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Revisiting HR Analytics

The “big data” and/or “analytics” buzz have been around for a while now and have clearly made a major impact on many things. However, in HR, I’m not entirely sure what kind of impact it has made. On some level, I think the big data buzz, at least, pushed HR to be more strategic and to think more strategically. With the increased emphasis on data brought on by the big data movement, it led many, including HR to be analytical and to use data and evidence to make informed decisions and develop strategies.

That all makes sense to me but what is HR’s relationship now with data? How did big data move the needle for HR? How is data necessarily driving HR decisions? And how is data-driven decision-making aligning to company strategy and company success? Was all that buzz just another fad for HR to follow? Was it just another way for HR to stay relevant or keep its existence? And if HR measured those things like cost-per-hire, attrition, or j…, what does any of it mean? Were they just reports that HR produced to impress the executives? It is time to revisit where HR is in terms of how it is coping with big data and/or analytics. What has your HR department done to grapple with analytics?

via Revisiting HR Analytics – Data Science Central.

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