big data online courses and analytics, companies are turning their data into insights, such as predicting when employees will leave, where to recruit the most suitable candidates from, how to identify and attract those suitable candidates, and how to keep them happy once they become employees.</p> ;<p> ; </p> ;<p>All this means that HR data is more valuable than ever before. So it’s no wonder that a report by the Economist Intelligence Unit found that <a href="http://futurehrtrends.eiu.com/" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:http://futurehrtrends.eiu.com/">82% of organizations planned to either begin or increase their use of big data online courses in HR before the end of 2018</a>. This has given rise to ‘intelligent HR’ as a bit of a buzz phrase.</p> ;<p><strong>Intelligent HR is data-driven HR</strong></p> ;<p>Despite having access to a wealth of data, in my experience, too many HR teams spend the majority of their time on admin tasks or legal issues. Clunky staff appraisals, the day-to-day minutia of recruitment and people management, and wasteful, expensive activities like annual staff satisfaction surveys take up time that could be better spent elsewhere. Plus, there’s the issue that HR is traditionally seen as very people-orientated, and not so much about numbers and data.</p> ;<div class="vestpocket" vest-pocket=""></div> ;<p>Even when data does play a role, it’s not necessarily being used in a smart way that’s most relevant to the business in question. A lot of HR data analysis comes in the form of standard <a href="https://www.bernardmarr.com/default.asp?contentID=1349" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://www.bernardmarr.com/default.asp?contentID=1349">KPIs</a> measuring factors like <a href="https://www.bernardmarr.com/default.asp?contentID=1402" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://www.bernardmarr.com/default.asp?contentID=1402">absenteeism</a>. After all, metrics like this are easy to measure, and they’re measured by most companies as a matter of course (the old case of, ‘if they’re doing it, so should we’). But, these days, there are far more unique and valuable <a href="https://www.bernardmarr.com/default.asp?contentID=1392" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://www.bernardmarr.com/default.asp?contentID=1392">HR metrics</a> that can be measured – metrics that can deliver business-critical insights and have a significant impact on the organization’s performance.</p> ;<p>This is where the idea of data-driven HR comes from. HR teams can use data to make better HR decisions, better understand and evaluate the business impact of people, improve the leadership’s decision making in people-related matters, make HR processes and operations more efficient and effective, and improve the overall wellbeing and effectiveness of the company’s employees. All of this can have a huge impact on a company’s ability to achieve its strategic aims, and that’s what makes HR data so valuable.</p> ;<p>This idea of the data-driven HR team is certainly gathering pace, and HR and people management is undergoing a data-fueled revolution. This part of business that has traditionally focused on softer elements like people, culture, learning and development, and employee engagement is becoming increasingly driven by hard numbers and data analysis.</p> ;<p><strong>Adding value wherever possible</strong></p> ;<p>Truly intelligent or data-driven HR focuses HR data and analytics on the goal of adding value and driving performance across the organization – all the time, not just every now and then or on specific projects.</p> ;<p>With intelligent, data-driven people management, the top priority is to add value to the organization in the smartest way possible, using all the tools at the HR team’s disposal: data, sensors, analytics, machine learning online courses
, artificial intelligence online courses
, and more.</p> ;<p>Take Google’s approach to people management, as a quick example. Google gives staff free meals, generous paid holiday allowances, access to ‘nap pods’ for snoozing during the day, and space to grow their own fruit and vegetables at work. Why? It’s not because Google’s leadership team feel all warm and fuzzy about their staff (or, at least, that’s not the only reason). These policies and decisions were based on what the data told Google would increase employee satisfaction. And the value to the company? While staff turnover is consistently high in the tech world, <a href="http://fortune.com/best-companies/" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:http://fortune.com/best-companies/">Google has been voted the top company to work for in eight out of the last 11 years</a>.</p> ;<p>I’m certainly not saying that HR should <em>only</em> be about data. People will continue to be a central driver of success, even in this age of increasing automation, robotics online courses
and artificial intelligence online courses. What I am saying is the role of the HR team is changing and, as our ability to gather and analyze ever-increasing amounts of data grows, so too do the opportunities for HR teams to add more value to the organization. This is what makes HR data such an important asset.</p> ;<p>Read more about how data and analytics are transforming HR in <a href="https://www.amazon.co.uk/Bernard-Marr/e/B001H6KUSS/ref=dp_byline_cont_book_1" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://www.amazon.co.uk/Bernard-Marr/e/B001H6KUSS/ref=dp_byline_cont_book_1"><em data-ga-track="ExternalLink:https://www.amazon.co.uk/Bernard-Marr/e/B001H6KUSS/ref=dp_byline_cont_book_1">Data-Driven HR</em></a><em>. </em>It’s packed with real-life examples and practical ways HR teams can deliver maximum value in our increasingly data-driven world.</p>”>
The typical Human Methods (HR) workforce is sitting on a info gold mine, which is the topic of my new ebook ‘Data-Pushed HR’. There is recruitment facts, vocation development details, training knowledge, absenteeism figures, efficiency facts, personal development opinions, competency profiles and staff fulfillment details, just for starters. As well as, in addition to common HR information sets, organizations can now gather so considerably extra facts – scanning social media details, for instance, or analyzing the written content of email messages to gauge staff sentiment.
