HR Analytics and Big Data @ Work
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HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
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Rescooped by Tony Brugman (Bright & Company) from HR Analytics
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HR: Life After HR Analytics - HR As A Profit Centre!

HR: Life After HR Analytics - HR As A Profit Centre! | HR Analytics and Big Data @ Work | Scoop.it
With the global economic challenges that HR have faced over the past five years or so it’s not surprising that HR has tended to focus on process efficiency which has meant ongoing trade-offs between quality and cost. Finance and budgeting challenges will always drive such an approach but this is where data based business cases (based on business assumptions and data trends) has never been more important to HR. Without it the focus is on solely reducing cost whereas the focus should also be upon

Via Hendrik Feddersen
Tony Brugman (Bright & Company)'s insight:

Good Linkedin post in favor of more business-driven/minded HR through the use of HR Analytics.

 

The author foresees a bright future for HR when fully embracing HR Analytics:

"Analytics is shifting the expectations of HR and their internal clients, (..) the ultimate outcome of an analytics approach to HR is not that we are more numerate but that we become a profit centre in our own right not just a cost centre."

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Rescooped by Tony Brugman (Bright & Company) from Human Capital & Business Trends
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HR Magazine - Building a business case for talent

HR Magazine - Building a business case for talent | HR Analytics and Big Data @ Work | Scoop.it

Five years later, in a tough economic climate, HR leaders face increasing pressure to justify investment, and there is a view that traditional 'people' metrics alone no longer cut it. 


Via Andrée Laforge, Tony Brugman (Bright & Company)
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Tony Brugman (Bright & Company)'s curator insight, November 15, 2013 6:48 AM

Study by Cirrus shows: HR lacks skills to justify a Business Case for Talent.

 

Four key steps to a more effective and connected approach on assessing the ROI of talent:
- Convert intangible assets into tangible outcomes (Strategy Map)
- Cooperate with Finance to connect people and financial metrics
- Develop skills and capability in traditional and financial metrics
- Adopt HR technology and develop a data-driven HR function