Are you leveraging your company’s data to help you make decisions in your human resources (HR) role?
Research shows a shift from traditional HR models to more evidence driven HR. “Big data” is an evolving term that describes any voluminous amount of structured, semi-structured, or unstructured data that has the potential to be mined for information. According to the Society for Human Resource Management (SHRM), “Fifty-three percent of HR departments use big data to help make strategic decisions; 71 percent use it for the sourcing, recruitment or selection of candidates; 63 percent use it to identify the causes of turnover and for employee retention strategies or trends; and 61 percent use it to manage talent and performance.” The same article also pointed out that “fifty-one percent of organizations say they don’t use big data because of a lack of knowledge or expertise and 30 percent said there wasn’t enough data collected or available.”
Jenny Dearborn, co-author of The Data Driven Leader, discusses that HR professionals need to change their point of view about their roles in organizations. For the first time, more than 50 percent of newly appointed chief human resource officers do not have an HR background. They are coming from other sides of the business such as marketing, operations, or sales because they understand and have expertise in data and analytics.
Do you know the data?