Working with HR data can be legally and ethically difficult, but very useful – likely the finest asset the HR team has. Why? For the reason that when HR knowledge is used to make improvements to choices, make workers happier, and enhance processes, it adds value to the business.
In the previous, a good deal of HR details went unused or, if it was employed, it was put into charts and tables for a thing like a company effectiveness pack. Now, in the period of big data online courses and analytics, businesses are turning their knowledge into insights, this kind of as predicting when workers will go away, the place to recruit the most suitable candidates from, how to recognize and draw in those people ideal candidates, and how to preserve them content the moment they grow to be staff members.
All this means that HR facts is extra valuable than ever prior to. So it’s no surprise that a report by the Economist Intelligence Unit uncovered that 82% of businesses prepared to possibly commence or enhance their use of big data online courses in HR right before the close of 2018. This has specified rise to ‘intelligent HR’ as a little bit of a buzz phrase.
Intelligent HR is info-driven HR
Regardless of owning entry to a prosperity of knowledge, in my working experience, way too a lot of HR groups commit the the greater part of their time on admin jobs or lawful issues. Clunky employees appraisals, the working day-to-day minutia of recruitment and people today administration, and wasteful, high priced routines like yearly personnel fulfillment surveys consider up time that could be superior invested in other places. Plus, there is the challenge that HR is typically witnessed as really individuals-orientated, and not so a lot about quantities and details.
Even when data does perform a position, it is not necessarily staying made use of in a smart way which is most applicable to the business in concern. A great deal of HR info evaluation arrives in the sort of standard KPIs measuring components like absenteeism. Soon after all, metrics like this are easy to measure, and they’re calculated by most providers as a subject of course (the outdated case of, ‘if they are carrying out it, so should we’). But, these times, there are considerably far more exceptional and important HR metrics that can be measured – metrics that can supply business-significant insights and have a major impact on the organization’s functionality.
This is where the notion of facts-pushed HR comes from. HR groups can use info to make superior HR conclusions, improved understand and consider the business enterprise effects of people, improve the leadership’s final decision generating in people-linked matters, make HR procedures and functions a lot more successful and efficient, and boost the over-all wellbeing and success of the company’s staff. All of this can have a massive effects on a company’s ability to reach its strategic aims, and that is what helps make HR facts so valuable.
This idea of the knowledge-driven HR group is certainly accumulating pace, and HR and individuals administration is going through a details-fueled revolution. This section of small business that has historically centered on softer factors like men and women, tradition, finding out and development, and employee engagement is getting to be progressively driven by challenging figures and information evaluation.
Introducing value anywhere possible
Actually smart or info-pushed HR focuses HR information and analytics on the purpose of introducing value and driving efficiency throughout the business – all the time, not just each now and then or on specific initiatives.
With smart, facts-driven individuals administration, the top precedence is to include worth to the firm in the smartest way probable, employing all the applications at the HR team’s disposal: facts, sensors, analytics, machine learning online courses, artificial intelligence online courses, and far more.
Consider Google’s tactic to individuals administration, as a fast case in point. Google presents staff members no cost meals, generous paid holiday getaway allowances, accessibility to ‘nap pods’ for snoozing for the duration of the working day, and space to grow their possess fruit and vegetables at perform. Why? It’s not simply because Google’s leadership crew come to feel all heat and fuzzy about their workers (or, at least, which is not the only reason). These procedures and conclusions were being centered on what the knowledge told Google would raise worker gratification. And the price to the organization? While workers turnover is continually substantial in the tech globe, Google has been voted the major corporation to get the job done for in eight out of the last 11 years.
I’m definitely not declaring that HR need to only be about facts. Men and women will continue to be a central driver of results, even in this age of escalating automation, robotics online courses and artificial intelligence online courses. What I am saying is the part of the HR group is…