‘But we’re HR – we don’t do numbers do we?’
The answer is that yes HR does do numbers now and Data Analytics is ensuring that HR plays a central role in organisational decision-making and strategic thinking. People are the most valuable and expensive asset so it makes sense to optimise their contribution – collecting data on employees’ performance, recruitment, talent and learning and development enables HR professionals and the organisation to gain insights into the performance of the workforce so that the investment in the ‘Human Capital’ brings improved performance and higher productivity.
‘So how do Analytics help?’
HR Analytics uses people-data in analytical processes to drive organisational success by evaluating and designing better systems and solving business problems. Critically, it enables evidence-based decisions to be made using data collected and synthesized from a variety of sources both within and outside the organisation. It removes any element of ‘silo’ thinking because HR has to understand not only the business but also the operating environment in order to move the organisation forward.