By now, most HR organizations underline the importance of HR analytics. They understand that it helps them retain their employees, which saves money in recruitment. And they’re aware that insight into training effectiveness improves the training offering and results in better performing employees.
Nevertheless, most HR departments I talk to struggle.
What Do HR Departments Need from HR Analytics?
These are the concerns I hear most frequently:
HR software implementation is dropped from the budget when a project goes overtime and over budget. Appropriate business intelligence tools aren’t used for HR purposes because its needs are lower in priority than …
Imagine if your workforce were measurable. Not just measurable by performance but by characteristics AND performance. Wouldn’t that be great? You could individualize the employees and make them each a unique asset of your company that you can leverage optimally like any other asset.
With these employees, you could achieve so many good things.
Build successful managers by finding clusters of leaders in certain roles
Organizations are only as good as their management. Often managers are poor leaders who fail to motivate their teams to deliver the maximum output. However, research has shown that the output of an organization …
The Digital Transformation of People Management, a recent Oxford Economics research paper, dropped a bomb: only 31 percent of HR departments surveyed provide key analytics across the enterprise to support and drive the business forward (this figure drops to an alarming 24 percent for firms in highly developed economies).
In yet another survey, Analytics: The New Path to Value, an MIT Sloan Management Review, the authors (Steve Lavalle, Michael S. Hopkins, Eric Lesser, et. al.) claim the challenges over the next two years are to innovate in order to achieve competitive advantage.