Human Resource Management in the 21st Century
Fact or Fiction?
Question 2: Business Analytics - The Heart of HRM Transformation
2007 May 18 Posted by Michael
In her article “Intelligent Use of Information Is a Powerful Corporate Tool,” author Peggy Anne Salz tells us that Alton Adams, managing director of Accenture’s Customer Insight Practice, states, “The unrelenting advance of technology is making more sophisticated analytics possible. Analytic tools and techniques have been around for decades, so why are companies making it a top priority now? The simple answer is that the availability of data and the technology to analyze it are finally in synch.”
How are you, your organizations, or organizations with which you are familiar, using business analytics to enable human capital identification, selection, deployment, and retention? What strategies, tactics, and metrics are emerging?
Sources: Wall Street Journal | Accenture
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isaac dixon Says:
In our organization HR analytics are rapdily advancing. Our new Applicant Tracking System makes reporting on key metrics such as Time to Fill, Turnover, Cost per Hire and other information much easier to get at. It also permits me to look at our process and see where log jams may occur (For instance if the cycle time to fill a job is up where are the applicants slowing down in the process? Is it the recruiter, hiring manager or just what?)
These types of analytics help managers and employees focus on placing the proper emphasis on issues in their organization that have maximum impact. They also make problem solving more precise, you use data to solve the problem not the symptoms.
May 23rd, 2007 at 12:57 pm