Introduction
HR analytics refers to using applications for talent data that are significant in enhancing the crucial talents and outcomes of the business. In organizations, leaders who apply HR analytics are renowned for making data-driven thoughts that enable the formulation of talent decisions. In this regard, talent decisions help enhance employees’ experience and workforce processes within an organization. HR analytics is significant because they allow the collective gathering of information, analysis, and reporting of all human resource information. In such a manner, HR analytics promote collaboration and teamwork within an organization, thus the growth and development of the business (Hila, 2019).
Issues involved the five questions presented
With the development and improvement of technology in the current business environment, various companies are embracing new techniques to enhance their business operations, like HR analytics. As an HR manager, I present my case for adopting analytics within the old-line HR department. In this case, HR analytics will be significant in helping the HR department to develop better and appropriate insights about the whole department and finances (Matthew et al., 2020). Most significantly, HR analytics require some technical know-how to operate and implement them within an organization; the HR personnel is the only one with that capacity. The above claim is because the HR personnel can interpret various collected data within different organization sections. In this regard, HR should adopt analytics to effectively understand the legal issues concerned with collecting, analyzing, and sharing information. In such a manner, this particular organization should adopt HR analytics to improve its strategic contribution within the HR department to achieve better organizational outcomes through making informed decisions (Matthew et al., 2020).
Conducting detailed research about analytics and their relationship to employees’ working environment is the resource anan HR professional can use to build his expertise in analytics. In this case, the research through reading academic articles, journals, and books will significantly help the HR professional to acquire skills in interpreting various metrics (Hila, 2019). In this case, the employees’ resources can be significant in assisting the HR professional conduct research about analytics so that he can build his expertise in the analytic area. For instance, organizations offer employees surveys to identify which areas and skills enhance happiness while at the workplace, and this can be used as an opportunity for transformation within analytics. More importantly, it is understood that a motivated, goal-oriented HR professional will always be trying to gain and develop various skills which seem influential to him; any opportunity granted by the organization should be utilized (Maddalena et al., 2019).
Monitoring employees’ training information, enhancing the recruitment process, and identifying employee retention rates are some ways HR analytics can improve the overall performance of an organization. Monitoring employees’ training information is very significant within an organization because it helps determine the progress of employees’ professional development over time. The above aspect is because when an organization does not offer anything to ensure their employee’s professional development, it is most likely to create bad employee morale. In such a manner, integrating the organization’s processes with HR analytics will enhance employees’ morale leading to high workplace productivity (Matthew et al., 2020). How employees are recruited into the organization is very important for the performance of an organization because incompetent candidates can be drafted ahead of competent ones. In this case, HR analytics is essential in addressing recruitment challenges by helping the recruitment team make the right decisions. The above success can be achieved by collecting data about the previous recruitment sessions and analyzing them to identify gaps and address them in the next recruitment session. HR analytics can be significant in offering data to support information-driven thoughts in terms of the loyalty of employees and why some employees choose to quit the organization. In such a manner, the collected information will be used to study to culture and remuneration of the organization and promote employee retention rate (Maddalena et al., 2019).
The lack of information technology resources and funds to finance the analytic projects is why some companies do not use analytics to solve their HR problems. HR analytics requires using up-to-date IT resources, which seem expensive to some companies especially starting and small companies. In this case, the cost of purchasing the IT resources to run the analytic processes is very high, as well as the funds required to maintain and train the employees. The analytical projects tend to be for an extended period, whereby they can become cost tremendous to a company in running its other business operations. In such a manner, companies with limited revenue find it challenging to use analytics to solve their HR problems (Matthew et al., 2020).
Tracking employee satisfaction and determining potential employees are some HR analytics that helps strategy planning for HR management. Data collected from HR analytics can offer a better insight into the financial model, which can be implemented for every department and employee within an organization. In this case, the company’s goals, work history, and experience levels of every employee can be tracked using HR analytics. The HR department can use HR analytics to determine the performance of each employee within the organization. In such a manner, the HR department can identify potential employees who can be awarded or recognized within the organization as a sign of motivation (Maddalena et al., 2019).
Conclusion
In conclusion, HR analytics refers to the use of applications for talent data which are significant in enhancing the crucial talents and outcomes of the business. My case of using analytics in an old-line HR department is a sign of embracing technology. Conducting research is the resource an HR professional can use to build his expertise in HR analytics. Monitoring employees’ training information, enhancing the recruitment process, and identifying employee retention rates are some ways HR analytics can improve the overall performance of an organization. The lack of information technology resources and funds to finance the analytic projects is why some companies do not use analytics to solve their HR problems. Tracking employee satisfaction and determining potential employees are some HR analytics that helps strategy planning for HR management.
References
Hila, C. (2019). An ROI-based review of HR analytics: practical implementation tools. Personnel Review. Vol.48 (6). p.1429–1448.
Maddalena, F., Eva, D.C., & Simone, B.E. (2019). Big Data and discrimination: perils, promises, and solutions. A systematic review. Journal of Big Data. 6(1): 12. doi:10.1186/s40537-019-0177-4.
Matthew, S.M., Kelsey, B., Robert R.D., Ruth, D., A., G., & Chung-Yi, H. (2020). Committee, Environmental Data Governance Initiative (EDGI), and Earth Science Information Partners (ESIP) Data Stewardship. Risk Assessment for Scientific Data. Data Science Journal. 19(1): 10. doi:10.5334/dsj-2020-010.
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