Analytics & Intelligence: How to Embrace Large Data & Protect Employee Personal privacy without Compromise

Today’ s organizations have unrivaled access to information and analytics, letting them be data-driven in every direction. Based on a recent survey by  Deloitte , more than 75% of most organizations see analytics playing a progressively prominent role in the next three years, as much companies rate this facet of their own business more important than elements such as reputation management, cybersecurity and skill acquisition.

Deloitte notes that many of those data-gathering initiatives are evaluating company processes, customer experience and functionality measurements. In other words, companies are assembling home elevators their employees, which is why it’ t estimated that nearly  80% of all organizations are applying some expression of employee supervising .

Indeed, today’ s  organizations have a plethora associated with compelling software products   that can assess everything from employee efficiency to customer service initiatives, giving each company an inside look at its day-to-day functions. Of course , in 2020, big information is as much a buzz term as it is a menace, especially for workers worried about compromising their personal privacy in the name of insights and analytics.

To put it simply, when monitoring employees to energy a data-driven organization, companies have to consider the human element of the task. Within doing so, they position themselves to collect the insights necessary for success without having to sacrifice employee trust, privacy or autonomy. Here is what you need to know to get started.

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