2013 HRMS Trends So Far: HR Analytics
Go to your favorite search engine and spend a little time researching HRMS trends for the coming year. The chances are, you’ll find that every year, the pundits and commentators include HR analytics on their list of predictions…, and 12 months later, those same experts are saying that HR has once again missed the opportunity to really get to grips with what analytics can offer.
The Benefits Are Clear
As HR continues to strive to prove it has a sharp strategic focus, the benefits of better, more accessible information should be obvious. There are many potential positives of real-time and predictive analytics in the hiring and performance management processes (not least the increased transparency and greater involvement of managers in HR matters). But not only that, the anytime access (and with the right mobile apps, anywhere) to reliable, detailed and accurate HR information and insights is essential for the C-suite taking top level business decisions and the individual worker taking a personal decision.
But the Execution Is Faulty
However, 2013 research suggests that HR aren’t providing this sort of analysis to the business due to three number of historical factors that must be overcome. Firstly, the data is often scattered and spread across too many systems all recording aspects of employee activity and information. Integration is a key priority. Secondly, when data is crunched, analysed and served up to the business, the HR reports fail to link to the key business priorities which means that it is perceived as lacking relevance. Of course, it may be highly relevant but if the report doesn’t make that clear… Thirdly, HR professionals may lack the necessary skills for statistical analysis (which may go some way to explaining the second, and even first points).
Perhaps when we reach the end of the year, 2013 will be shown to have been the year of analytics - Tweet This
The Technology Is Here
The ongoing HRMS trend of integrated HR systems with embedded analytics (improving all the time) should by now be offering the necessary tools for the job. So, why do the experts so often ‘carry over’ their predictions for analytics to the next year, and the next? It could be argued that HR is still largely focussing its reporting on metrics such as organizational turnover, cost per hire, training cost per employee and so on. Whereas what HR analytics offer is the chance to do something with the information that we are constantly gathering… chop it up in different ways, according to different criteria and identifiers and produce new information, new insights. That is the nettle that so far has not been grasped.
Maybe This Year…
Perhaps when we reach the end of the year, 2013 will be shown to have been the year of analytics. It’s too soon to tell right now but pessimistically, the HR technology commentary so far this year still seems focussed on persuasion rather than implementation or embedding which is, probably, not a good sign. As stated above, this issue has always had two requirements: the right tools and the right skills/attitude to use them. The tools are here.
Featured white papers
5 ways HRMS helps you get more out of your HR data
A comprehensive guide to the data analytics capabilities of your HRMSDownload
Three workforce planning hacks your HRMS can help with
How HRMS features can facilitate your HR department’s workforce planning activities
HRMS and the limits of Big Data
‘Big Data’ is HR’s new Big Thing...but how useful can it be in the current state of the sector?
Five key HR metrics your HRMS should be measuring
The most useful HR metrics your team should be analyzing, and what data they require