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Workforce analytics: How to Make it work

By SiliconIndia   |   Thursday, 07 June 2012, 07:04 Hrs
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Bangalore: Complexity in the workforce today, new investments in technology, economic pressures, talent as a competitive edge and many other reasons are driving a change in HR to be information-savvy. Workforce analytics has become quite the hot topic in the HR technology arena. Here are some of the practices that will ensure success in the organization.

1. Always remember the direction BI should lead you to: The chief hurdle faced by those implementing or upgrading analytics is that analytics provides too many applications: delivering dashboards to executives, measuring the most important HR metrics, creating predictive models of future trends and improving turnover. Without clearly knowing what you would like to measure, who would use the information, and what decisions would be made with the new analytics, the investment in BI could be disastrous. Set clear goals for what the project will accomplish, what it won’t, and ensure these goals must be made known to all.

2. Seek out value throughout the way: Workforce analytics projects are bound to be journeys rather than destinations. Organizations cannot expect to make the leap from no experience or implementation to perfect usage of predictive analytics. Even if your planning is impeccable remember the quote “the best laid plans of men often go astray.” So instead of overreaching, taking a step by step approach could help clearly outline the project value. This also ensures successful training for people who are new to BI.

3. It’s all about liberating information: Quite often we question sharing of knowledge and try to hoard it for ourselves. Organizations have the onus of protecting sensitive information they have like employee data and so must limit access to this. This usually means that information is solely in the hands of the executive or HR has too much control over workforce data. The point of analytics is to make fact-based informed decisions but these should be made throughout the organization. Challenge what can be shared, and work to create a culture that makes information based decisions.

4. Keep it simple: In analytics there is always too much information or several ways to show the information. Simplification is difficult. Information overload is dangerous as users will struggle to make sense of what is important. Always try to understand what information is valuable and what will help you make the decisions you desire.

5. Know your technology: This could be a bit of a struggle for the HR workforce but it is pertinent that they not separate themselves from the technology decisions. They don’t have to be a pro at it and they can rely on the experts for information, but they ought to make sure that technology is supporting the goals they wish to achieve.

These pointers will surely aid in keeping up in the age of information savvy human resources.

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