Anantha Radhakrishnan, CEO of Infosys BPM opened the keynote address at the third edition of Talent Analytics Conclave 2018. Sharing his thoughts on the topic “Transforming business with talent analytics,” he said, “Analytics has been around forever. It’s the Data that’s now drawing all the attention.”

Leading organization are talking more about talent analytics and less about personal instincts when it comes to judging the employees. However, Radhakrishnan has a different point of view. He feels that organizations should create an environment for enhancing the employees' experience if they want the employees to take care of their customers.  

“We are all in the business of enhancing employees’ experience and I believe we should use the data for three ‘E’s i.e., efficiency, effectiveness and experience," says Anantha Radhakrishnan, CEO, Infosys BPM   

Quoting management consultant Peter Drucker, he said, “ What gets measured gets managed. What gets managed gets done”

It’s important that we use data to measure and analyse, to make a difference in the lives of our clients and employees

What makes talent analytics work?

Workforce talent analytics market is estimated to be worth $1.87 billion by 2025. (Grand View Research on Workforce Analytics) He mentioned, “Talent Analytics can be a game-changer to differentiate talent strategy with millennials and improve the employee experience.” 

He pointed out that every employee’s touch-point generates data. For the business model to succeed, the HR model has to succeed. The role of HR in business strategy, creating a new business model; and being that catalytic agent is important. It’s recognized as a crucial strategic function to work with the CEO of the company to change the business model. 

“For the business model to succeed, the HR model has to succeed. The role of HR in business strategy, creating a new business model; and being that catalytic agent is important. Building trust between the HR function and employees is very important. One should make the employees trust HR with Data.”

In order to make talent analytics work and derive Big Data, HR should focus on the business problems and not just data. The second aspect is to trust your employees. He said, “Building trust between HR and employees is very important. One should make the employees trust HR with Data; privacy is key.” 

Radhakrishnan urged the gathering to be human while dealing with their employees. He insisted not to forget that it’s the people who make it work. “It’s all about empathy; let's not forget we are human.