{"id":3007,"date":"2019-10-23T18:33:20","date_gmt":"2019-10-23T18:33:20","guid":{"rendered":"http:\/\/bakertillyvantagen.com\/?p=3007"},"modified":"2023-05-09T14:09:49","modified_gmt":"2023-05-09T14:09:49","slug":"data-driven-hr-practices","status":"publish","type":"post","link":"https:\/\/sitepreviews.org\/bt-vantagen\/3007\/data-driven-hr-practices\/","title":{"rendered":"People solutions require people analytics: the importance of data-driven HR practices"},"content":{"rendered":"\r\n<p>At a time when robust data aggregation technology is not only available but also affordable, HR departments are not taking full advantage of the value these systems provide.\u00a0 In 2018, a survey by AIHR Analytics found that HR metrics and analytics were deemed the least effective area of HR.\u00a0 Yet, more than 70% of companies now say they consider people analytics to be a high priority, according to Harvard Business Review.<\/p>\r\n\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<p>The potential impact of HR data goes beyond simply understanding recruitment, hiring, and retention within an organization.\u00a0 By becoming become data storytellers, HR professionals can use data to not only provide valuable insight for their organizations but also drive better decisions around talent management and the relationships between business units.<\/p>\r\n\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<p>Using a data-driven approach to HR, organizations can move away from implementing reactionary solutions to problems (such as turnover, retention, risk, talent, and futurecasting), and instead design proactive programs.\u00a0 For example, retention data can be used to identify what departments or positions are at the highest risk for turnover. This data can impact what resources or activities are put in place to mitigate that risk. Another example of how HR data can be useful for an organization is how predictive talent data can identify potential high performers. Using this information, organizations can make important decisions on who which employees should be fast-tracked and which employees may need more training and development opportunities. Furthermore, benefits analytics can provide insight into what benefits are valued by employees and what benefits may need to be restructured, remarketed to the employee population, or eliminated.<\/p>\r\n\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<p>The insights provided by HR data can contribute to higher productivity by identifying employee motivators, drive change in management practices by translating data into financial impact of a changed behavior or practice, and lead to a more efficient and prioritized budget by identifying and funding the HR programs that are leading to the highest business impact.\u00a0<\/p>\r\n\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<p>Data-driven decisions in HR can affect an entire organization\u2019s bottom line. Organizations need to do a self-evaluation to see if the software they are currently using provides their HR team with the most comprehensive and accurate data.\u00a0 From there, organizations should determine whether or not they are utilizing the data to its maximum potential.\u00a0<\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>At a time when robust data aggregation technology is not only available but also affordable, HR departments are not taking full advantage of the value these systems provide.\u00a0 In 2018, a survey by AIHR Analytics found that HR metrics and analytics were deemed the least effective area of HR.\u00a0 Yet, more than 70% of companies [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3728,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[12],"class_list":["post-3007","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-hr-consulting"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>People Solutions Require People Analytics and Data-Driven HR Practices<\/title>\n<meta name=\"description\" content=\"At a time when robust technology is not only available but also affordable, HR departments are not taking full advantage of what these systems provide.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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