2014-05-02

Do you have data phobia?

Drake Editorial Team

The success of today’s organizations is contingent on the quality of decisions they make. The value of Human Capital has increased substantially as it has become the source for innovation and excellence and most importantly the engine required to execute quickly on business decisions.

A nimble organization is one that has the capability to respond to the environment fast, make decisions that are driven by solid data and strive for continuous improvement, but most importantly align the right people to the business strategy.

So if the quality of data is a key driver for organizational success, why is measuring Human Capital so difficult? And why does HR shy away from using data in making people decisions and demonstrating the ROI of their Human Capital investment?

The answer is “Data Phobia”.

HR has not traditionally used data to influence business decisions when it comes to Human Capital. Decisions were based mostly on using general statements like, “it makes good business sense to invest in people”, “it is a best practice” and “it’s just the right thing to do”.

This is ironic given that most organizations spend anywhere from 30% to over 80% on wages, benefits and other Human Capital related cost.

So how can HR help organizations make well-informed people decisions? And how can HR get better acquainted with Data Analytics?

HR Analytics can help you achieve the following:

 

• Get over your Data Phobia: whether it’s fear of endless spreadsheets, or nightmares of interpretation, we can help you take it one step at a time
• Create a compelling case: by demonstrating ROI, we can help you influence key decision makers to spend the needed $ for the right people strategies
• Look at what matters most: who are your biggest value drivers? Where should the focus be? How can you be enabled to manage resources more effectively and efficiently?
• Be proactive: provide your business with strategic insights that are relevant, timely and valuable
• Put the pieces of the puzzle together: tell a story that adds business value
• Give you an edge: wouldn’t that be cool? If you were to use HR Data Analytics to predict business outcomes, wouldn’t that increase your value exponentially?

Incorporating data analytics in your HR practices allows you to contribute to your organization’s strategy and bottom-line through data-driven decisions. With a focus on metrics, data, and real-time analytics, you will be able to make the most of your organization’s greatest asset: your Human Capital.

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Maysa Hawwash is the National Manager of Talent Management Solutions at Drake International. She is an accomplished and innovative leader with years of experience in human resources, sales and business development and leadership development. She has developed an exceptional track record of driving bottom-line results for her clients. Maysa has a Master’s degree in HR Management from Rutgers University.