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
Ask these questions to collect, analyze the right numbers
Effectively working with data and technology is a skill HR professionals need to have to bring significant value as internal advisors. The practitioners who focus seriously on developing this skill will be much more relevant than their peers going forward.
There is great power in having information, numbers and technology as your key allies in being a relevant strategic partner. Numbers tell a story. Numbers amplify needs. Numbers can help us see truth. Numbers can give voice to the human experience when perhaps no one will listen. When used appropriately, they are a uniquely expressive and descriptive partner to the business story we desire to tell.
Analyzing data can reveal insights that perhaps could not be reached any other way. This is a huge and significant benefit and motivator in collecting and analyzing data. Better insights will produce better decisions, even to the point of predicting the future.
Predictive analytics answers questions such as “What is possible in the future based on what’s happening today?” or “Based on what’s happening today, what should we do differently to create a different or better outcome in the next few months or years?”
Companies that are not using data are, in many ways, operating blindly. You cannot manage what you do not know and cannot see. And if we as human resource professionals are not boldly embracing these capabilities, then we are undermining the potential of our companies.
So what’s workforce data? Simply put, it is relevant information converted into numbers, like “How many employees do we have and at which age groups?” And those numbers can be translated into other meaningful data to help with decision-making, such as, “What percentage of our workforce will be retiring in the next five years?”
Herein lies the sweet marriage between technology and data. We need technology to help us efficiently and effectively gather the data and to analyze it so that we can improve our decision-making, even to the point of predictive decision-making.
It’s Time to Get Started
For those of you who wish to develop the ability to work effectively with technology and data, I have great news—you’ve probably already started and don’t even know it. Any data you’ve collected in any form so far counts. Simple HR information systems software carries at least basic information that can be quantified and perhaps has the capacity to collect additional information.
Leo Brajkovich, a Smarter Workforce Executive consultant with IBM, based in San Francisco, shared these practical, actionable tips:
JoAnn Corley is founder and CEO of The Human Sphere, a holistic talent management consultancy. She has been named to several top 100 lists of HR and management experts to follow on social media.
SHRM OnlineStaffing Management page
Subscribe to SHRM’s Talent Acquisition e-newsletter
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
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies