HR analytics, also known as people analytics, is the analysis of data to make better decisions about all aspects of a company’s HR strategy with the goal of improving performance.
We’ve all heard the saying, “Our people are our greatest asset.” While these words illicit a feel-good response, the reality is people are not assets in the strictest sense, not like a building or a piece of land. If you think about it for a moment, you may be able to spot another difference. As it is with some companies, NOT ALL, more emphasis is placed on the maintenance of buildings or land, but not employees.
That’s where data comes in.
Using data to make better, informed decisions about a company’s human capital is nothing new, but data is changing, specifically the amount. There are huge quantities of it.
And it’s easy to get data-greedy as a result.
RELATED: Big HR Data Is Here: How Do You Use It?
HR professionals need to analyze data that generates discovery, not bigger data.
Analysis of HR Exchange Network data shows the majority companies have not found the needed balance yet. There is a small group, however, that seems to have…
