Focus. Discipline. Collaboration. Consistency. Accuracy. These are all great reasons for companies to establish goal-setting processes. But as your organization gets more mature around goals and goal management, the real opportunity emerges—the chance to use all of the big data in your enterprise to answer really interesting performance questions.
People analytics is a data-driven approach to managing employees at work. Companies such as Intel, Procter & Gamble, and Google are using people analytics to reinvent HR by bringing data and sophisticated analysis to bear on issues from recruiting and performance evaluation to leadership, hiring, promotion, team design and compensation.
Predictive analytics support both human resources and business leaders. For example, modern goal-setting and tracking platforms can tell if achievement distribution varies by function, department or manager. They can give you actionable intelligence to do something different, so having goals and outcomes together is helpful.
Goal setting based on