![]() This data is stitched together and displayed as a graph to visually indicate the strong and weak connection points within the company from a relationship, communication, and process perspective. While this can feel like ‘Big Brother’ tactics for an organization, if there is trust and transparency within the organization, the power of ONA can truly transform a business. ONA platforms leverage data that is already being generated from your technology and tools that your team uses every day. Is ONA ‘Big Brother?’ The short answer is no. As the relationships and dependencies in and amongst your teams change, ONA graphs track a next level of people intelligence that can provide incredibly valuable information as you plan for and navigate growth and scale. Recognizing that people are critical conduits for exchanging information and ideas, ONA essentially maps each of these exchanges as data points that can either strengthen or weaken as the organization evolves. The end product: a visual representation of communications, information flows, and decision-making points that morphs with each email, Slack conversation, or support ticket closure. ONA software provides a structured way to visualize formal and informal relationships in organizations by analyzing how communications, decisions, and information flow internally. Imagine a holistic view of your organization and the strength of the relationships and communication channels within, and that’s just the tip of the iceberg for ONA capabilities. As an emerging form of HR technology, ONA captures data from e-mails, instant messages, feedback surveys, and collaboration platforms to help identify and understand how people communicate within an organization. What is Organizational Network Analysis (ONA)?īy definition, Organizational Network Analysis (ONA) is a method of studying and analyzing socio-technical networks within organizations. Within that evolution, this is where the fields of relational analytics and people intelligence converged to become a powerful tool for organizations: Organizational Network Analysis. Point-in-time insights became less valuable than actionable and predictive data. The predictive power of people analytics tools empowered HR teams across the world to make data-driven decisions, but a critical piece of the puzzle was noticeably missing.Īs the field of people analytics has evolved, organizations have challenged their own assumptions and the breadth of their data when it comes to making forward-looking data-driven decisions. ![]() Larger organizations began to invest in infrastructure to process and data scientists to analyze the vast amounts of data their HR-specific tools were generating – from talent acquisition to attrition, these organizations began to track and analyze the entire employee lifecycle. ![]() People analytics emerged as a new, and at the time, somewhat suspect, approach to leveraging people data to make objective talent management decisions. They sought an understanding of the interconnectedness of individuals and teams regardless of function, level, or location. A view into how work truly gets done within their organization. However, long before the world was rocked by a global pandemic, many organizations sought to understand something that goes beyond employee engagement surveys, performance management systems, and objective and key results (OKR) software. The world of work has drastically shifted over the past eight months, necessitating a greater level of information and insight on how work gets done within organizations large and small. What is Organizational Network Analysis (ONA) and How Can it Benefit My Business? ![]()
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