HR Analytics is shaping up into a tsunami, which is building up worldwide in the HR world, which is put again under enormous pressure for various reasons, which I will summarise for you in one of my next posts.
Among all the talk that is going on at the moment, the real new buzzword is “Predictive HR Analytics”. Understand this word, ride the wave and become important. Do not understand what it really means, watch what is going on and your ability to influence will remain marginal.
HR Analytics has been the mantra for quite some time by big influencers in the field like Josh Bersin by Deloitte. A huge company like SAP very attentive to changes in HR understood what is going on and bought Successfactors in 2011 to ride the wave. Consultants left and right are entering the arena, but still very few understand what it all aims to.
Predictive HR Analytics is the ultimate goal of everybody. Predictive HR Analytics is the term to understand.
Data driven decision making is coming. Huge amount of HR data are being collected worldwide. Such big HR data are needed to understand how to survive in this market, measure progress towards targets and make adjustments to the course of action.
So what does “Predictive HR Analytics”, really mean? Being able to predict the future of human resources is of course not a sufficiently good answer. What one has to understand is the huge effort required to set up a system which will allow to make predictions.
I asked recently a very important manager in the field what does “Predictive HR Analytics” really mean. The answer was being able to predict the future, for example, on the human resources who are going to leave the company in the near future due to their abnormal high activity on social media and being able to put corrective action before they have gone away. Fantastic, but imagine the huge effort needed to set up a predictive system like this.
How to do predictions in the HR world? First of all companies need to put massive systems in place to be able to map the present. Only once the present is sufficiently well mapped and data cleaned, one can start analysing signals of abnormal activity against the normal background of noise. Signals are then possible indicators of the future, but collecting information about human beings is difficult due to lack of clear top down communication, lack of full compliance by staff, lack of understanding and rules, IT complexity, complicated benchmarking, messy managerial practices and so on.
From my previous two posts, I got a couple of good feedbacks, but the real nice thing is that now people start following me via LinkedIn. Please stay tuned in and feel free to pass on.