Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
The demand for people who can interpret data will grow across industries—and within HR.
Move over, people skills. The proficiency that gets you your next HR job might just be number crunching. Today’s human resource departments rely heavily on people who can break down and analyze lots of information, and demand for that talent is growing. That’s no surprise: As technology advances and jobs evolve at warp speed, the task of workforce planning is getting more complex.
More than half of HR departments are using “big data” to help make strategic decisions, especially for sourcing, recruiting and hiring. Beyond HR, several occupations are expected to see a high demand over the next five to 10 years for people who can critically evaluate information, according to a new
Jobs of the Future survey report from the Society for Human Resource Management (SHRM). That means HR professionals will face a tightening labor market when recruiting for these jobs, which include financial analyst, market research analyst, research manager, and, of course, data analyst and statistician.
A whopping 80 percent of companies have positions that require people with good data-interpretation skills. Usually, these are full-time jobs at the middle management and individual contributor levels. But 60 percent of organizations also require senior managers or executives to be adept with data. (The report defines data analysis as "the ability to gather, analyze and draw practical conclusions from data, as well as communicate data findings to others.")
HR professionals most commonly report that their companies need data specialists with moderate skill levels. For these positions, candidates typically must have a bachelor’s degree; one-third of organizations prefer a degree in analytics, computer science or statistics. For advanced skills, some employers require a master’s degree. However, job announcements often don’t specify or require a particular field of study.
About 60 percent of organizations expect to increase the number of people they employ in data analytics jobs in the next five years, according to SHRM’s survey of HR professionals in several industries. Not surprisingly, this has led to recruiting difficulty in the last year for more than three-quarters of employers.
[SHRM members-only resource: HR Q&A―Staffing: Planning: How does the use of trend analysis fit into the overall workplace planning process?]
If you’re planning for future staffing needs, recognize that the rapid pace of technological development could mean that data analysts will need to learn and train almost constantly to keep up-to-date, regardless of the field in which they work. For HR professionals, that means staying well-informed about the talent analytics required in their companies and their own department.
As the need for higher-level skills in data analysis increases, many organizations are likely to experience a shortage of qualified workers. HR departments will need to step up their own professional development and training programs and to focus even more heavily on effective recruiting and retention efforts. That may be where those people skills will come in handy.
Jen Schramm is former manager of the Workforce Trends program at SHRM.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Let Your HR Department Really Shine
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies