Business Intelligence for HR Department
October 25, 2007 by Raj Sheelvant
Companies around the world face a workforce that is getting older. This will make attracting and retaining talent a top priority as mentioned in my previous blog Business Skills for IT Workers. This trend will catapult into the role of HR department right into the middle of formulating a people centric business strategy, especially in Knowledge Industry. As the global war on talent continues, it will become increasingly difficult for large organizations to hire, motivate and retain talent. With the technological advances and globalization, organizations will be subjected to intense competition. Thus, utilizing the right human capital will be of paramount importance. Intense competition will also lead to growing attrition. This is where HR can play an important role in ‘Talent Management’. Rather than doing only administrative work and ‘reactive’ hiring/firing employees, the HR professional need to ‘proactively’ start solving people issues. IT executives will not be able to address this on their own. Like it or not, they will have to collaborate with HR department in producing solutions to strategic ‘people’ issues facing the organization. With the advances in Business Intelligence (BI) tools, HR department can utilize all the data related to their existing employees to analyze their human capital and provide decisions around staffing and retention. Business intelligence can also help HR Department to mine out information regarding:
- How to motivate individuals and departments within organizations?
- Do our incentives and benefits reward smart contribution?
- How to flush out innovation from individuals and departments?
- Will the individuals work their best in collaborative environment?
- What is the best technique to train employees?
- How to incorporate feedback from individuals?
- Why do employees leave the company? Where do they go?
- What does the individual employee think of work environment?
Currently HR is not empowered to answer these questions in a systematic way. With the BI tools, the HR can tailor the benefits and incentives to custom fit every employee. The era of providing generic benefits is over. ‘Mass Customization’ of benefits to suite individual employee is where the future is. BI tools will help HR get there. This will be very critical to be competitive in attracting and retaining talent.
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Comments (3)
I will go a step further ro say that HR is becoming more of strategic role specially in the dynamic business environment of today. Organisations cross industry verticals expects the HR Teams to move up in the value chain.
This transformation is result of the fact that in today’s flat world, Human Resource has become key to organisations success. HR Leaders play an important role in shaping up the life and perpective of the employees within the organisation by :
– Enaging the employees productively
– Aligning them with the corporate goals
– Create a positive work environment for nurturing talent
– Motivating this key resource to deliver consistent reward
In deleivering all these, HR Teams are becoming key drivers of organizational success.
More & more organisations are expecting HR teams to focus on these strategic roles ….and HR community is gearing up to take up this challenge, but they are tied down by their administrative role, which accounts for 80% of their resource allocation.
These limitations can’t be allowed to stop the movement of HR function from ‘ Process Manager’ role to ‘Strategic Partner’ role; and like other strategic business functions, HR needs to use technology intesnively to automate the cumbersome processes – both administrative and strategic.
Technology not only helps with Automation & Analytics, but it also helps them in:
– Delegating the responsibilities to non-HR employees
– Decentralising the HR administration process
– Establishing two-way communication with enterprise-wide teams
In today’s scenario, only technology can help HR team in delivering better top-line and bottom-line to the business
Business totally depeneds upon the HR (Human Resource) department of the company as it is such a part of the company which is fully responsible for developing a business as this Department selects the suitable employee for the company . H R executives are generally in charge of training ,development strategies as well as motivating staff . Business intelligence (B I) can be used in HR to improve results across all aspects of the organization —candidate screening, performance appraisals, cost-containment, retention and productivity. Right now, globalization has created an absolutely screwed up, crazy world for an HR person – nothing has been more challenging.
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