5. Royal Dutch Shell
The original approach that this petroleum company took to analyse their wealth of data was unorthodox, to say the least, but is nonetheless worth mentioning.
Shell looked to their database of ideas that were generated by roughly 1,400 employees over the course of several years and then asked those employees to play a few video games.
Yes, video games.
These weren’t your typical video games, however. These games were designed by psychologists, neuroscientists and data scientists to measure human potential.
By gathering and analysing the results from the video games and comparing them with the real-world results of the employees’ suggested ideas, Shell was able to identify the people who tend to have the best ideas.
They did this by using their HR analytics software to identify six characteristics of individuals whose ideas were likely to succeed. These characteristics included social intelligence, implicit learning, and conscientiousness.
The result as it relates to present day is that the Shell company now has an increased ability to focus on employee suggestions and subsequently improve their business on a continual basis.
Pretty great, right?
When companies embrace HR analytics software and trust it to analyse and interpret quantitative and qualitative data, it enables leaders to dig deep into the roots of their businesses.
This provides a way for companies to better understand the patterns and behaviours of their employees and truly see how they influence productivity and engagement.
Want to find out more about HR Analytics? Download your free CIPD course guide here.