Why Bring Data to HR?

Data has become increasingly important in Human Resources (HR) departments in recent years. It is now used to inform decisions, inform HR policies, and measure the success of HR initiatives. In this blog post, we’ll explore why data is so important in HR and how it can help organizations better manage their workforce.

KPIs are universal in P/L business teams, but HR teams often lack the data support to track and measure the success of their initiatives. By collecting data on employee performance, retention rates, sentiment, and other metrics, HR departments can determine if their efforts are making an impact on employee satisfaction and loyalty. This data can then be used to adjust policies and practices to better meet the needs of the organization and its employees.

Besides tracking initiative success, data can also be used to inform HR policies. By collecting data on employee demographics, skills, and job satisfaction, HR departments can design policies that are tailored to the specific needs of their workforce. This data can also be used to inform hiring decisions, training programs, and other initiatives. Tailoring policies and initiatives to workforce needs increases quality of hire, improves training program involvement, and cuts unnecessary spending.

When we leverage people analytics, issues such as DEI, training, burnout, and employee morale become part of the strategic plan, not just a reactionary state when a situation arises.