October 25th 2007 2007年10月25日
Business Intelligence for HR Department商业智能，为人力资源部门
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 公司在世界各地面临的劳动力在悄悄变老，这将使吸引和保留人才的首要任务，正如我在以前的博客 Business Skills for IT Workers 商业技能，为IT工作者 . 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: 这个趋势会弹射到角色人力资源部门右转入中间制定人民为中心的经营策略，特别是在知识产业，由于全球性战争对人才的情况持续下去，将会变得越来越困难，为大机构聘用，激励和留住人才与技术的进步和全球化，组织就会受到激烈的竞争，因此，利用正确的人力资本，将是至关重要的。激烈的竞争，也将导致越来越多的自然减员 ， 这是人力资源，可以发挥重要的作用'人才管理 』 。而非只是行政工作，并为 ' 被动'雇用/解雇员工，人力资源的专业需要，以'主动 ' 开始解决人的问题，而是行政人员将不能够解决这个对自己的喜欢与否，他们将有计划联同人力资源部门在制作解决方案，以战略性'人'的问题，所面临的组织，有了进步，在商务智能（ BI ）工具 ， 人力资源处，可利用的所有相关资料，以他们现有的员工，分析他们的人力资本和提供决策周围的人手和忠诚度。商务智能还可以帮助人力资源部门，以出矿方面的信息：
- How to motivate individuals and departments within organizations? 如何激发个人和部门的组织呢？
- Do our incentives and benefits reward smart contribution? 尽我们的奖励和补助奖励聪明的贡献？
- How to flush out innovation from individuals and departments? 如何冲洗掉创新，从个人和部门的工作？
- Will the individuals work their best in collaborative environment? 将个人的工作，最好在协同环境？
- What is the best technique to train employees? 什么是最好的技术，以培养员工呢？
- How to incorporate feedback from individuals? 如何把反馈意见，由个人？
- Why do employees leave the company? Where do they go? 为什么员工离开公司吗？哪里去？
- What does the individual employee think of work environment? 究竟是个别雇员认为工作环境吗？
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. 目前人力资源，也无权回答这些问题，在一个有系统的方式，随着BI工具，人力资源能够量身打造的好处和奖励措施，以定制适合每一位员工。 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. 时代提供了通用的利益是'大规模定制'的好处套房个别雇员那里有前途。 BI工具将有助于小时到达，这将是非常关键，以保持竞争力，在吸引和保留人才。
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One Response to “Business Intelligence for HR Department”一回应"商业情报，为人力资源部门"
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Amit Kumar on 25 Oct 2007 at 9:44 pm amit经由库马尔于2007年10月25日在下午9点44分 # ＃
I will go a step further ro say that HR is becoming more of strategic role specially in the dynamic business environment of today.我会再进一步，滚装说，人力资源越来越具有战略作用，特别在瞬息万变的商业环境中的今天。 Organisations cross industry verticals expects the HR Teams to move up in the value chain.组织跨产业的垂直整合，预计人力资源队伍提出了在价值链中。
This transformation is result of the fact that in today’s flat world, Human Resource has become key to organisations success.这个转变是事实的结果，在今天的扁平世界，人力资源已成为重要的机构，取得圆满成功。 HR Leaders play an important role in shaping up the life and perpective of the employees within the organisation by :人力资源领导人发挥了重要作用，在塑造了生活和视野中的雇员组织：
- Enaging the employees productively -e naging雇员富有成效
- Aligning them with the corporate goals -使它们与企业目标
- Create a positive work environment for nurturing talent -创造一个积极的工作环境，为培育人才
- Motivating this key resource to deliver consistent reward -激励这个关键资源，以提供一致的奖励
In deleivering all these, HR Teams are becoming key drivers of organizational success.在deleivering所有这些，人力资源队伍正成为主要驱动力的组织成功。
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.更多＆更多机构期待小时队把重点放在这些策略性角色… … 。和HR社区是整装待发，准备以迎接这一挑战，但他们的束缚，通过自己的行政角色，大约占80 ％的资源分配。
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.这些限制不能让它停止运动的HR职能由'过程经理'作用'战略伙伴'的角色，以及像其他战略业务的职能，人力资源的需要，用科技intesnively自动化繁琐的流程-行政和战略。
Technology not only helps with Automation & Analytics, but it also helps them in:科技不仅有利于与自动化与分析功能，但它也有助于他们在：
- Delegating the responsibilities to non-HR employees -下放责任，以非人力资源部员工
- Decentralising the HR administration process -分散的人力资源管理过程
- Establishing two-way communication with enterprise-wide teams -建立两个双向沟通与企业范围队
In today’s scenario, only technology can help HR team in delivering better top-line and bottom-line to the business在今天的情况，只有新技术，可以帮助人力资源队伍，在提供更好的顶线和底线在线业务