Data analytics is usually a well-established area in many organizations. On the other hand, people analytics is a new and emerging field, as many organizations are just now recognizing that people, their skills, and capabilities are their greatest assets.
In IT, people analytics can be practically implemented through these steps:
– Individual skills assessment
– Total skills composition of the entire IT department including trend analysis and relative comparison
– Analysis of collaboration experiences and quality
– Trend analysis and benchmarking to understand relative levels
– Setting target levels and goals
Various methods are available, such as SFIA or the IT Quality Index method for multidimensional assessment.
The traditional focus on reactive processes is insufficient for modern IT governance. Therefore, people analytics represents the next evolutionary step.
Example below shows proportions between FTE allocation into specific types of activities. This type of analysis enables observation of changes over time, but also relative comparison between different IT depts.
