Author: Yaprak Selin Keskin
Date of publication: 22/07/2023
Data-driven insights are revolutionizing organizational decision-making and talent utilization. Strategic workforce planning, employee productivity, talent management, engagement, retention studies, performance management, agility, and mobility are gaining importance. Human resource data analytics eliminates uncertainties, providing a clear understanding of employee and company needs, leading to successful outcomes. HR analytics removes the guesswork, enabling better human risk management, efficient task-employee matching, and cost-effective processes.
What is Human Resources Analytics?
HR analytics, which may also be referred to as talent analytics, workforce analytics, or
talent intelligence encompasses the process of gathering, analyzing, and presenting HR data for decision-making purposes. In fact, it enables organizations to measure the impact of various HR metrics on overall business performance and make data-driven decisions. Furthermore, the concepts of operational talent in the 1900s, strategic talent in the 2000s, and database talent are still valid today. From now on, it seems that personnel affairs will proceed independently of instinctive emotions. With people analytics, you do not have to rely on intuition anymore. So, analytics enable HR professionals to make data-driven decisions. In addition, human resources data analytics help test the effectiveness of HR policies and various interventions.
What are common data sources for Human Resources analytics?
Common data sources include internal data such as employee demographics, payroll data, social media data, performance data, and time and attendance data. Besides, external data sources include labor market data, demographic data, LinkedIn data, and more. All data related to the project is available.
What awaits HR analytics in the future?
With the rapid advancement of technology and software tools, digitalization is set to revolutionize HR practices by leveraging data analytics. Artificial intelligence is already making its mark in numerous HR processes, streamlining candidate screening for job applications and customizing training programs to match employees learning pace. As we look ahead, automated analysis will play a pivotal role in process optimization and time efficiency. Moreover, Human Resources professionals will gain the foresight to predict potential challenges well in advance and proactively address them. Consequently, HR data will remain the symbolic key to unlocking corporate success, both in the present and the foreseeable future.
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