Like every business department these days, HR is awash in Big Data. But, as Carol Anderson, a leading human resources expert, writes on Human Capitalist, the analytics HR teams are using aren't all that useful.
"Time and again," she writes, "I have watched HR professionals spend an inordinate amount of time defending their data to leaders and employees who don't believe that the data is credible."
Anderson's advice? Stop obsessing about Big Data, and start focusing on Good Data. Here's how:
Ask End-User Questions at the Beginning
"An excellent place to start is, as usual, at the end. Key questions to consider: What data do leaders and executives need to understand organizational performance and leadership strength? How useful is the current data being provided? How accurate?"
Review Current Data
"Now, armed with the knowledge of what is important, it’s time for a candid review of the current state of data. Who inputs the data and how is the integrity of the data ensured? Where are there inconsistencies in the data? Why do they exist (you may need to push beyond the 'because we need it')? Can we provide the data that the leaders need in a timely and accurate manner? If we find gaps, what data is the priority to address?"
Employ Teams to Get the Job Done
"Pull together small cross-functional teams to complete the analysis and revise the data processes. Break the work into small chunks, and give the teams the challenge to eliminate inconsistencies, and recommend a process to ensure data quality."
Related Resources
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Datasheet
Introducing an exclusive partnership with WaitWhat's Masters of Scale for an entirely new learning experience
You asked for popular podcast modalities and we delivered through a partnership with WaitWhat’s Masters of Scale. Check out lessons about building teams, developing products and scaling companies from the world's top leaders, now available in multiple Cornerstone Content Anytime subscriptions.
Blog Post
HR, Meet IT — Your Analytics Partner in Crime
Today, it's hard to talk about HR without talking about analytics. From the first recruiting email to the exit interview, big data is changing the way we both approach and practice talent management. While the foundation for success in human resources — great people skills and strong intuition — is certainly still relevant, a modern career in HR increasingly requires a "moneyball" mindset.
Blog Post
Top 10 benefits of HR digital transformation in 2024
Fast and frequent changes in technology have forced almost every organisation to transform in some way, touching all parts of the business. For HR, this digital transformation is two-fold – transactional and transformational. Transactional includes processes like payroll, leave management, benefits management and time management, whereas transformational includes talent management (recruiting, learning, mobility, performance, business intelligence, workforce planning and the use of big data).