HR-Analytics, Är ni rustade? Business Intelligence, HR

HR ANALYTICS – ARE YOU READY?

Business Intelligence and Data Science in the HR sphere are hot topics – and this can be seen not just in the many discussions in various forums, networks or with our customers, but also in a study conducted by Gothenburg University (Centre for Global Human Resource Management).

The survey reveals that the focus on IT-related HR areas will increase significantly. Those aspects that HR experts believe will increase most when comparing how they work today with how they predict they will work in 2025, are Big Data, HR Analytics, Digitalisation, and the use of Social Media.

What is it that attracts operations to work with Business Intelligence and Data Science in the HR field?
I believe that the drive comes from several directions. One example is the wish to create measurability in the operation and evidence-based benefit of HR initiatives and investments. Another driving force is the implementation of GDPR and the demands that the new legislation imposes on quickly gaining control over where and what personal data is stored in which system, and ensuring that output data reports or Excel documents containing sensitive personal data are not spread within the organisation. HR is also inspired by other functions and operational areas where Business Intelligence and Data Science have a higher degree of maturity and have proven to be a very successful working method.

A couple of examples could be the benefit of text analyses for CV searches, employee surveys, what is written about the company (how is our Employer Branding work proceeding?), what our employees and others write about working for us. Today simple text analyses can considerably improve work efficiency in capturing and summarising large quantities of free-text data. Another example is Chatbots – these could be the new interactive personnel manual where employees can get answers to personnel-related questions in real time. But perhaps the most exciting driving force is prediction – using analysis to predict events so that the operation can act preventively to an even greater extent.

Working actively with prediction can help companies predict events in many HR-related challenges. Some examples include:

• Personnel requirements in the short and long terms
• Optimal staffing levels
• When is there a risk that sickness absence might increase?
• For which target group should we invest more on wellness activities?
• What is the effect of increased stress levels on result and customer satisfaction?
• Predict recruitment needs
• When is it most likely that employees want new challenges?
• In which occupational groups and at what times can we expect staff turnover?
• When do salaries and benefits risk not being competitive? Or the other way round – when do we pay more than the market does?

For more examples, please read my blog post entitled “What is HR Analytics? HR Analytics 1.0”. To access the article click here.

One of the reasons why more companies do not work actively in this area is that HR data is often found in many different source systems. For example in Payroll, HR, Time, Travel Reporting, Staffing and Benefits portals or various forms of survey tools that the company uses. In corporate groups or larger companies it is not unusual for data to be stored in different systems or databases because not all the companies in the group use the same HR solution, or because the company has employees in different countries. With today’s solutions it is relatively easy to combine data in a data warehouse and thus collate data and make it analysis possible. The next step is to correlate and conduct analyses together with other data, for instance from the business, CRM or order system.
Today many HR functions work in an obsolete way with a lot of manual Excel processing or via simple analyses from existing systems. As a result, a lot of relevant data is ignored because it cannot be processed manually and the risk of errors is considerable. Manual analyses also tend to generate a relatively large amount of work and only provide an instantaneous image that is relevant only for that particular week, month, department etc. At Advectas we believe there will be very swift development in this area and we want to be an active partner in HR Analytics and Data Science in the HR sphere.

Are you interested in finding out what these connections look like in your organisation? Book a free workshop and we will help you find out how to get started with HR Analytics and what you stand to gain from this in both the short and long terms. At Advectas we also have an offer that we call the “flying start”, so you can quickly get started with HR Analytics. Contact ulf.särlvik@advectas.se, phone no. +46 (0)70 864 19 17 to discuss your ideas and questions.

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