HR Data Analytics: 5 Must-Read Articles
Utilizing HR data analytics for strategic decision making has become a hot topic in the field of human resources. In the increasingly digital future of HCM platforms, HR data analytics is being harnessed to provide valuable insights and data-driven decisions.
WalkMe’s Digital Adoption Platform (DAP) is rooted in the analysis of how employees interact with systems and using this information to improve user experience. In line with this we thought we’d share a few of the best articles explaining why and how organizations are using HR data analytics to improve their bottom line.
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HBR: Most HR Data Is Bad Data
Most organizations still ask employees and managers to rate performance based on a five to ten point scale. This article critiques the traditional practice of rating employees, offers evidence that it is not accurate or helpful, and asks the reader to reconsider how HR data analytics could do more good.
MIT Sloan: Is Your Company Ready for Analytics
Analytics and big data are being used by many companies to understand consumer behavior, and now are being focused inwards on employees. This article offers four lessons about how to take full advantage of HR analytics to support your strategic workforce decisions.
Forbes: Is HR Data Even More Valuable To A Business Than Its Financial Data?
HR technology today is intended to make work more convenient for employees, giving them easy access to the resources they need with little hassle. These can be customized and personalized for greater effect. And, as employees use these systems they also feed information into the company for HR and executives to better understand and optimize their human capital. This article further discusses the limitations and strengths of HR data systems.
Economist: Why HR is Becoming a Numbers Game
Stacked with statistics, there is sufficient evidence to propose that HR professionals understand the positive impact HR data can have on their organization, but are resistant to change the nature of the profession from being the “people person” to a “data person.” However, the value of HR analytics cannot be ignored and there are signs that as HR software becomes more accessible to the everyday user, its adoption and implementation increases.
Linkedin: HR Analytics and Big Data through the lens of Industrial/Organizational Psychology, Part I
Organizational psychologist, Pylin Chuapetcharasopon, published this comprehensive guide to analytics, big data, related terms and uses in the field of HR. This article offers insights from top organization’s analytics experts and how they leveraged big data. Examples from WalMart and IBM illustrate the benefits of data analytics for HR to guide decision making, minimize risk and forecast events.
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