From Customer Service to Human Resources, there is no denying that the era of data-driven decision making has arrived. And, there’s a clear reason for this – better data and analysis of that data means better business performance. Organizations who value information as a core asset and develop an analytics culture are likely to outperform those that do not by a factor of 2 to 1.
The strategic value of business intelligence is certainly not in question.
The thing is – I’m less interested in talking about the what and the how of applying analytics to HR processes. I think we can all agree that using the numerous systems and platforms that employers have in place to track, measure and predict candidate behavior and employee performance is crucial to improving hiring, increasing productivity and, ultimately, achieving business results.
The challenge, then, is how to effectively manage the complexity of the data as well as how to address the lack of capabilities to even use, let alone drive, the data. For Human Resources, the real issue with harnessing “the power of Big Data” comes down to the who. Because the truth is, few individuals or businesses have mastered the use of HR analytics."