Author Tom Davenport and Deloitte’s Jeff Schwartz discuss the bifurcation of how companies use data analytics for recruitment, retention, and succession planning—some are flying high, while others have yet to lift off.
The Guardian (blog) Why data needs to move out of the IT department and into the boardroom The Guardian (blog) The HR director can also benefit. Analysis of employee data can help predict high performers which in turn can help guide recruitment.
Research from Bersin finds that while more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven, there is a huge chasm between the “haves” and the “have nots.
The often-contentious relationship between marketing and IT has made for great organizational spectator sport, but perhaps the more interesting game in town is the revolution in HR’s deepening relationship with Big Data.…...
HR departments capture enormous amounts of data, but these typically stagnate in various systems and are rarely used for strategic purposes. It’s not that companies haven’t tried, with HR data warehouses and “HR analytics” teams that run reports.
Going beyond the expected is essential to the practice of analytics and is the fundamental difference between true analytics and reporting. And to achieve this end in HR, you need to hire a scary person.