In early March 2022, Visier announced the launch of People Cloud. Powered by the vendor’s cloud-based, artificial intelligence–underpinned people analytics platform, Visier People Cloud is a hub that aggregates and combines people-related, work, and operational data from across an organization. Processing and analyzing this continuously updating dataset, Visier People Cloud pushes the results, as actionable insights, directly to managers and executives.
Combined data from the far-flung, multiple corners of the enterprise presents much potential value to decision-makers. Unleash AI on it, and you have a recipe to mine deep insights into internal (and external) trends, helping leaders guide their companies in the right directions. From the perspective of HCM, analytics of these origins and of this caliber become far more dynamic, of greater relevance to overall people planning. Hiring projections become more accurate. So does project planning. These are just two of many examples, because these holistically-stemming insights render real-time information about the organization’s people and future people-related needs more contextual. Importantly, the information suddenly becomes more pertinent in the eyes of leaders companywide outside the bubble of those fixated solely or mostly on an organization’s talent.
Beyond all this, however, is the greater impact that broader, more contextual data and the power AI brings to the resulting analytics, can have on the employee experience. Now deeply entrenched trends in the talent market, namely The Great Resignation, are challenging to combat (3Sixty Insights BWSRN2211 – Choose Your Own Adventure: Returning to the Workplace, Protecting the Employee Experience, January 2022). Fighting and reversing or slowing turnover today demands greater sophistication than it did even two years ago or so, just ahead of the worldwide pandemic’s profound effects on the world of work. Anything giving more resonance and applicability to decision-making around an organization’s people is good. It hypothetically gives those decisions relevance that will leave the people affected happier in their work.
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