{"id":6861,"date":"2024-03-28T19:15:21","date_gmt":"2024-03-28T19:15:21","guid":{"rendered":"https:\/\/phc24.yourcode-staging.com\/pt\/artigo\/people-analytics-medir-para-gerir-como-identificar-outliers\/"},"modified":"2026-01-06T15:07:03","modified_gmt":"2026-01-06T15:07:03","slug":"people-analytics-medir-para-gerir-como-identificar-outliers","status":"publish","type":"artigo","link":"https:\/\/phcsoftware.com\/pt\/artigo\/people-analytics-medir-para-gerir-como-identificar-outliers","title":{"rendered":"People analytics, medir para gerir: como identificar outliers?"},"content":{"rendered":"[vc_row type=&#8221;in_container&#8221; full_screen_row_position=&#8221;middle&#8221; column_margin=&#8221;default&#8221; equal_height=&#8221;yes&#8221; content_placement=&#8221;middle&#8221; column_direction=&#8221;default&#8221; column_direction_tablet=&#8221;default&#8221; column_direction_phone=&#8221;default&#8221; bg_image=&#8221;https:\/\/phcsoftware.com\/pt\/wp-content\/uploads\/sites\/3\/2024\/03\/pessoas_produtividade.jpg&#8221; bg_position=&#8221;left top&#8221; background_image_loading=&#8221;default&#8221; bg_repeat=&#8221;no-repeat&#8221; scene_position=&#8221;center&#8221; top_padding=&#8221;7%&#8221; constrain_group_1=&#8221;yes&#8221; bottom_padding=&#8221;7%&#8221; left_padding_desktop=&#8221;5%&#8221; constrain_group_2=&#8221;yes&#8221; right_padding_desktop=&#8221;5%&#8221; right_margin=&#8221;0&#8243; top_margin_phone=&#8221;20%&#8221; text_color=&#8221;light&#8221; text_align=&#8221;left&#8221; row_border_radius=&#8221;10px&#8221; row_border_radius_applies=&#8221;bg&#8221; overflow=&#8221;visible&#8221; color_overlay=&#8221;#383838&#8243; overlay_strength=&#8221;0.8&#8243; gradient_direction=&#8221;left_to_right&#8221; shape_divider_position=&#8221;bottom&#8221; bg_image_animation=&#8221;none&#8221; gradient_type=&#8221;default&#8221; shape_type=&#8221;&#8221;][vc_column column_padding=&#8221;no-extra-padding&#8221; column_padding_tablet=&#8221;inherit&#8221; column_padding_phone=&#8221;inherit&#8221; column_padding_position=&#8221;all&#8221; column_element_direction_desktop=&#8221;default&#8221; column_element_spacing=&#8221;default&#8221; desktop_text_alignment=&#8221;default&#8221; tablet_text_alignment=&#8221;center&#8221; phone_text_alignment=&#8221;center&#8221; background_color_opacity=&#8221;1&#8243; background_hover_color_opacity=&#8221;1&#8243; column_backdrop_filter=&#8221;none&#8221; column_shadow=&#8221;none&#8221; column_border_radius=&#8221;none&#8221; column_link_target=&#8221;_self&#8221; column_position=&#8221;default&#8221; gradient_direction=&#8221;left_to_right&#8221; overlay_strength=&#8221;0.3&#8243; width=&#8221;2\/3&#8243; tablet_width_inherit=&#8221;default&#8221; animation_type=&#8221;default&#8221; bg_image_animation=&#8221;none&#8221; border_type=&#8221;simple&#8221; column_border_width=&#8221;none&#8221; column_border_style=&#8221;solid&#8221; column_padding_type=&#8221;default&#8221; gradient_type=&#8221;default&#8221;][vc_column_text]Artigo[\/vc_column_text][vc_column_text]\n<h2>People analytics, medir para gerir: como identificar outliers?