u00bbdefault\u00bb background_color_opacity=\u00bb1&#8243; background_hover_color_opacity=\u00bb1&#8243; 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