Ways, Methods, and Means through which Business Analytic can Change an Organization

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Ways,Methods, and Means through which Business Analytic can Change anOrganization

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Ways,Methods, and Means through which Business Analytic can Change anOrganization

Businessanalytic can change an organization in a period of five years bycollecting the employees’ existing information regarding theireducational background, tenure, professional history, demographics,performance, as well as the organization’s branch information(Romrée, Fecheyr-Lippens &amp Schaninger, 2016). Analytics can beused to recognize commonalities amongst the low and high performers,and also to develop the employees’ profiles with an elevatedprobability of succeeding in certain tasks.

Businessanalytic applies the use of analytic data machines to analyze theemployees’ and the organization’s structure in a manner thatpredicts the output (Romrée, Fecheyr-Lippens &amp Schaninger,2016). Additionally, it highlights the manner in which some of thecritical tasks that are performed by employees will have an impact onthe overall success of the organization. As such, the company willonly engage its employees in the tasks that it deems productive evenin the future. Managers can also develop the organizationalstructures around the imperative teams, as well as talent assemblagesthat will bring positive change to the organization both in thepresent and in the future.

Businessanalytic will also inform the organization of the places where it canfind the most useful workers who may be from certain learninginstitutions, as well as formally recognized programs (Romrée,Fecheyr-Lippens &amp Schaninger, 2016). The analytic approach willhelp the Human Resource managers to come up with an observable linkthrough which the organization will get the employees who have workedin specific tasks, and the ones who are known as top performers.Therefore, the company will be in a position to preserve certainpositions for the employees that it considers as its potentialhighfliers. Business analytics also applies the use of an automationmachine that screens the credentials of the applicants and gets thebest personnel for the job.


Romrée,H., Fecheyr-Lippens, B., &amp Schaninger, B. (2016). Peopleanalytics reveal three things HR may be getting wrong.Retrieved fromhttp://www.mckinsey.com/business-functions/organization/our-insights/people-analytics-reveals-three-things-hr-may-be-getting-wrong