This article appears at Chartered Professionals in Human Resources of British Columbia & Yukon's peopletalkonline.ca.
Data analytics has been named one of the top HR trends we’ll see in 2020, and for good reason.
As candidate and employee information becomes increasingly available, HR professionals across all industries need to equip themselves to address more complex decisions around recruiting and workforce planning. Being ‘data literate’ allows us to benchmark against industry standards, diagnose problems, and come up with actionable solutions.
But before you run out and sign up for that ‘Intro to Python’ course, it’s important to take a step back and look at what you’re hoping to achieve through data analytics.
You Can’t Fix What You Can’t Measure
The more digital touch-points present within an employee’s life cycle, the more opportunities HR teams have to be proactive instead of reactive with their workforce. This includes abilities like predicting turnover, measuring ROI on training, measuring team productivity, and even measuring engagement.
Imagine your team has access to an employee’s data from recruitment, onboarding, ongoing training, performance reviews, coaching interactions, promotions and lateral moves, all the way to when the employee leaves the company, and what they end up doing afterwards. With access to this level of data, HR can...continue reading.
Looking to upskill your HR team with the data analytics skills needed to make better people decisions? Contact our corporate training team for more information.