分析是尼尔森为客户创造价值的核心。我们为客户提供数据和洞察力，帮助他们做出更好的决策并改善业务。将同样的方法应用到我们的人才工作中，做出更好的人才相关决策，改善我们员工的体验，从而提高员工队伍的效率和效益，这是自然而然的事情。这就是人员分析的意义所在。
在人力资源（HR）组织中，人员分析仍是一门相对新兴的学科。因此，由于数据的敏感性，它通常采取的形式是由一小群专家开展临时项目，只有有限的高层领导能够接触到这些项目。它通常还与海量数据集和复杂的统计模型联系在一起，这往往会吓跑大多数人。
在尼尔森，我们对人员分析有着截然不同的看法。我们认为它应该是一种解放，而不是限制。每天都有成千上万个与人才相关的决策是由整个组织的各级员工做出的，因此最佳的情况是让整个组织的员工都能掌握数据和见解，而不是少数人。虽然需要更高水平专业知识的特殊项目仍然是必要的，但人才分析的大部分价值将来自于使全球数百名人力资源领导者和数千名管理人员能够更好地了解我们的人才并采取行动。
我们的出发点也是以业务成果为先，而不是以分析为先--以目的为先，而不是以手段为先。我们的愿景是，人员分析将为我们的组织带来 "人力资源超能力"。这些超能力包括
- 即时解答人才相关问题；
- 时刻把握组织的脉搏；
- 第六感，知道何时需要采取行动；
- 对主要人才问题和领域的深刻见解；以及
- 了解未来的人才需求和趋势。
实现这一愿景将从根本上提升我们管理员工队伍、为员工创造机会和提高人才素质的能力。
我们正在几个不同的方面建设实现这一目标所需的能力：
- Our data: Data is the lifeblood of any analytic effort. People data is notoriously messy and disconnected. We have a significant effort underway to improve the quality and completeness of our people data and integrate it with other critical data sets (e.g., financial, operational).
- Our technology: Data only becomes valuable when it is accessible and usable. We are launching an analytics platform that brings our people data to bear in the form of use case driven reporting (e.g., understanding workforce trends, major drivers of attrition, the efficiency of our hiring process), with the ability to see aggregated insights and drill down to individual information to take action.
- Our people: We are increasing the analytic capabilities of our HR associates through a People Analytics Community of Practice, which provides training and access to resources (e.g., current tools, past studies) and promotes the sharing of best practices across the organization.
- Our approach: We are putting the policies and processes in place to ensure we protect the privacy of our associates around the world, utilizing data in ways that are transparent and beyond reproach.
We are applying people analytics today to address our biggest priorities. Workforce planning is the basis for our Path to 2020 efforts. We are studying our employee engagement results to identify the biggest opportunities for improvement and the most effective teams and practices for others to emulate. We are determining ways to optimize our hiring processes, improve retention, increase diversity and manage our workforce more efficiently.
我们工作的早期成果是可观的，也是令人振奋的。但最令人兴奋的是，我们对人员分析能够为尼尔森及其员工带来的益处还只是浅尝辄止。
Learn more about our approach with our people and our talent strategy in our second Global Responsibility Report.