<\/h2>\n[\/vc_column_text][\/vc_column][vc_column column_padding=&#8221;padding-10-percent&#8221; 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border_type=&#8221;simple&#8221; column_border_width=&#8221;none&#8221; column_border_style=&#8221;solid&#8221;][vc_row_inner column_margin=&#8221;default&#8221; column_direction=&#8221;default&#8221; column_direction_tablet=&#8221;default&#8221; column_direction_phone=&#8221;default&#8221; text_align=&#8221;left&#8221; row_position=&#8221;default&#8221; row_position_tablet=&#8221;inherit&#8221; row_position_phone=&#8221;inherit&#8221; overflow=&#8221;visible&#8221; pointer_events=&#8221;all&#8221; class=&#8221;linhaTempoLeitura&#8221;][vc_column_inner column_padding=&#8221;no-extra-padding&#8221; column_padding_tablet=&#8221;inherit&#8221; column_padding_phone=&#8221;inherit&#8221; column_padding_position=&#8221;all&#8221; column_element_direction_desktop=&#8221;horizontal&#8221; column_element_alignment=&#8221;center&#8221; column_element_spacing=&#8221;50px&#8221; desktop_text_alignment=&#8221;default&#8221; tablet_text_alignment=&#8221;default&#8221; phone_text_alignment=&#8221;default&#8221; background_color_opacity=&#8221;1&#8243; background_hover_color_opacity=&#8221;1&#8243; column_backdrop_filter=&#8221;none&#8221; column_shadow=&#8221;none&#8221; column_border_radius=&#8221;none&#8221; column_link_target=&#8221;_self&#8221; overflow=&#8221;visible&#8221; gradient_direction=&#8221;left_to_right&#8221; overlay_strength=&#8221;0.3&#8243; width=&#8221;1\/1&#8243; tablet_width_inherit=&#8221;default&#8221; animation_type=&#8221;default&#8221; bg_image_animation=&#8221;none&#8221; border_type=&#8221;simple&#8221; column_border_width=&#8221;none&#8221; column_border_style=&#8221;solid&#8221; column_padding_type=&#8221;default&#8221; gradient_type=&#8221;default&#8221;][vc_column_text]27 de Outubro 2023[\/vc_column_text][vc_column_text]Tempo de leitura: 5min[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][divider line_type=&#8221;No Line&#8221; custom_height=&#8221;25px&#8221;][vc_column_text]\n<p>O mundo da an\u00e1lise de dados chegou \u00e0 gest\u00e3o de pessoas, dados que designamos de <i>people analytics<\/i>. <\/p>\n<p>Mais do que meras opini\u00f5es subjetivas, hoje os gestores precisam de objetividade. \u00c9 por isso que as an\u00e1lises de dados, quando s\u00e3o aplicadas \u00e0 gest\u00e3o de pessoas, proporcionam tomadas de decis\u00e3o mais incisivas. <\/p>\n<p>Garantem ainda um acompanhamento cuidadoso dos colaboradores, de forma a que os gestores saibam sempre onde, quando e como agir. <\/p>\n<p>Mas aten\u00e7\u00e3o: ter bons dados d\u00e1 trabalho e essa \u00e9 uma raz\u00e3o que explica o atraso em adotar este tipo de an\u00e1lises. Apesar disso, s\u00e3o muitas as vantagens que trazem \u00e0s empresas: <\/p>\n<br>\n<ul>\n<li><b>Capacidade de decis\u00e3o e precis\u00e3o<\/b> \u2013 tomar decis\u00f5es mais assertivas na gest\u00e3o dos colaboradores, baseadas em dados e n\u00fameros &#8211; e n\u00e3o apenas na intui\u00e7\u00e3o &#8211; com vantagens de custo, produtividade ou <i>engagement<\/i>; \n<\/li><li><b>Revelar aquilo que est\u00e1 escondido<\/b>  \u2013 \u00e9 frequente que os dados agregados revelem informa\u00e7\u00e3o que at\u00e9 a\u00ed estava escondida; <\/li>\n<li><b>Ajudar os RH no seu papel estrat\u00e9gico<\/b>  \u2013 ao assentarem as suas decis\u00f5es e aconselhamentos em mais an\u00e1lises de dados, as equipas posicionam-se de forma sustentada e d\u00e3o um car\u00e1ter mais cient\u00edfico \u00e0 sua fun\u00e7\u00e3o; <\/li>\n<li><b>Antecipa\u00e7\u00e3o de v\u00e1rias situa\u00e7\u00f5es<\/b>  \u2013 a capacidade de fazer an\u00e1lise preditiva que com base em dados permite antecipar, por exemplo, quais os colaboradores em risco de sa\u00edda ou os l\u00edderes menos eficazes na sua lideran\u00e7a; <\/li>\n<li><b>Medir o impacto das a\u00e7\u00f5es<\/b>  \u2013 conseguir medir os impactos e a efici\u00eancia das a\u00e7\u00f5es implementadas abre novas perspetivas n\u00e3o s\u00f3 na gest\u00e3o de pessoas como na estrat\u00e9gia da empresa. <\/li>\n<\/ul>\n<p>A digitaliza\u00e7\u00e3o acelerada dos neg\u00f3cios trouxe consigo uma enorme quantidade de dados. Por\u00e9m, a an\u00e1lise de dados de pouco ou nada serve se o software n\u00e3o conseguir transform\u00e1-los em informa\u00e7\u00e3o. <\/p>\n<script type=\"text\/javascript\" src=\"https:\/\/ma.zoho.eu\/js\/zc.iframe.js\"><\/script>\n<iframe loading=\"lazy\" frameborder=\"0\" id=\"iframewin\" width=\"100%\" height=\"600px\" src=\"https:\/\/phcs-zcmp.maillist-manage.eu\/ua\/Optin?od=12ba7e38e36c&amp;zx=14ac873e21&amp;tD=1e99bd2fb03c1ed&amp;sD=1e99bd2fba9ac7c\"><\/iframe>\n<h2>Decis\u00f5es atempadas s\u00e3o decis\u00f5es mais acertadas<\/h2>\n<p>Mais do que a simples an\u00e1lise de dados, o <i>people analytics<\/i> pressup\u00f5e uma nova abordagem \u00e0 gest\u00e3o integrada de pessoas numa empresa. <\/p>\n<p>Muito mais do que processar vencimentos, o Human Capital Management \u00e9 um modelo que pretende alinhar tecnologia com os talentos da organiza\u00e7\u00e3o, de forma a obter uma rentabilidade mais apurada do neg\u00f3cio. <\/p>\n<p>Hoje os gestores precisam de ter uma vis\u00e3o panor\u00e2mica da empresa que contempla todas as fases da jornada do colaborador \u2013 employee journey \u2013 e que assenta em quatro pilares cruciais que, ao mesmo tempo, contribuem para a diferencia\u00e7\u00e3o das simples solu\u00e7\u00f5es de recursos humanos dispon\u00edveis no mercado. <\/p>\n<br>\n<img decoding=\"async\" src=\"https:\/\/phcsoftware.com\/wp-content\/uploads\/2022\/09\/HCM-Pilares.jpg\">\n<br>\n<br>\n<p>Os dados s\u00e3o inerentes ao mundo digital e uma das consequ\u00eancias diretas deste processo de digitaliza\u00e7\u00e3o em massa \u00e9 a possibilidade das empresas melhorarem os seus processos de produ\u00e7\u00e3o, serem mais eficientes a n\u00edvel empresarial, automatizarem as fun\u00e7\u00f5es operacionais e de rotina atrav\u00e9s da an\u00e1lise cuidada da informa\u00e7\u00e3o de cada empresa em particular. <\/p>\n<p>De forma a construir um bom sistema de <i>people analytics<\/i> \u00e9 importante ter em considera\u00e7\u00e3o alguns pormenores que d\u00e3o consist\u00eancia \u00e0s an\u00e1lises da sua empresa: <\/p>\n<br>\n<ul>\n<h3>1 Recolha de dados <\/h3>\nEste \u00e9 o momento de recolher todos os dados e informa\u00e7\u00f5es que ser\u00e3o, ent\u00e3o, analisados posteriormente pelo m\u00e9todo de <i>people analytics<\/i> \u2013 dados das redes sociais, das pesquisas realizadas dentro da empresa e com candidatos, entre outros.