How Analytics will Transform HR Processes in 2019
Human resource analytics has a lot of upside for HR professionals. HR analytics is the analysis of people data and linking people variables presents new opportunities for HR professionals. It is crucial for professionals to track the latest trends whether they are good or bad. These trends show that there is still plenty of room for growth in the human resource and the HR analytics field. People-analytics project has a goal of gathering and understanding the connections between multiple sources of data. The extraction of such data supports the leadership vision and company initiatives. Here are a few predictions for HR Analytics:
Organizations take feedback regularly to improve the employee experience. However, few companies do it too frequently. If a company collects data employee data on a daily basis, the changes can’t be implemented. An ideal feedback strategy is to collect data through surveys every quarter. One or two census surveys coupled with a few pulse surveys targeted at problem groups that don’t perform well can help gain critical insights. Further, organizations can make a plan of action to enhance the performance of a low performing department. Organizations have understood the magnitude of the problem and are working toward a solution making it a trend in the coming years.
Organizations and HR solutions providers will embrace the data integration trend and implement advanced analytics tools and technology. Data is not valuable if not applied. The latest buzzword in the HR landscape is employee life cycle. The employees’ entire journey in the organization can be mapped out with data from multiple sources. Insights gained from various types of employee data with an analytics tool are powerful. Companies are starting to embrace data implementation.
Delivering data-driven actions provided by organizations, employee experience, and analytics companies will be of the most significant leap in HR. Advanced analytics have paved a way to move past the ordinary thought process about survey results. Analytics-driven nudges are gaining traction. Nudging is intelligence based, and instead of merely providing insights, it leads employees and leaders to an action based approach. Return on investment (ROI) gets impacted with these actions. Innovation with regards to using data insights to guide the actions of leaders and employees will be the trend.
Check this out: Top HR Analytics Companies
By James Seevers, CIO & GM, Toyoda Gosei
By Bill Krivoshik, SVP & CIO, Time Warner Inc.
By Gregory Morrison, SVP & CIO, Cox Enterprises
By Alberto Ruocco, CIO, American Electric Power
By Bruce. D. Smith, SVP & CIO, Information Systems, Advocate...
By Adrian Mebane, VP-Global Ethics & Compliance, The Hershey...
By Graham Welch, Director-Cisco Security, Cisco
By Michael Watkins, Senior Product Director, Global Knowledge
By Bernd Schlotter, President of Services, Unify
By Patrick Hale, CIO, VITAS Healthcare
By Steve Bein, VP-GIS, Michael Baker International
By Jason Alan Snyder, CTO, Momentum Worldwide
By Mike Morris, CIO, Legends
By Louis Carr, Jr., CIO, Clark County
By Bill Dow, SVP and General Manager of Business Solutions,...
By Jim Whitehurst, CEO, Red Hat
By Darren Cockrel, CIO, Coyote Logistics, a UPS Company...
By Nathan Johnson, SVP and CIO, Werner Enterprises [NASDAQ:...
By David Tamayo, CIO, DCS Corporation
By Neil Hampshire, CIO, ModusLink Global Solutions, Inc....