ARTICLE

Data-Driven Insights: Revolutionizing HR Practices

How to prepare your HR organization for data-driven thinking?

HR Analytics

ARTICLE

Data-Driven Insights: Revolutionizing HR Practices

How to prepare your HR organization for data-driven thinking?

HR Analytics

Introduction

HR departments still need to build their data maturity

In the field of Human Resources, large organizations and rapidly expanding enterprises encounter a formidable challenge: the efficient management of human resources amidst a workforce numbering in the thousands or experiencing substantial growth within a brief period. This situation demands the intricate handling of vast amounts of data, presenting a crucial strategic challenge for HR departments.

Data is essential for organizations aiming to scale their HR operations effectively. It forms the foundation for making informed decisions that align with the organization’s global HR policies. For example, how can benefits and incentives be tailored to remain relevant in a rapidly changing environment where a team expands from ten members to a workforce of 150 within a few months? Additionally, how can strategic decisions regarding variable payroll be accurately informed?

The crux of addressing these questions lies in the adept processing of data. A data-driven approach empowers HR professionals with the necessary insights and precision, thereby facilitating the formulation of an HR strategy that is both relevant and ambitious. Such strategies are not merely beneficial; they are essential for fostering an environment of success within the organization. In today’s era, leveraging data is more than an opportunity—it is a critical lever in navigating the complexities of managing a substantial and dynamic workforce.

Today, more than ever, a data-driven approach is an opportunity to gain the right insights and precision that could lead to better, more efficient decisions when navigating the complex challenges of managing a large workforce.

By incorporating data into human resources management, organizations can gain significant benefits. This is achieved through a thoughtful approach that relies on data to make decisions and strengthen HR policies across the entire organization. Let us explore these benefits, articulated through their benefits and associated use cases:

Strategic Recruitment (Smarter Hiring): Data enables HR professionals to refine their recruitment processes, identifying optimal candidates with greater speed and accuracy, they not only attract but also retain top talent more effectively. Examples of data powered use cases include: anticipating employee churn, forecasting resources and skills requirements
Precision in Training and Development (Targeted Training): With a wealth of data at their disposal, HR departments can recommend training programs to the specific needs of employees. Data and previous employees careers paths can also inform future developments of the organization workforce: HR can now support employees in their career choices based on data
Enhanced Performance Management: Leveraging data transforms performance management from a subjective exercise into a dynamic, objective process. As an example, data can support the build of the most effective teams and objectivize the success of mergers between teams or departments with the introduction of new KPIs (e.g. by measuring the intensity of meetings and/or number of emails/messages betweens teams)
Elevated Employee Satisfaction: Data-driven insights allow for a deeper understanding of employee satisfaction and engagement levels. The desired outcome of the implementation of a data driven HR is ultimately the employee satisfaction leading to reduced turnover rates, and a more vibrant workplace culture.

Human resources departments find themselves at a crossroads reminiscent of the one faced by marketing departments approximately fifteen years ago. This parallel extends to the realm of data utilization — where there exists data in different ways in terms of volume and quality alongside numerous tools working in silos , yet a discrepancy in the ability to leverage this data effectively.

On top of these issues, Human resources professionals, much like their predecessors in marketing, often lack the advanced tactical vision necessary to manipulate complex datasets to inform strategic HR decisions, such as recruitment, employee retention, and the anticipation of training needs. This gap in data proficiency suggests that the HR field is still in the early stages of cultivating the sophisticated analytical capabilities that today drive the most innovative marketing strategies.

The evolution of data proficiency within human resources will necessitate a deliberate development of knowledge and a genuine “culture” of data within the sector. Just as marketing departments have grown to become adept at data manipulation and analysis, so too must HR departments advance by nurturing a deeper understanding and expertise in data analytics. Not only is the need to embrace data blatantly evident, it’s become a necessity for survival and relevance in the fast-paced corporate domain: this progression is crucial for HR to transition from traditional management practices to more dynamic, data-informed strategies.

But now, how do we get things done ?

