When I bring up talent management as part of a mobile business intelligence strategy, I’m often met with that “deer caught in the headlights” look. I realize that talent management is typically used in the context of human resources, but I also see it playing an important part in the development of a mobile BI strategy. As with any technology project, in mobile BI we need to effectively manage three basic resources: technology (hardware, software, network), processes (business or technical), and people. Of the three, I believe talent is the most important one that …
Everything seems connected to the internet. From cars and mobile phones to the fridge and the lawn mower. The future of machine-to-machine technology seems inevitable as people demand smarter applications to fulfill their ever-growing hunger for new information and their desire to do things quicker and better.
In 2013, mobile devices outnumbered the human population, and some estimates predict that 24 billion devices will be connected to the internet by the end of 2020. This trend impacts the way we do business in all levels of an organization.
How Will that Change the HR Domain?
Maximizing human resource (HR) utilization …
There are many presentations and discussions about how analytics and “Big Data” can improve decision making—a simple Google search on the terms returns close to 8 million results. Organizations find their workforce analytics especially challenging as human resources (HR) departments attempt to grow beyond creating reports for the sake of reporting. When you think about it, on any given day, HR gets many questions about your workforce that data could address or improve. But which do you try to answer?
Sales, marketing, and finance have leveraged analytics successfully as part of their toolkit for some …
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 …
In the finance and banking industries, organizations have employed for years mathematicians, statisticians, engineers, physicists, and highly-skilled specialists with super-strong analytical skills. They put these skills to work, sifting through volumes of financial, economic, and social data to identify trends, pick out the “needles in the haystack,” and determine the probability of markets going up or down. Their brain power, combined with machine resources, is focused keenly on exploring and acting on new ideas to increase the return on investments, whether through gaining a sub-second advantage in trading or in long-term ventures.
However, the idea of tapping big …
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.