Technology Helps Organizations Better Analyze HR Data

Experts say future workforce decisions will be driven by analytics

By Greg Wright Jun 5, 2015
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The revolutionary use of data analytics isn’t just helping companies find better talent, it’s helping them boost profits and improve workforce goals.

For example:​

  • The new ADP DataCloud lets companies know what staffing they need to improve operations or what they need to do to stop high attrition rates in certain positions, said David Turetsky, vice president of product management at the Roseland, N.J.-based company.
  • Software companies SAP and Workday are now offering analytics as part of their suite of human capital management systems to help companies better make sense of data that’s stored in disjointed systems from their HR, IT and finance departments.
  • Recruiting tech firm Jibe has Jibe Insights, which helps companies manage analytics in talent acquisition and better understand recruitment team performance as well as candidate behavior.
  • Michel Slager, CEO of software firm Hunite, said his firm helps HR professionals use existing systems on mobile devices and “combines and contextualizes this data right out of the box.”
  • Facebook is using predictive analytics from the tech company Entelo. It can predict when people are looking for other employment by indexing social data at massive scale, as the Society for Human Resource Management (SHRM) wrote last year. Entelo analysts then aggregate information to create what they call “super profiles.” They look at publicly available information on social networks and blogs about potential candidates’ professional lives and paint what they call “a 360-degree view,” the company’s CEO Jon Bischke told SHRM Online.

    “Data is the most valuable catalyst for informed business decision-making,” said ADP’s Turetsky. More than 600,000 companies worldwide use ADP for payroll, talent management and benefits services. “However, HR professionals have long struggled to use data to generate the workforce insights they need to effectively manage their organizations. Plus, data insights are also often underutilized by others in the organization because of the lack of integration with other business data.”

    Writing for HR Magazine in January 2015, Josh Bersin of Bersin by Deloitte wrote that “research shows that it typically takes one to two years for a company to build a talent analytics team.”

    According to the website Recruiting Daily, “the HR department of the future will include experts solely dedicated to studying and implementing this new brand of data-driven human resource management.”

    ADP recently commissioned a study that found that 75 percent of companies with 1,000 or more employees have access to data that would help them make better business decisions, but fewer than half are actually doing so.

    As SHRM reported earlier this year, predictive analytics can help HR improve overall organizational performance and help retain employees.

    According to a recent report from SMD, a leader in predictive analytics for employee assessments, predictive analytics can also be applied to a variety of HR initiatives, including: employee surveys, 360-degree assessments, hiring assessments and competency models.
Greg Wright is a Baltimore-based freelance writer.
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