Four For Friday: Data-Driven Decision Making
Every day people make decisions. Whether it is in a professional or personal setting, making decisions is an important part of life that can have profound impacts on future events.
For business leaders, making bad decisions can mean the difference between having and not having a job. So how can they make the best possible decisions? The answer is to be as informed as possible, and using data is how that can be done. The articles in this week’s Four For Friday explore data-driven decision making and what it can provide your HR team.
3 Ways Every Enterprise Can Make Data-Driven Decisions (Information Management)
“When HR teams have insight into employee capacity and skillsets as well as current and upcoming projects, they can better manage the team’s workload and address employee disengagement. But often enterprises don’t give HR the same data attention as other teams,” says Kevin Roberts, Director of Platform Technology at FinancialForce. With data, HR teams are set up to make better hires. Learn more in Kevin’s post on the Information Management blog.
Craig Donaldson, editor of Inside HR Magazine, says that there are three key strategies for HR to drive business results with analytics. “Wherever possible, HR needs to have direct linkages and line of sight between HR objectives, the people strategy, and how this aligns with the business strategy.” Learn more about all three strategies in this post on the Inside HR blog.
3 Critical Stages of HR Data Empowerment (iCrunch Data News)
It comes as no surprise that data is intimidating, especially to HR. But not embracing and utilizing data can have negative impacts on HR and the business in today’s digital age. Joe Abusamra, Vice President, Product Marketing for Acendre, provides the following three stages of HR data empowerment that will help your team get started:
- Collaboration and Sharing
Check out Joe’s post to learn more about each stage.
“The vast amounts of data available have changed both how seekers find their jobs and how companies attract and retain their talent. The rise of big data and analytics is changing the way the world does business, and this applies to talent management as well,” says Jean Paul Isson, VP of Predictive Analytics for Monster. Jean Paul then provides 7 pillars of people analytics:
- Workforce Planning
- Talent Sourcing
- Talent Acquisition
- Onboarding Culture Fit and Engagement
- Performance Management and Employee Lifetime Value
- Talent Retention
- Employee Wellness and Well-Being
Jean Paul’s article goes into more depth about each pillar and how they can be used to build a stronger organization.
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