Four For Friday: Revisiting the Impacts of Human Resources Analytics

Four For Friday: Revisiting the Impacts of Human Resources Analytics

Michael Altiero

Impacts-Of-HR-AnalyticsEvery Friday, The DDR shines a light on the best data-centric articles and resources from across the internet, social media, and industry.

Each week we take a look at some of the best articles about analytics and data in human resources. We have shared posts covering almost every topic possible, and have even branched out to show how big data is impacting other business functions. Based on a great article by Patrick Coolen, we wanted to revisit the wide-ranging impacts that analytics have in the HR world. This is the topic for this week’s Four For Friday.

The 10 Golden Rules of HR Analytics (Revisited) (Patrick Coolen)

Less than a year after writing the 10 golden rules of HR analytics, Patrick Coolen, Manager HR metrics and analytics at ABN AMRO Bank N.V., felt he needed to update them. While Patrick does keep some of the original rules in place, he does add a few new ones. Here is the updated list of HR analytics rules:

  1. Strategic workforce planning and analytics
  2. Combine analytics and intuition
  3. Make analytics business relevant and actionable
  4. Involve legal and compliance
  5. Think of the skills you need
  6. Start small and be realistic
  7. Challenge the models and its outcomes
  8. Try (when ready) self service analytics
  9. Preach analytics
  10. Teach analytics

Learn more about each of these rules in Patrick’s article.

People Analytics: The Secret to Eradicating Low Company Morale (Switch & Shift)

How can organizations go beyond traditional HR tactics to combat low company morale? According to Zachary Johnson, CEO and Co-Founder of Syndio, the answer is people analytics. “People analytics is the combination of the most important business intelligence data — namely, HR data and relational data — into insightful analytics that solve high-value business problems.” Zachary says companies that utilize people analytics outperform those that don’t across the board. He also provides the following four ways people analytics can elevate company morale:

  1. Produce accurate performance assessments
  2. Standardize the rewards system
  3. Praise people publicly
  4. Cut through the hierarchy

Should Hiring Be Based on Gut — or Data? (Human Resource Executive)

One of the most common discussions going on throughout HR and recruiting today is whether hiring decisions should be based on gut instinct or on HR data. At a recent Wharton People Analytics Conference, this important question was posed to panelists from business and academia. Employees from Jet Blue explained how they use analytics to hire flight attendants. They noted that by using people analytics they have been able to track a half-point boost in Net Promoter Score (NPS). Check out the article for further discussions and information that were shared at the event.

Data Driven Organization Design – Q&A With Rupert Morrison (SHRM)

Mary Kaylor, Manager of Public Affairs for SHRM, sat down with Rupert Morrison, CEO of Concentra, to discuss how data and analytics are changing how companies attempt to sustain a competitive-advantage. Here are some highlights from the Q&A:

  • Morrison believes there are 3 reasons why organizations struggle with Organization Design.
  • When it comes to data analysis for organizational design, Rupert says that practitioners are scared to use their data and are using the wrong tools
  • “People data is an untapped resource at present. It represents a huge opportunity for organizations.”
  • When it comes to HR data, leaders need to start with the questions they want to answer that will provide value to the business.

Interested in recruiting analytics and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.

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