You are an HR manager and you have data. But what should you do with it? How can you use the data most effectively to benefit not only your department, but the entire organization? This question was raised in an interesting article on TLNT.com focused on using so-called big data in HR. The author advises you to start with five steps which will help you determine how the data stored in your HR systems may contribute to your company's strategic business decisions.
1. Realize where you get the data from
Assess your data depending on the source from which you got it and how much you can trust it. The more you trust your data, the better you will understand its potential use. For example, consider the relevance of the data obtained from external sources compared to internal sources. Consider what information the data contains, but also what it doesn't.
2. Collaborate with the finance department
Experience clearly shows that closer cooperation between HR managers and CFOs improve business results. Compare the data both of you have and you will find interesting connections.
3. Decide what you want to solve
First of all, you have to ask what problem or challenge you want to deal with using the data stored in your HR systems. Only then you can begin to analyze the data and create data models.
4. Don't rely only on data
Data is only one part of the decision-making process. It should complement other sources. Analysis of data from HR systems can, for example, help managers effectively evaluate employees, which may help the company reduce costs and even launch products faster. The analysis itself is, however, not enough.
5. Don't forget to be human
Remember that you are still making decisions about people and human behavior can't be fully quantified. When making decisions, data should be taken into account while maintaining the human factor. Data can't always say what we should do.
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