Data driven HRIS
The Benefits of Being Data-Driven:
There are three primary benefits to making your HR organization data-driven:
Expanded Awareness: As the amount of HR data within an organization has grown, so too has the need to glean better information from that data. Problems that HR organizations assumed were just part of “the cost of doing business” are now identified, acted on, and in many cases, prevented. HR business indicators that were previously only hinted at by virtue of an anomaly here or a trend there are conclusively determined.
Most importantly, HR decisions are based on proven metrics.
Faster Response: The all-too-common HR refrains of “if only we had known” or “if only we had known sooner . . .” become a thing of the past. As soon as evidence in the form of empirical data is present to trigger a decision or action, it is identified, transmitted, and acted upon
HR organizations no longer wait for reports to be run, nor do they wait for managers to review those reports looking for indicators, exceptions, or anomalies.
Better Use of Resources: Employees—particularly HR managers and staff—have better value to offer an organization than wading through piles of analysis looking for indicators that should trigger a response on their part. The value of these people is in determining and executing the appropriate response, so let the indicators come to them, and let them do what they were hired for—make the most intelligent HR decisions.
The Benefits of Being Data-Driven:
There are three primary benefits to making your HR organization data-driven:
Expanded Awareness: As the amount of HR data within an organization has grown, so too has the need to glean better information from that data. Problems that HR organizations assumed were just part of “the cost of doing business” are now identified, acted on, and in many cases, prevented. HR business indicators that were previously only hinted at by virtue of an anomaly here or a trend there are
There are three primary benefits to making your HR organization data-driven:
Expanded Awareness: As the amount of HR data within an organization has grown, so too has the need to glean better information from that data. Problems that HR organizations assumed were just part of “the cost of doing business” are now identified, acted on, and in many cases, prevented. HR business indicators that were previously only hinted at by virtue of an anomaly here or a trend there are conclusively determined.
Most importantly, HR decisions are based on proven metrics.
Faster Response: The all-too-common HR refrains of “if only we had known” or “if only we had known sooner . . .” become a thing of the past. As soon as evidence in the form of empirical data is present to trigger a decision or action, it is identified, transmitted, and acted upon
HR organizations no longer wait for reports to be run, nor do they wait for managers to review those reports looking for indicators, exceptions, or anomalies.
Better Use of Resources: Employees—particularly HR managers and staff—have better value to offer an organization than wading through piles of analysis looking for indicators that should trigger a response on their part. The value of these people is in determining and executing the appropriate response, so let the indicators come to them, and let them do what they were hired for—make the most intelligent HR decisions.
The Benefits of Being Data-Driven:
There are three primary benefits to making your HR organization data-driven:
Expanded Awareness: As the amount of HR data within an organization has grown, so too has the need to glean better information from that data. Problems that HR organizations assumed were just part of “the cost of doing business” are now identified, acted on, and in many cases, prevented. HR business indicators that were previously only hinted at by virtue of an anomaly here or a trend there are