The use of human resources data in Greek companies was the subject of the People Analytics Deree & KPMG. The survey was conducted in collaboration with the Deree - The American College of Greece and KPMG in Greece.

What are people analytics

People analytics is the collection and processing of data about human resources. The aim is to make corporate decisions that will help make the most of it. The most effective utilization of human resources will lead to the achievement of the company's goals. Globally, people analytics play a catalytic role in the efficient operation of businesses. In this context, it is interesting to investigate to what extent businesses in Greece have adopted such practices and what effect they have on corporate decisions.

The "uncharted waters" for this practice in Greece are sought to be covered by this research. During research, data from 107 companies were collected and analyzed. Specifically, the aim was to capture the degree of adoption of people analytics by businesses in Greece. Also the identification of the factors that influence the adoption of these data. At the same time, an attempt was made to capture the impact of people analytics on a series of indicators related to business efficiency.

In order to form a complete picture of the above issues as well as how they evolve over time, the goal was to systematically repeat the research.

Main findings of people analytics

According to the results of the survey, the three most important reasons for using people analytics are:

• making better business decisions
• the strengthening of the data-driven management model
• the need for better management of employees

Regarding the three biggest challenges in the use of people analytics, these concern:

• complex computational processes
• managing large amounts of data
• the lack of relevant resources

The greatest use of people analytics is observed in:

• Remuneration and benefits issues
• Employee performance management and engagement
• more limited use is found in diversity and inclusion issues

The overall picture shows that companies are currently focusing on descriptive analyses, and are using key HR tools or IT systems. Based on the research, companies are ranked in 4 levels of maturity of using people analytics, with the highest degree of maturity including advanced types of analytics, as well as sophisticated tools and information systems. Thus, the following categories are highlighted:

• key users (24% of companies)
• Up-and-coming (39%)
• the evolved (23%)
• a small percentage of pioneers (13%)

Companies with greater maturity in using people analytics see higher organizational and financial performance, as well as more effective HR management.

Prerequisites for the adoption of people analytics are:

• the skills of HR executives in the use of people analytics
• Data based culture
• the support of top management

However, what seems to differentiate the pioneers from the rest of the users is the investment in IT infrastructure and the full alignment of the HR strategy with the operational strategy.

Konstantinos Tasoulis, Deree Associate Professor in the field of Human Resource Management

"The findings show that a high percentage of companies surveyed appreciate the value of people analytics and their potential to improve human resource decision-making. Investing in people analytics should be considered a means to an end, as it provides essential information to the top management who Support the formulation of a strategy, investment proposals with tangible results and clear data to support decisions in the company. Undoubtedly, their implementation poses challenges, however, the benefits of making smarter, informed decisions can be many. This investment not only pays off, but becomes a competitive necessity as businesses grow in size."

Georgia Kalemidou, senior manager, People Services, Consulting, KPMG in Greece

"Businesses in Greece are at different stages of maturity when it comes to leveraging people analytics. The development of a data-driven culture of decision-making on human resources issues is essential for the best use of data. The scattered elements of human resources within the organization make it difficult to implement such an exhortation.

Gradually, however, a company can go through the simple combination of some information in methods of predicting future behaviors e.g. what are those characteristics that make an employee successful in a particular role, or which employees are likely to seek professional opportunities outside the company in the coming year. Such information are important in shaping the recruitment strategy and utilization of executives. The technology and capabilities offered by human resource management systems can contribute significantly in this direction provided that the executives themselves turn to more innovative approaches to managing the issues that arise in their daily lives".