Employee data is a powerful tool for organisations. Our recent research - Talent Intelligence: Unlocking People Data to Redefine How Workers Need to Work - proposes that employee data is the key to:
Read more about how employee data is redefining how workers get to work in my recent blog, here
People Analytics as a practice is rapidly picking up steam and if you're not on board, you should be. Check out our assessment in the paper on p19 to see how your organisation fares. Whether you're a seasoned professional or a rookie- there's one debate that you can't ignore: the ethical and privacy concerns of collecting employee data.
As with any use of personal data, privacy issues are of the utmost importance, and this is no different with talent intelligence. A recent study by Insight222 reveals that a staggering 81% of people analytics projects are jeopardized by ethics and privacy concerns. For example, when The Daily Telegraph introduced sensors in 2016 to monitor space usage in its offices, with the goal of reducing its real estate footprint and lowering costs, it was forced to remove them a day later due to widespread unrest among the staff, who "resisted Big Brother-style surveillance in the newsroom."
So how can your organisation tap into this treasure trove of insight without spooking your employees and risking reputational damage? Luckily for you we've got the answer. We've compiled six ground rules for the ethical deployment of talent intelligence...
Organisations are already reaping the benefits of unlocking people data in their organisation. At Cognizant we've successfully moved the needle Abide by these ground rules and you can successfully unlock people data in your organisation.
For more insights from our recent talent research, check out the full paper: Talent Intelligence: Unlocking People Data to Redefine how Workers Need to Work
For more on data privacy in the age of the algorithm, read our recent paper: Every Move You Make.