Data-driven HR represents the future

HR today relies increasingly in all its phases on data and this trend is set to continue in the years ahead. From now on, crucial decisions will be based not on the intuition of HR professionals but on hard evidence supported by statistics. Moreover, a shift is expected to take place from retrospective metrics to a more forward looking, predictive approach so that organisations will be informed in advance about both potential difficulties and new opportunities; thus they will be well prepared to take appropriate and timely action. HR leaders will also become more involved in the financial side of a company’s operations. 

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The differences between traditional HR and the data-based approach were described at hrzone.com.

Employee retention

Data will provide a deeper analysis of individual professions and the reasons why people in these positions stay with the company or, on the contrary, decide to leave. Renowned international firms such as Google and Apple are already using this data-based approach to good effect.

Career prospects

Data will offer an indication of the probable length of service that can be expected from a company’s employees, as well as how far up in the hierarchy they are likely to rise.

Effect of perks

Data will suggest what types of employee perks have a direct influence on working morale and productivity.

Better learning

Data will indicate the most efficient means of staff development via self-improvement.

Rewards system

Data will show the real motivation behind employee loyalty and high productivity levels by providing far deeper insights than straightforward pay surveys or managerial intuition.

Anyone who entered HR because of a desire primarily to work with people will need to adjust their mindset and accept the inevitability of this data-based approach, whereby instinct and supposition are replaced by demonstrable trends and statistics.

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Article source HR Zone - British website focused on HR
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