Vision, creativity and ability to contribute to the strategic role, HR has long been under pressure to demonstrate these qualities. But by combining HR with the Big Data it is possible for the HR to transition into HR analytics and to contribute to the working of organization and humans more than ever before. Following steps can help in making the successful transition of HR to HR analytics.
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First things first, without the data analytics is not possible. So, therefore it is important for you to understand what data is available to you and focus on the technology which is capable of producing more data. Data is very important as it can offer the organization the ability to predict future hiring needs and at the same time helps in improving the quality of new hires.
It is important to outline a realistic strategy with some key initiatives in order to provide the data driven answers answers to the most vital questions. As suggested by the recent survey that staff retention, absence and attrition are ranked higher than the staff performance in the order of priority. So, deep down what are the issues which are preventing your organization form achieving these goals?
As per the LinkedIn, quality of hire was used to be the gold metric for the most organizations and employers. But only one-third are bold enough to measure the metric and only 5% would describe themselves as the best in class. In spite of this, more than half of the HR functions are still manual.
With the help of scalable recruitment software one can make the transition to HR technology and can begin collecting the data which is essential to the organization such as time to hire, cost of hire and the most trustworthy source of the qualified candidates.
Like any other analytics HR analytics also require HR to identify the patterns and trends, provide new insight into human behavior and to be predictive. This simply means that now is the time to move away from the basic metrics to predictive analytics, for example:
Changing the question from how many employees did we hire last year to how many employees left the company?
Identify the skills lost from the business i.e. determining the people who left were either low skilled or highly skilled.
Identifying the at risk skilled employees.
Giving priority to the areas which can supposedly increase the retention level in the company.
Most common problem areas were recognized as poor leadership, career development opportunities and flexible working hours. Work on these.
HR technology will have to rely on human facto to make sense of the data and yet they remain wary if the automation. Some psychiatrist says that this may be due to development of other businesses where the skill which differentiate human and computer have been eliminated. HR should allow the automation to cope with the mundane iterative tasks and should focus more on the workforce strategies.
Big data is slowly but gradually making its first breakthrough into the HR. But in order to positively influence the analytics HR should recognize the direction the company is heading in with the help of big data analytics in order to achieve the goals.
