Click here to subscribe to our RSS feed

FYI Solutions Blog

May 12, 2015

HR Analytics: Is it Right for Your Organization?

Author:  J.C. Revilla

People analytics is a rapidly evolving area of business intelligence and big data technology used to increase productivity and provide business solutions.  Analytics can be used in any industry, public or private.  It can be a valuable tool, providing unprecedented insights for organizational managers, including human resource managers.

Sophisticated HR Analytics has Arrived

The availability of analytics to address HR is not new.  People analytics has been around for a long time.  What is new is the increasing sophistication brought to the field.  According to Corporate HR Analyst Josh Bersin, “for the first time in the fifteen years I’ve been an analyst, human resource departments are getting serious about analytics.  And I mean serious”.  Bersin states that companies are finally ready to make an investment in applying analytics to people decisions.  More exciting still, “the serious math and data people are flocking to HR”.  (For the complete article, see http://www.forbes.com/sites/joshbersin/2015/02/01/geeks-arrive-in-hr-people-analytics-is-here)

Overcoming Objections to HR Analytics

Now that sophisticated HR analytics has arrived, is it a good fit for your organization?  Although your company may have enough data to make analytics effective, there can still be hurdles to address before HR analytics can be implemented.

According to Tracey Smith, one of the “Top 50 Global Influencers in HR Analytics”, there are five common reasons people are not using HR analytics, all of which can be overcome.  (For the complete article, see http://www.nl.linkedin.com/pulse/5-reasons-get-started-hr-analytics-tracey-smith)  Some of the hurdles are:

  1. Perceived Lack of Quality Data

Organizations are often concerned they do not have quality data.  Smith advises that this should not prevent an organization from using HR analytics because data will rarely, if ever, be perfect.

  1. Lack of Leadership Support

Most HR leaders come from traditional, non-analytical backgrounds.  This can contribute to a low comfort level with analytics in the HR context.  This reluctance can be overcome with concrete examples showing traditional HR professionals what can be achieved through analytics.

  1. Lack of Skill Sets

Organizations are often concerned that they do not have the skills or talent to devote to HR analytics.  Smaller companies, with limited resources and experience in the field, may consider hiring consultants to do the analytics work required.   Consultants can assist organizations in identifying talent, to hire additional staff and to otherwise move forward with HR analytics.

At FYI Solutions, we have helped our clients create data and analytics strategies for 30 years.  We specialize in delivering intuitive, highly integrated Data Management, Reporting, and Analytics solutions.  We are ready to assist your organization in determining how to utilize HR analytics based on your organization’s resources, challenges and needs.

If you would like to determine whether HR analytics is a good fit for your organization, please feel free to contact us at FYI Solutions.

Share

Comments are closed.