Human Resources Analytics

Dave Ulrich, the expert in human resources, explains that “analytics” has become an important concept for HR’s future. To help HR practitioner understanding more about HR Analytics and to have sustainable impact, he gives three simple questions:

1. Why analytics? Analytics is a way to access and use information to make better decisions since people have nearly unlimited access to information in digital, connected world.
2. What analytics? HR analytics focuses on assessing only HR work through HR scorecards. It has only moderate impact on business results.  HR professionals should focus more in value creation from an HR activity since it will give more business impacts.
3. How analytics? These ten criteria will help HR professionals focus on a starting point with HR analytics work :
   1. Start with business results
   2.  Measure the impact of HR practices
   3.  Turn empirical insights into actions
   4. Show cause and effect of HR investments
   5. Predict what might happen in the future
   6. Use data to make decisions
   7. Connect HR related data (talent, leadership, organization)
   8. Use insights of unstructured qualitative data
   9. Ensure the data accountability
   10. Keeping reporting dashboard simple and usable

Reference: https://www.hrexchangenetwork.com/people-analytics/articles/assessing-your-hr-analytics-capability