Identifying metrics, measuring output and analyzing information are common practices for every business. Leveraging data to make the best decisions is key to building a successful organization. There’s no doubt data analytics is here to stay. However, did you know 80% of HR professionals score themselves low on their ability to analyze data? As a result, an opportunity to provide guidance and value can be completely lost.
After this course, you’ll understand the important terms and concepts associated with HR analytics and the purpose of developing them in your organization. Start using techniques to begin the analytics process. Learn a new skill that'll help you and your HR department gain credibility and make better decisions.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.50 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Should HR analytics stay with HR?
Module: Controversy and Analytics
Should HR analytics stay with HR? Surprising, isn't it? The idea of HR analytics not being a part of the HR function. I’ve isolated two opinions on the matter.
First, HR analytics should stay within HR. After all, HR professionals have been handling employee data for many decades. In addition, it has been considered an extension of the HRIS discipline which uses technology to manage and report on employee data.
Also, as more departments adopt analytics, new positions and competencies will evolve within a few years. Let’s take marketing for example. Datatification has created new jobs focused on measuring and analyzing customer information. Wouldn’t the same eventually hold true for Human Resources?
And finally, as HR professionals, we need to continually develop our skills as business partners and analytics allows us to do this. The focus of HR analytics is to use this employee data to identify insights for impacting business performance.
On the other hand, there are some who believe HR analytics should be handled by a different department. Unfortunately, HR continues to remain a slow adopter of analytics. A global study conducted by the American Management Association and the Institute for Corporate Productivity found HR to be lagging far behind other departments in its analytical capability.
These results released in Q3 of 2014 are bolstering the CFO argument to own analytics. Your Finance team has been using analytics to understand its strengths and weaknesses for many years. They already manage company financials. If all analytics sit with your CFO, he or she will be even better enabled to make operational business decisions. They have an expertise in handling numbers and its application to strategic planning. It’s also important to note that Finance has a strong reputation for being grounded in facts. This has built a great deal of trust and credibility. Something HR has struggled with for many years.
Hang on though. I've developed this course to help YOU start the analytics journey. The technology is available and ready for you! Your data is there and maybe it’s time you consider adding a new team member who can focus on analytics as opposed to always helping other departments add headcount. Partner with another business leader on solving a pilot problem. Embrace the opportunity to add more value to your business.
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Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...