By Carrie S Ahmad, SPHR, SHRM-SCP
Vice President, People, Turning the Corner, LLC
Carrie Ahmad provides her response to a recent article from the Society for Human Resource Management. We hope you find this useful.
Janine Milne provides helpful insight into a recent Society for Human Resource Management report on the use of analytics within HR. Click Here for the report. Within a HR context, the use of data analysis can be daunting for multiple reasons, including the amount of data we have at our fingertips and the potential legal risks associated with how we use data.
Some key points to keep in mind as you are considering the use of data:
- Focus on what the business needs and why, then determine what analytics to use to aid you in effectively meeting these business needs.
- Consider the impact the data will have – positive and negative. Data can be manipulated to support a wide range of views (just look at political polling). As HR, we need to always be mindful of the legality and context of the data to ensure we are presenting true and accurate information that doesn’t put our organization at risk.
- Always remember the importance of relevancy and impact.
- The article addresses the concern that many HR professionals don’t have analytics expertise and recommends looking across the organization or into universities to utilize expertise at a low cost.
I would also recommend investing in and developing your HR team by having one (or multiple) team member trained in data analysis. Here in Colorado programs are providing certifications and degrees in Data Science and Data Analysis.
Check out these great local programs:
For more information about effective Human Resources tools and strategies, contact us here. We would love to talk with you.