\n<h3>2 C\u00e1lculo <\/h3>\nO c\u00e1lculo \u00e9 o momento de an\u00e1lise de todos os dados recolhidos: quanto mais variados forem os dados dispon\u00edveis, mais amplas s\u00e3o as possibilidades de an\u00e1lise. Nesta etapa, ser\u00e1 poss\u00edvel descobrir as respostas para todas as perguntas relevantes. \n<h3>3 An\u00e1lise <\/h3>\nAqui que as vantagens <i>people analytics<\/i> mostram seu potencial para revolucionar a gest\u00e3o de pessoas da empresa. \u00c9 a partir dos dados analisados e das respostas aos c\u00e1lculos feitos anteriormente que as melhores decis\u00f5es podem ser tomadas.\n<h3>4 Modelagem <\/h3>\nQuando os dados, as vari\u00e1veis, os n\u00fameros e as pesquisas recolhidos s\u00e3o cruzados. Por exemplo: \u00e9 atrav\u00e9s da modelagem dos dados que, por exemplo, \u00e9 poss\u00edvel descobrir a correla\u00e7\u00e3o entre a escolaridade dos colaboradores e as promo\u00e7\u00f5es que recebem. \n<\/ul>\n<p>Estas an\u00e1lises devem estar presentes em todos os momentos do ciclo de vida dos colaboradores. Por\u00e9m, a \u00e1rea de <i>people analytics<\/i> \u00e9 um mundo que ainda s\u00f3 agora come\u00e7ou, existem algumas grandes tend\u00eancias que est\u00e3o j\u00e1 a surgir no mercado, como as an\u00e1lises em tempo real, an\u00e1lises de redes organizacionais, <i>machine learning<\/i>, Intelig\u00eancia Artificial. <\/p>\n<br>\n<p><b>Sabia que segundo o IIRH \u2013 Instituto de Informa\u00e7\u00e3o em Recursos Humanos \u2013\napenas 31% das empresas que est\u00e3o neste momento a fazer a sua transi\u00e7\u00e3o digital, est\u00e3o a digitalizar a sua \u00e1rea de people analytics? <\/b><\/p>\n<br>\n<p>Ainda em rela\u00e7\u00e3o aos dados, \u00e9 importante n\u00e3o esquecer o cuidado com a transpar\u00eancia na recolha e autoriza\u00e7\u00e3o do seu tratamento. <\/p>\n<br>\n<h2>Supertalentos e colaboradores t\u00f3xicos: descubra as diferen\u00e7as<\/h2>\n<p>Cada colaborador tem a sua necessidade espec\u00edfica. <\/p>\n<p>Por\u00e9m, identificar o <b>potencial dos colaboradores<\/b> n\u00e3o \u00e9 uma tarefa f\u00e1cil. At\u00e9 porque a gest\u00e3o de pessoas n\u00e3o se deve focar apenas no desempenho, uma tend\u00eancia que ganha ainda mais for\u00e7a na era digital. <\/p>\n<p>T\u00e3o importante quanto construir e reter um talento, \u00e9 conseguir evitar ao mesmo tempo os riscos que um colaborador t\u00f3xico pode ter na organiza\u00e7\u00e3o, facilitando a <b>perda de seguran\u00e7a psicol\u00f3gica, o conflito expresso ou latente, a rotatividade<\/b>. <\/p>\n<p>Se encontrar um talento n\u00e3o \u00e9 tarefa f\u00e1cil, perd\u00ea-lo pode trazer in\u00fameras consequ\u00eancias para a organiza\u00e7\u00e3o. <\/p>\n<p>Para al\u00e9m de se perder uma