4 Unquestionable Roles of HR Analytics in People Management

By Published March 2, 2017
HR analytics

Today business leaders make use of analytic solutions to understand deeper insight into the workforce to improve business outcomes and fuel evidence-based decisions. While the most apparent benefits are correlated with time savings, proof of ROI (Return on Investments), percentage changes as well as cost saved and profit earned.  There are less substantial advantages of HR analytics that leaders often unveil after they have started with their solution.

Below we will explore four under-the-radar, yet powerful roles of HR analytics.

HR analytics
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1. Stronger team cohesion

Leading to targeted and focused efforts towards common goals.

HR teams became interested and engaged in the data as soon as analytics solution comes in play. Analytic solutions make possible to perceive the data clearly and to build connections that matter. When everyone on the team initiates from the same point of understanding, it is convenient to work towards improvements and focus on the right things. With access to the same consolidated data, these teams can work together more effectively and efficiently, and make evidence-based, stronger decisions.

2. Better Organisational Alignment

Leading to Faster, Smarter Decision.

HR analytics can bring about a common language and shared understanding across stakeholders. It takes disconnected data and bringing together in a single view. Therefore, HR teams are no longer need to deal with different formats of the same data, multiple views of the data or differing perspective based on opinion.

Human Resources Analytics can also elevate understanding by helping discern between opinion and facts or beliefs leading better organisational alignment. The data can be used to break down any assumptions or biases that are not supported by fact and validate those opinions that hold true. The decision becomes more effective and efficient because they are aligned with a credible and shared view.

3. Empowering Managers

Trailing to accountability, ownership and taking action for a business problem.

In several companies, executives receive no-to-little meaningful information on the performance of their team. When they do obtain information, it is often in the form of a regular report, full of numbers and columns, which is challenging to transform into actions and decisions.

On the other hand, with the implementation of HR analytics data becomes easy to share and managers can rally efforts around achieving objectives without any perplexity. This leads managers to take accountability and ownership of what they see in the data.

4. Easier to communicate and collaborate on solutions

Better relationships across the organization and influence business outcomes.

Having access to actionable and consolidated insight empowers these leaders to use the visuals and data as a catalyst to persuasive conversions with the firm. Driven by analytics, talent leaders and HR teams are growing their connections and voice across the organization leading to better people management.

Working on the same page jointly address the gaps in approaches and process to recruiting and managing new hires. A workforce analytics solutions help a relationship between executive teams and HR.

So here they are – four unquestionable roles of HR analytics that probably are not top of mind when one think about people management.

Get started – one will be delighted and surprised by all there to gain.

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