You may be sitting at home right now, asking yourself this very question! I wonder what my CEO prefers I do in my role. It’s a valid question, and one I find that great HR leaders already know the answer to, because they ask the question, often!
Posts Tagged analytics
Reports are not data analytics. Reports are snapshots of data gathered into informational summaries. A good example of a report is a turnover report. Seeing turnover rates across locations, departments, etc., brings to our attention overall trends and may point to an issue in need of closer attention.
Retention and data. It’s a very linear relationship. The data is asked for, usually annually, by leadership so they can plan accordingly for gaps, re-training and scaling considerations. Human resources provides the data, often, and for too many HR departments, that’s it. We give the data and then exhale because our part is done. Truth be told, we might like that the tabulation of attrition is all we have to do. We don’t want more.
The desire for data analysis and application is high amongst HR professionals. At SHRM’s first People Analytics Conference, the conversation amongst attendees has to do with this. We know that data is vital; we know that data can direct the actions and intentions of an organization. Data is gold, we believe.
Imagine if you were asked to buy a house without ever seeing it. Your real estate agent tells you it has everything you asked for and you should trust her because she has had 100 percent success in predicting her client’s happiness with their purchase. Would you buy it?
This is the time of year for predictions. One of the things that shows up fairly consistently on HR-related trends articles includes predictive analytics. So, what exactly are predictive analytics and why should we pay attention to them?
Five years ago, I recall speaking to an attendee at a SHRM Annual Conference—an HR professional from a Fortune 100 company—who asked if SHRM would consider including additional sessions on HR analytics at future conferences. “I need to learn more,” she said. “My CEO wants to see numbers!”
Ask and you shall receive.
I spent several years as an HRIS and Quality Manager. In this role, I was often asked to “pull numbers” on retention, turnover, benefits usage, 401k participation, and click activity on jobs in our ATS. HR departments have a tradition of collecting lots of HR data. However, this data often remains unused. As soon as your organization starts solving their people problems by using data, they are engaged in people analytics.
Wait, that wasn’t a good story? Isn’t that how you remember it? Well, it has all the key components that you need to know. It has the who, the what and the how. It also has information on the results. So, what’s missing?
Dr. Woody: What is the essence of The Power of People? Who is this book for and why did you write it?
On December 14, following the SHRM Live 2016: Making the 21st Century Workplace Work virtual event, @shrmnextchat chatted with presenters Dr.
As the demand for talent continues to intensify, the year ahead will see new challenges as organizations race to innovate and refine their talent management strategies.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
Rupert Morrison is the CEO of Concentra one of the fastest-growing analytics firms in the UK and the creators of acclaimed business transformation tool OrgVue. I asked Rupert about the evolution of organizational design and how data and analytics are changing the way companies are creating environments for performance to sustain a competitive edge.