Why and How Your HR Department Should Be Using Big Data

By on

hrby Angela Guess

Scott Beagrie recently wrote for HR Magazine, “Just like any other function in the organisation, HR is finding itself increasingly under pressure to make use of big data and analytics. A 2015 research report from Bersin by Deloitte says that HR needs to harness what it calls ‘out-of-the-box’ predictive analytics technologies to help it make better decisions around talent. Such software could help organisations improve retention, strengthen leadership pipelines and augment employee career paths. Rather than relying on sophisticated data scientists to crunch the numbers and interpret the statistical findings, the report urges HR leaders to take charge and do it for themselves.”

He goes on, “The problem is that when it comes to adopting new technologies, HR has traditionally been regarded as a laggard. But there are pockets within the wider function that are deemed more progressive than others, namely reward… As reward intersects with a number of other key disciplines, including talent management, employee engagement and learning and development (L&D), it is well placed to demonstrate how HR data can be used strategically. ‘Using the data available can ratify the level of engagement and strength of the employee proposition,’ says Philip Hollingdale, founder and CEO of Staffcare. ‘This will have a beneficial impact on a number of areas including informing and influencing the recruitment and retention policy, and ensuring that the reward strategy is hitting the targets set by the board’.”

Read more here.

photo credit: Flickr/ allispossible.org.uk

We use technologies such as cookies to understand how you use our site and to provide a better user experience. This includes personalizing content, using analytics and improving site operations. We may share your information about your use of our site with third parties in accordance with our Privacy Policy. You can change your cookie settings as described here at any time, but parts of our site may not function correctly without them. By continuing to use our site, you agree that we can save cookies on your device, unless you have disabled cookies.
I Accept