"The goal is to turn data into information and information into insight." - Carly Fiorina, Former CEO, HP
Today, as an HR professional, you're expected to do more than just manage the workforce. The work environment demands that you be a critic, a nerdy statistician, giving analytical input and key insights about the way your organization functions.
Data is the key to strategy. It's not about how large your dataset is, but about how well you use it. To utilize data, you first need to decode what's relevant and useful. But where will you find the time and resources to analyze and leverage this information?
People analytics, or HR analytics, in essence takes the company's wealth of employee data, like employee profiles, appraisal data, workers' compensation issues, benefits and more. And links it with the organization's business goals to give meaningful, actionable insights.
A workforce's demographics can provide vital clues about the future, particularly in situations in which the profile of a company's employees is ageing. In a climate in which there's intense competition for fresh talent, AnaIytic lets HR departments take a primary role in adapting, surviving and thriving. And of course, better efficiency tends to mean lower long-term costs.
What tools can you use to analyse HR data?
Self-service systems can provide HR departments with real-time information directly from HR data, displayed clearly and simply. These systems can come with detailed absence and workforce dashboards designed to reveal valuable trends and fresh perspectives. Because HR data has many uses, HR dashboards can be personalised; and role-based security means the right level of confidentiality is maintained. Like ORANGE HR Solution these systems allow integrated organisation charting, perfect for designing processes and strategies for change. And it's easy to create a roadmap to navigate.