How to prepare your organization for data-driven thinking

The good news is that the challenge is clearly identified by HR professionals: according to a PWC Study (PWC HR tech survey 2022), 39% of HR leaders consider HR insights and data analytics as their top challenge.

The best you can do to build a solid data-driven HR strategy is to start from the following key principles:

Start from the use case rather than the technology, to make the approach as accessible as possible: what are your company’s specific HR issues? What are your over-performances, or on the contrary, your worrying signals? What use cases should be introduced? How to prioritize them?
Be close to the business in order to find use cases that will have maximum impact: By aligning closely with the business, HR not only garners crucial insights that inform the development of impactful use cases but also secures early buy-in from the organization;
Ensure adoption by building multi-disciplinary teams: Such teams should amalgamate expertise from diverse departments—from HR to sales to management—each infused with a robust data “culture”. This integration ensures that the collective is adept at identifying and addressing challenges that can be effectively resolved through data;
Go fast to show value quickly: the success of these projects hinges significantly on their ability to demonstrate value expediently. Such early successes not only vindicate the use of data-driven approaches but also pave the way for these methodologies to be scaled further within the organization

Still need convincing? There are many famous examples of companies and major groups that have used data to revolutionize their HR processes, but also to make HR decisions and strategic orientations that have literally changed the face of their business: from a much more effective and attractive employee retention policy, to more relevant and efficient recruitment processes, to decisions on the types of profiles to recruit today to anticipate the company’s performance in five or ten years’ time, the data-driven approach of HR departments has a decisive impact on the strategic orientations, and even on the very identity of the company.

Take this case.

Consider an HR manager armed with heaps of data and graphs.

They combed through the numbers, ran detailed analysis, and identified a startling pattern: Most company exits occurred following a failed project.

It wasn’t dissatisfaction with the company culture or the lure of competitors’ perks or higher pay that led employees to churn, it was the heavy blow to morale after a failed project effort. Rather than resorting to the typical team spirit ‘pep talk’, the HR manager took a different approach.

They launched a post-project support program, designed to rebuild confidence, foster resilience, and offer employees the needed emotional safety net after disappointing project results.

The outcome? Employee churn decreased dramatically.

Take another case.

A HR executive dove headfirst into the company’s employee performance data.

Their discovery? Diverse teams significantly outperformed homogeneous ones. The finding was consistent and compelling.

Suddenly, D&I wasn’t just a buzzword or a box to be ticked for compliance purpose. It became a data-proven strategy for enhancing team performance and driving business growth and helped the HR executive have a seat at the table when discussing strategic priorities.

39% of HR leaders consider HR insights and data analytics as their top challenge

PWC HR tech survey 2022

In conclusion

Your HR team is strategic for your company’s success, as the data they have access to can lead to important decisions regarding your business’ future. Implementing a data-driven culture in your HR department is key for your HR policy to remain relevant in the upcoming years.

The strategic significance of your HR team in shaping the success of your company cannot be overstated, given the pivotal role that accessible data plays in informing critical business decisions. The implementation of a data-driven culture within your HR department is indispensable for ensuring that your HR policies continue to be relevant and effective in the years to come. By fostering a deep understanding of data analytics across multi-disciplinary teams and demonstrating the immediate value of data-driven initiatives, your organization can more effectively harness the potential of HR to contribute to strategic objectives. This approach not only enhances operational efficiencies but also aligns HR practices with broader business goals, positioning your company for sustained success in a dynamically evolving business environment.

Here is how you can start, with these essential first steps:

Set goals: Make it clear what you want to achieve with data analytics and make sure that the tools and methods you use are in line with your goals
Improve your skills: Help your team learn how to use data and think critically about it by giving them targeted training and professional development chances
Check the effects: Use metrics to check how well data-driven projects are working and make sure they really help the company

This article has been co-authored with Blueprint Advisory. Blueprint Advisory is a Geneva-based boutique consulting practice, helping companies optimize their HR processes and structure their compensation policies, to gain a competitive edge.

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