Is HR lost without analytics? And with analytics I do not mean reporting on FTE, headcount, employee engagement or for instance providing the number of talents in your organisation. With analytics I mean applying statistical methods, like regression analyses, on data sets that combine HR and business data. The latter allows you to really determine the impact of HR elements such as, engagement on for instance client satisfaction, products sold or market share. Exactly this type of analytics will (re-)claim that strategic seat at the business table HR is talking about for the last ten years. So not surprisingly, the mission of my department is to make HR more fact based and to inject decision making with sophisticated data analytics. To achieve this we have been focusing for the last year and a half on HR analytics and strategic workforce planning. And we are pleased with the progress and the appetite for our services within our organisation. In this article I am happy to share our lessons learned in the field of HR analytics. Combine strategic workforce planning and analytics: We strongly believe that strategic workforce planning and HR analytics should go hand in hand. For us strategic workforce planning has to make sure that HR is executing the right activities to optimize our workforce in order to support business goals.
Having discussed harnessing social media, enabling internal knowledge creation and leveraging social capital in previous articles, it seems a logical topic to cover next is to address one the key players in this debate and how they interplay with advances in data analytics and technology: Human Resources. Big Data remains big news to HR so why is it (as was recently noted by the CIPD) "such a big ask for HR"? What is getting in the way? Is HR's work too tied up in the ebb and flow of day to day business issues? How does HR achieve sophistication of operation if they are caught up in administrative tedium? It seems more than this though as the CIPD recently reported that organisational silos, insufficient internal skills sets, suspicion and scepticism from HR professionals, all surround the use of innovative and contemporary data sets
There are some pretty insane employment perks on offer in Silicon Valley these days, from Google's massage rooms, yoga classes and free child care to Twitter's laundry service and untracked vacation days.
The Big Data & Marketing Innovation Summit, Hear stories of how organizations have successfully empowered employees to Think Big ... and then how they have supported those ideas to make them happen through Big Data and analytics
Gartner expects the market for BigData and analytics to generate $3.7 Trillion in products and services and generate 4.4 million new jobs by 2015. While most of the talk is about applying BigData to marketing and consumer businesses, there is an even bigger opportunity to apply BigData to Human Resources. [...]
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