What is People Interaction Mining? Why is it a sub-discipline of People Intelligence? And what does it have to do with human resources or culture transformation? You can find answers to all these questions in today's blog post on People Interaction Mining.
For an important basic understanding, it helps to know the structure of the discipline of People Intelligence. It is a combination of business intelligence, people analytics and human skills development. In this combination, Data-Driven People Intelligence offers the important and necessary tools for HR managers. Without Data-Driven People Intelligence and People Interaction Mining, HR leaders can neither understand their employees and organization nor develop them in a targeted manner.
Business Intelligence in HR for People Intelligence
Business Intelligence (BI) is the process of collecting, analyzing and presenting company data in order to make informed business decisions. BI comprises technologies, tools and methods for processing large volumes of data from various sources. The aim is to improve operational efficiency, strategic planning and competitiveness through data-driven insights and reports. For the area of business intelligence in human resources, this promotes data-based decision-making. BI in HR thus makes a significant contribution to the company's success, as both employee processes and interpersonal interaction are optimized. To achieve this, business intelligence uses the core components of data integration, data analysis, data visualization and reporting.
People analytics, the niche in business intelligence
People analytics, also known as HR analytics, is the process of collecting, analyzing and applying data about employees in order to make better decisions in HR management. People analytics thus picks up on key aspects of business intelligence. For people analytics, we also need clean data in HR, which we obtain through data integration and data cleansing. People analytics uses statistical methods, algorithms and technologies to gain insights into various aspects of the workforce, such as employee performance, engagement, fluctuation and recruiting. The aim is to use data-based approaches to increase the efficiency, satisfaction and general well-being of employees while supporting the company's objectives.
People Intelligence, the next evolution in HR
What is People Intelligence? People intelligence is a specialized discipline within business intelligence that focuses on the collection, analysis and use of data about people to support strategic business decisions. It goes beyond traditional people analytics by incorporating not only internal people data, but also external data sources such as social media, market trends and competitive intelligence. The aim is to gain a more comprehensive understanding of employee behaviour, skills and potential in order to optimize HR strategy, employee development and organizational development. People Intelligence integrates various technologies and methods of data analysis to provide deeper insights into human factors that positively influence business results.
People Interaction Mining
What is people interaction mining? People interaction mining is the process of collecting, analyzing and interpreting data derived from interactions between people within an organization or across different digital platforms. This discipline uses advanced technologies and analytical tools to examine communication patterns, collaboration processes and social networks. The aim is to gain insights into the dynamics of teams, the efficiency of communication channels and the quality of collaboration. People Interaction Mining helps to uncover hidden patterns and relationships that can influence employee productivity, innovation and satisfaction. It helps to optimize the structure and processes within the organization and to make informed decisions to improve collaboration and the working environment. Find out more about People Interaction Mining and passive listening here.
The advantages of using People Interaction Mining
People Intelligence and People Interaction Mining are an extremely data-based approach to advancing human resources within a company. However, people intelligence is also in tune with the times, because making decisions for a company in 2024 without having used data is simply negligent. That's why you should definitely rely on data-driven people intelligence and people interaction mining, and the following three arguments make this clear to you.
1. improved employee retention and satisfaction: By integrating people intelligence and people interaction mining, companies can gain deeper insights into the needs, preferences and challenges of their employees. This enables a more targeted approach and tailored measures to increase employee satisfaction and retention. Individual development plans, optimized working environments and better recognition of employee performance help to create a motivating and supportive working environment.
2. optimization of team dynamics and collaboration: People Interaction Mining enables the analysis of communication and collaboration patterns within the company. This helps to identify bottlenecks, inefficient processes and potential sources of conflict. By taking targeted measures to improve team dynamics and collaboration, companies can boost productivity, promote innovation processes and increase the efficiency of internal workflows. Well-coordinated teamwork leads to better project results and stronger collective performance.
3. data-based decision making in human resources: The combination of people intelligence and people interaction mining provides a wealth of data that can be used for strategic decisions in talent management. Companies can make informed decisions when it comes to recruitment, training, succession planning and talent development. Analyzing interaction data can also help identify high potentials and future leaders to invest in their development. This strengthens the long-term competitiveness and innovative power of the company.
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I'm Urs from soft.fact - I write about organizational behavior, combining psychology with computer science for organizational development. I help you to get the information from data that activates your HR superpowers. #softfact
