From an employer and HR standpoint, people science refers to the process of using data about the workforce to make better decisions about the people in it. Basically, it uses both data and analytics about the people in the organization to gain valuable insights and understand better why employees make the choices they do. These insights can be used to take actions that impact the employees and the organization itself. This is a way that the HR team and the organization can learn more about their workforce and be better able to work in ways that are helpful and meaningful to the employees, based on what they know about them. It’s a way to use information to put people first in decision making.
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Data science has long been used in assessing consumer behaviors and needs. Taking this internally within the organization instead of externally is how people science is now utilizing the employee data to better interact with and utilize employee skills and talents. People science within an employer can include information like employee education and experience, employee goals, employee development plans, pay levels, employee position within the hierarchy, employee benefits utilized, employee performance, and more.
Using this data can help the organization make discoveries and decisions. For example, it may help to an organization to answer questions like these:
- Which employees are best suited for succession into any given role?
- Which employees would be best fit for a specific employee development program?
- What skills gaps exist right now among employees?
- Which employees are most likely to leave the organization this year?
- Which employees might be most interested in a newly-formed role in the organization?
- Which employees are dissatisfied with their work?
- Who are the top and bottom performers in any given division?
- Which groups have the highest turnover rates and what’s the common denominator (and what can be done about it)?
- What candidates from previous interviews might be interested in a newly-posted role?
- Where should HR step in to work on employee engagement levels?
Basically, people science proposes to use data to answer questions and make informed decisions. Then HR teams can think through potential solutions to problems and chose the ones that make the most sense based on the information at hand. Essentially, ideas can be tested and measured with real data to course correct as you go. Using people science can help to make better decisions that impact employees. This can in turn create lower turnover, and more satisfied employees. The use of data and evidence tends to help the HR team and managers make more realistic decisions that take more factors into account.
The above list represents just a few examples of the types of decisions employers are using people science for. Has your organization started using people science? What data do you utilize in the process? What other decisions or information have you been able to get assistance with as a result?
Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.