People often think that mixing analytics and talent management is like mixing oil and water. To some managers talent management is equal to getting a bunch of third graders to stand in a straight line, keep quiet, and do their assignments. Unfortunately, some may still have that mindset. Data analytics can help managers and organizations find, hire, and manage talent better than ever before.
In the January/February issue of HR Magazine, Josh Bersin with Deloitte, makes nine predictions of “what’s in store for HR in 2015.” This is part seven of a series of nine articles looking at each of these predictions.
A sign on Albert Einstein’s door read: “Not everything that can be counted counts, and not everything that counts can be counted.” “Big data” is all the rage today, but does it really need to be all that big (think Neilson ratings) and is it really all that useful? Certainly data, statistics, and analytics are not new tunes that just hit the charts, particularly in the wonderful world of sports. Today we are using data, in both large and small businesses, to measure everything from behaviors such as a doctor’s bedside manner to data that could keep older drivers behind the wheel longer to data that reveals that employees who blog are happier Analytics involving more “clear cut” information such as economics, college admissions, and budgets will continue to prove useful. In addition, HR is now learning to use data for workforce planning. Moreover, data may help HR to obtain more of the business partner status it has been desiring for years.
It’s no secret that HR has not enjoyed a good reputation over the years and it has been waiting to be invited to “a seat at the table.” However, some wonder why HR has not “claimed” its seat at the table, by making itself more of a business partner. Unfortunately, many do not know where to begin to make such a transition happen. Analytics may be just the ticket. Let’s look at how analytics are changing the face of the workforce first.