The work from home adjustment
The COVID pandemic has changed a lot of things and one of the most dramatic is the work from home change. I do not foresee a future where we work in offices in anything like the numbers we have seen pre COVID. Companies have discovered a few things.
First, a lot more of the work they accomplish could be accomplished remotely than they expected. Secondly, productivity in many cases has gone up. Even in less than ideal conditions of working remotely with children, not in school, there has been a general rise in productivity. Third, the people who are now able to work remotely are not going to be inclined to start going back.
Remote work has become a requirement in many fields. Where in the past, it was largely seen as a benefit.
Not only are people not missing their commute they are worried about working in an office with other people who may get them sick. In the past, we have accepted that this happens and we go to work. But, COVID has changed the way many people feel about the topic and has changed their risk tolerance. Post-COVID you can expect to see a significant minority of the job market simply refusing to work in an office.
This means that the important role of People Analytics is only going to grow. Remote work means communicating complex information in precise ways with large groups of people. Many of them will not be experts in the field they are seeing information about.
So your head of programming and sales are going to also see HR data. People Analytics is that platform or means of that communication for HR. In simpler terms, it means HR is going to have to communicate with the business in business terms. The language of 21st-century business is analytics.
A final word of advice from Maria, “Recruiters need to familiarize themselves with technical concepts. They need to understand Python, SQL, and it wouldn’t hurt to familiarize yourself with Tableau.”
The good news is that this engine is just pulling out of the station. All aboard!