Wow, what a nice HR report! When was the last time you as a manager pronounced or heard another manager saying this sentence? HR Analytics is all about this wow-factor. It is all about positively surprising your non-HR audience of managers with compelling reports, stories or visualisations.
What does an expert in HR Analytics also do? He/she manages the process of producing HR reports, finds interesting HR data through data mining and performs analysis with statistical tools, but also designs new approaches and processes to collect new relevant data, while respecting individual rights, and finally most importantly presents insights through intuitive and compelling new ways.
Lots of excitement is surrounding HR Analytics, which is typical for a function in rapid growth and relatively young. There is a worldwide verifiable positive trend, please check Indeed or Google trend for this, by clicking on the links to these job analytics websites.
Unsurprisingly, who works in this very recent function, faces lack of technologies, skills and staff. Entry barriers for systems like SAP HCM are high, only additional marginal prices are cheap once you have entered the barrier. Although worldwide leaders have been saying for years that the value and importance of human capital is their most important asset, very few leaders can claim that their talent management decisions are adopted with the same logic, rigor and strategic depth as decisions about resources such as financial capital, products, services, customers and technology.
In HR Analytics the ability to attract funds is one of the many keys for success. When was the last time you produced a business case for producing better HR reports and/or extracting new HR data? How many times have cut down on silos and joined forces with others to overcome costs? When was the last time you built a proof of concept to convince others? Getting others engaged in your wow-factor HR reports is key to your success.