fonte de conhecimento, recuper\u00e1-la pode demorar meses, podendo ser at\u00e9 insubstitu\u00edvel. Um pormenor que pode contribuir para a estagna\u00e7\u00e3o da empresa, impedindo que consiga: <\/p>\n<br>\n<ul>\n<li>Responder \u00e0s necessidades do mercado<\/li>\n<li>Antecipar essas mesmas necessidades <\/li>\n<li>E, ainda mais importante, criar as suas pr\u00f3prias necessidades<\/li>\n<\/ul>\n<br>\n<p>Para distinguir um talento de m\u00e3o cheia de um colaborador t\u00f3xico, \u00e9 preciso que sejam identificados em duas dimens\u00f5es: <\/p>\n<ul>\n<li><b>Potencial futuro <\/b><\/li>\n<p>Apoiada na metodologia de classifica\u00e7\u00e3o de potencial publicada na Harvard Business Review, as principais caracter\u00edsticas de um supertalento s\u00e3o: ambi\u00e7\u00e3o e energia, capacidade para se adaptar a novos desafios e realidades, demonstrar uma grande identifica\u00e7\u00e3o com a empresa. <\/p>\n<li><b>Desempenho atual <\/b><\/li>\nUsando um sistema de avalia\u00e7\u00e3o de desempenho da empresa, temos que distinguir os colaboradores pelo n\u00edvel do seu desempenho. \nDepois de cada colaborador ser avaliado, \u00e9 dividido em tr\u00eas grupos: desempenho negativo, desempenho mediano e elevado desempenho.\n<\/ul>\n<p>Ou seja, n\u00e3o h\u00e1 d\u00favida de que o HCM tem uma <b>nova abordagem sobre a gest\u00e3o de pessoas<\/b>, garantindo que todos processos sejam corretamente implementados e geridos e, para isso, conta com as ferramentas tecnol\u00f3gicas certas, como a disponibilizada pela PHC Software. <\/p>\n<p>Assente em tecnologia anal\u00edtica e partindo de ferramentas de automatiza\u00e7\u00e3o, controlo e monitoriza\u00e7\u00e3o, esta solu\u00e7\u00e3o acompanha indicadores relativos aos objetivos da organiza\u00e7\u00e3o \u2013 produtividade, absentismo, entre outros \u2013 e, ao mesmo tempo, avalia o grau de satisfa\u00e7\u00e3o e a <b>motiva\u00e7\u00e3o dos colaboradores<\/b>, tal como o seu envolvimento com a organiza\u00e7\u00e3o. <\/p>\n<p>Uma <b>intelig\u00eancia coletiva<\/b> onde v\u00e1rias experi\u00eancias s\u00e3o vividas em prol da organiza\u00e7\u00e3o que fomenta a inova\u00e7\u00e3o e a criatividade de todos, totalmente integrada com o software de gest\u00e3o das empresas. <\/p>\n<p>Empresas mais \u00e1geis s\u00e3o, consequentemente, mais sustent\u00e1veis. <\/p>\n<p>No final de contas, criar as condi\u00e7\u00f5es certas para a <b>felicidade<\/b> e bem estar das suas equipas  podem estar mais <b>pr\u00f3ximos<\/b> do que imagina, comece j\u00e1 hoje. <\/p>\n<br>\n\n<p>Quer saber como potenciar o recurso mais precioso da sua empresa? <\/p>\n<p>Com a solu\u00e7\u00e3o de <a href=\"https:\/\/phccs.net\/human-capital-management\/\">Human Capital Management<\/a> da PHC, querer \u00e9 poder. <\/p>\n<br>\n<br>\n[\/vc_column_text][\/vc_column][vc_column column_padding=&#8221;no-extra-padding&#8221; column_padding_tablet=&#8221;inherit&#8221; column_padding_phone=&#8221;inherit&#8221; column_padding_position=&#8221;all&#8221; column_element_direction_desktop=&#8221;default&#8221; 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