Four For Friday: Rethinking HR Analytics for 2017

Four For Friday: Rethinking HR Analytics for 2017

Michael Altiero

As we approach the end of 2016 and start thinking ahead to 2017, it’s impressive how much difference a year makes when it comes to HR analytics. When we started the Data Driven Recruiter blog in early 2015, analytics in recruiting and HR was at its infancy. But with 2017 just around the corner, the growth in metrics and analytics is at times overwhelming.

But with the rising interest in HR analytics comes new issues to address. One of them (and perhaps the most important) is if HR analytics is too broad a term for this growing trend. Rethinking HR analytics for 2017 and beyond is the topic for this week’s Four For Friday.

What Do We Mean By ‘HR Analytics’? (HR Magazine)

One of the leading reasons HR analytics confuses many in the industry is that there isn’t a standard definition of what it is or what exactly comprises it. “At conferences it seems data management, reporting, and basic statistics as well as what might be described as genuine HR analytics (HRA) are all included under the same heading,” says Peter Reilly, author of The Path Towards Predictive Analytics. Peter’s post on the HR Magazine blog explores ways to overcome this challenge moving forward.

The Difference Between People Analytics and HR Analytics (Analytics In HR)

“I am using people analytics more and more. HR analytics has the connotation that it is about the HR department. This is partly true, but in many cases you are looking at people characteristics that are not managed by HR but by the business,” says Patrick Coolen. This article on the Analytics in HR blog takes a closer look at a very important topic for HR leaders.

HR Analytics Skills: Strong Demand But Short Supply (Personnel Today)

According to a recent study from SHRM, analytics skills are growing in importance for HR roles and teams. “71% of HR professionals surveyed by SHRM say their organization has data analysis roles within the accounting and finance department, while 54% have such roles in HR.” However, despite the growing need for analytics skills, the supply for recruits with these skills is low. Learn more in this post on the Personnel Today blog.

HR Analytics: Useful Insight Or Data Fishing Trips? (Future Work Centre)

“The HR Analytics movement sometimes emphasizes looking for meaning in large data set. There is a risk that organizations will find statistical relationships between variables that lead to uncomfortable decisions and very real ethical challenges. With a clear focus on problem formulation, we’ll be clearer on the data we actually need to examine and avoid the tendency to go fishing for ‘interesting’ information,” says Dr. Richard MacKinnon, Founder of Future Work Centre. Check out Dr. MacKinnon’s post on the Future Work Centre blog to learn more!

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