MAY - JUNE 2018HR TECH OUTLOOK8HR is responsible for enabling people to perform to their fullest potential in the workforce. We're responsible for processes, policies, talent development and acquiring the right people for the right job. While there are many ways to achieve these mandates, the growing benefit and use of analytics to assist HR professionals with making informed decisions in these areas is a trend that shouldn't be ignored.As our modern world overflows with data, it's important to uncover the meaning behind that data (a more thorough understanding that can add reliability and remove bias from decision-making) rather than using redundant, bits of information randomly captured through virtual sources, including resume banks, social media, etc. The volume of data found through HR analytics contains valuable information that can prove beneficial to organizations if leveraged effectively. The Power of Analytics and Disruptive TechnologiesToday, organizational leaders seek to evolve their measurement strategies and appreciate the demonstration of potential business value that people can create through results with hard numbers that are quantitative. Although challenging, the human performance and learning data must be measured to quantify expected outcomes and benefits. This is where we require analytics to refine and analyze data to help draw correlations, provide predictive modeling, perform trend analysis, and inform leadership and talent programs with data-based evidence. Ultimately, this data is used to inform investment decisions that strengthen the organizational workforce and people's capabilities.To make headway, it is imperative to begin with quality data. To do this, it is ideal to focus on a single source of "truth" or one system, rather than pulling disparate data from several sources. This helps to ensure the data is "clean" before using it for detailed analytical use or reporting--yet this is often not the reality for most companies.From a human capital perspective, an emphasis on position management (role-based workforce data) and ensuring data integrity, as it pertains to an individual's career information, is crucial. Ideally, the data that is put into an applicant tracking system should not be contained in that single system, it should follow an individual as they transition from applicant, to candidate, to employee, and subsequently should follow their performance and development during their tenure with the organization. Advanced HR Analytics: The Smarter Way to Acquire & Develop Talent Laurie Shumake, Head of Global Talent Management, Western UnionByIn My OpinionLaurie Shumake
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