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Evolve We Must: Advancing HR to Predictive Analytics:

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In the last several decades HR has evolved from a back-office administrative paper-pushing, necessary evil to a higher-order, strategically valued function. This ever-accelerating transformation is attributed to many factors involving economic dynamics and pressures, technological advancements, and research and insight for effective people management. One such factor is the role of data and analytics. HR’s transformation can be pegged to the evolution and application of data management and analysis.  There are many models that break out this evolution into four or five stages.  At the risk of oversimplification, I”m keeping this model down to three stages which which I’ll call (1) foundational; (2) advanced; (3) predictive.   These three stages can be described in terms of the 6 “W” questions…who, what, where, when, why and how.     

The 6W model reflects HR’s evolving sophistication with data serving its strategic purpose. However, in the reality of day-to-day work of HR, the most effort, time and resources are allocated to the foundational phase, which of course is the precursor and prerequisite for predictive analytics; you need the data in order to analyze it. Continued advancement in technology and more nimble HRIS solutions, provide organization with relatively inexpensive HR systems and tools. This presents tremendous opportunity and potential to progress the organization through the 6W model toward the predictive analytics stage.

This leaves the question… is predictive HR analytics, or workforce analytics, just hype or can it really deliver on solving real business problems, predicting outcomes for various scenarios and effectively enable better planning? Furthermore, is the value of workforce analytics worth the up-front investment of system tools and capabilities? How could we quantify this value?

These are just a few of the questions we’ll venture to address in this blog.

What is your opinion or experience with workforce analytics… is it real or is it hype? What’s the value of workforce analytics?



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