HR analytics allows HR professionals to monitor and analyze process and people performance, and identify the bottlenecks. With HR departments creating huge piles of data every single day, HR Analytics can be highly empowering, provided there is a clear process in place to implement it in the organization. Here we discuss few easy ways of implementing HR Analytics.
Business leaders now expect HR departments to provide strategic inputs to steer the organization towards the path of better growth and development. HR teams, in turn, are hoping analytics will provide them the necessary clarity and direction and considering the benefits that HR analytics has, the hopes are not unfounded. However, many organizations are yet to realize the complete potential of HR analytics owing to its messy adoption. Here we tell you about the steps to improve HR analytics implementation in your organization:
- Define the HR analytics process for successful HR analytics adoption
- Plan a HR analytics framework to easily implement HR analytics
- Experiment with different HR Analytics tools while implementing HR Analytics
- Hire skilled professionals for better HR analytics Implementation
Define the HR analytics process for successful HR analytics adoption
One of the basic requirements for applying HR analytics successfully in your organization is to research and define a process that is relevant to the goals of your business. You must look at the direction where the business wants itself to pivot and the KPIs that should be measured to reach that objective. Based on this conclusion you must define a HR analytics process that creates strategic value for the organization. The defined HR analytics process should not only be able to analyze the past performance but also be capable of predicting the efficiency and efficacy of HR activities and their impact on overall organizational performance.
Plan a HR analytics framework to easily implement HR analytics
Once you have a clear definition of the HR analytics process it’s easy to create a HR analytics framework that would drive the implementation. One of the commonly known frameworks used in HR analytics is the LAMP framework. LAMP stands for Logic, analytics, measures and process. These are vital components of a measurement system that drives strategic change in the organization. HR analytics often provides organizations with insights that supersede the ability of existing processes to use them properly. With LAMP framework in place, HRs have the opportunity to enhance their decision making and act as driver in strategic change.
Experiment with different HR Analytics tools while implementing HR Analytics
Today, HR analytics is a mature market with more and more tools available for all kinds of users. These tools combine data mining and analysis, visual statistics, artificial intelligence and machine learning to provide watertight control over the data generated and extract its maximum value. These tools feature user-friendly intuitive interface that is easy to explore by an HR professional with minimum technical assistance. It is useful to become acquainted with a couple of such HR analytics tools before settling for the best combination that works for your organization’s HR process.
Hire skilled professionals for better HR analytics Implementation
Analytics is certainly not everyone’s cup of tea. There are numbers everywhere and huge loads of data always ready to be explored and analyzed. Lack of analytical skills is one of the major hurdles that organizations face while implementing HR analytics, however, HRs are not be blamed for this gap. Most of the time HRs were not trained well for technical roles, which is changing with the increasing dominance of data in every field. Nevertheless, for successful HR analytics adoption there are some prerequisite skills that HR professionals must have:
- Strong logical and analytical acumen
- Good IT skills
- A solid understanding of HR processes and metrics
- Curious and inquisitive minds to chase factual answers
To make better use of HR data, organizations must meet the above described criterion and continuously invest to improve their technical capabilities. HR analytics is all about building a narrative out of data and a specialized HR analytics tool will serve this very purpose.