Emtec Insights

Human Resources Change

Have you had a chance to check out Mark Feffer's article, "HR Moves Toward Wider Use of Predictive Analytics"?


I completely agree with Mark Feffer. In the very near future, there will be a wider use of predictive analytics and better HR strategic decisions supported by analytics. I have heard it called the “Wild Wild West of HR Analytics," which can be very scary for many. We know it exists, and it is there to help. Think about the benefits: using HR data to help drive business decisions regarding talent within your organization by the use of analytics.



And yet there are fears; whispers amongst the HR hallways about predictive analytics.


So the bigger question is how can we assist our HR leaders on how to use the data and not be afraid? Being able to get the data and see the data is one thing. Having the ability to use data to help development, design and build HR strategies is completely different.


Coming from a sales background, I have always been amazed at the lack of data that is used in HR outside of the open job and headcount reports.


I believe there is a fear within HR, real or not, that because talent management deals with “people,” using such “big data” will somehow minimize the person or people behind the number - a fear that HR can’t develop real HR strategy with executives outside of HR because “those leaders” only see numbers and dollars sign. What HR is missing is the ability to construct a conversation to help leaders hear the HR story by using the numbers behind the people.


The Circle… If You Change Nothing, Nothing will Change


Many HR departments are denied funding for their initiatives. This occurs not because their ideas are not good or the concept would not bring great value to the organization but simply because the HR leaders requesting the funding do not have enough "clear data" to support their request or perhaps because they are not speaking in their native Finance or Operation tongues otherwise known as the language of love: ROI, Cost Savings and increase productivity.


HR departments seem to have a lack of tools to gather such data, which normally reside across 4-5 different systems. As a result they may try to find other reporting departments to assist in pulling data for them. Again, however, due to speaking different languages than other departments, the reports, charts or raw data may not fully meet their needs or paint the full picture needed to support their initiatives. A change is necessary, so how can an organization break the cycle?


Keys to breaking the circle:

  • Understand your initiative and the impact it has on the organization
  • What problem are you trying to solve?
  • How are you going to solve it?
  • What is it needed?
  • What is the benefit?
  • Be Proactive and Learn the Language of Love
  • ROI, Cost Saving, Increase Productivity, Business Requirement Gathering and other company specific resources are going to be key when planning for the next executive meeting.
  • Think of the larger organizational impact of the initiative related to the workforce (i.e. how does this impact our company's revenue and sales)?
  • Ask for help
  • As an HR leader, you have relationships across the organization. Leverage those relationships by asking your peers, those who you see are successful getting funding for their projects, what's their secret.
  • Use this guidance to gather data to support your project and understand what answers you can provide to truly demonstrate the value of your initiative and organizational impact.
  • Conduct mock presentations with these peers to understand any gaps in your proposal and how to bridge them and back them with additional data


Remember, in the eyes of the person who has the purse strings, the best answers are always supported by the data.

As we assist our HR partners to move forward into the new world of “big data” and analytics, it is important for us to remember there are people behind the numbers, and HR will always be about the people.


What type of system will you use?

Toni's Tip: Find a BI system that will deliver the past, present and predictive views of the business you need, in order to develop a competitive market advantage and long-term stability.



Written by Emtec Blog Team

The Emtec blog team is proud to bring you the latest IT insights and best practices for the enterprise to optimize and empower IT, Finance, HR, and Sales and Marketing. The team includes thought leaders globally across sectors, technologies and specialties with their unique experience and acumen. If you would like to connect with the Emtec Blog Team: Insights@emtecinc.com

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