October 25th 2007 2007年10月25日
Business Intelligence for HR Department商業智能為人力資源處
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 公司在世界各地面臨的勞動力越來越老年人。這將使吸引和留住人才的首要任務，正如我在以前的博客 Business Skills for IT Workers 商業技能，為它的工人 . 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: 這種趨勢將彈射到的作用，人力資源處右轉入中制定人民為中心的商業策略，尤其是在知識產業，由於全球性戰爭對人才的繼續，它將成為越來越難以為大型機構聘請，激勵和留住人才，隨著技術的進步和全球化，組織將受到激烈的競爭。因此，利用權的人力資本將具有至高無上的重要性。激烈的競爭也將導致越來越自然減員 ， 這是人力資源可以發揮重要的作用，在'人才管理 ' 。而非只是做行政工作及 ' 無功'僱用/解僱僱員，人力資源專業需要'積極 ' 開始解決人的問題。 IT經理將不能夠解決這個對自己的喜歡與否，他們將聯同人力資源部門在生產解決方案的戰略'人民'面臨的問題的組織。與進步，在商務智能（ BI ）工具 ， 人力資源處可以利用的所有數據與他們的現有員工，分析他們的人力資本和提供決策左右的人手及保留。商務智能還可以幫助人力資源處礦井列資料：
- How to motivate individuals and departments within organizations? 如何激發個人和部門的組織呢？
- Do our incentives and benefits reward smart contribution? 盡我們的獎勵和福利獎勵聰明的貢獻呢？
- How to flush out innovation from individuals and departments? 如何搜捕創新，從個人和部門呢？
- Will the individuals work their best in collaborative environment? 將個人的工作，他們最好的協同環境？
- What is the best technique to train employees? 什麼是最好的技術培訓員工呢？
- How to incorporate feedback from individuals? 如何把個人的反饋意見？
- Why do employees leave the company? Where do they go? 為什麼僱員離開公司？哪裡去？
- What does the individual employee think of work environment? 請問個別員工認為工作環境呢？
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，人力資源是沒有權力回答這些問題在一個有系統的方式。與BI工具，人力資源可以度身訂造的好處和獎勵措施，以自訂適合每一位員工。 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. 時代提供了通用的利益是'大規模定制'的利益套房個別僱員是未來。 BI工具將有助於人力資源得到有，這將是非常關鍵的競爭力，在吸引和留住人才。
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One Response to “Business Intelligence for HR Department” 1回應“商業情報為人力資源處”
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Amit Kumar on 25 Oct 2007 at 9:44 pm 阿米特庫馬爾對2007年10月25日在下午9點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.我會去的一個步驟，進一步滾裝說，人力資源越來越具有戰略作用，特別是在動態的營商環境，今天的。 Organisations cross industry verticals expects the HR Teams to move up in the value chain.組織跨產業垂直預期的人力資源隊伍提出了在價值鏈中。
This transformation is result of the fact that in today’s flat world, Human Resource has become key to organisations success.這個轉變的結果是事實，即在今天的扁平世界，人力資源已成為關鍵機構取得圓滿成功。 HR Leaders play an important role in shaping up the life and perpective of the employees within the organisation by :人力資源領導人發揮了重要作用形成的生命和perpective的僱員組織：
- Enaging the employees productively -e naging僱員生產力
- Aligning them with the corporate goals -使他們與公司的目標
- Create a positive work environment for nurturing talent -創造一個積極的工作環境，為培育人才
- Motivating this key resource to deliver consistent reward -激勵這個關鍵資源，以提供一致的獎勵
In deleivering all these, HR Teams are becoming key drivers of organizational success.在deleivering所有這些，人力資源隊伍正在成為主要驅動力的組織取得圓滿成功。
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＆更多的機構預期的人力資源隊伍把重點放在這些策略性角色… … 。和人力資源是社會的籌備，採取了這一挑戰，但他們束縛他們的行政作用，佔80 ％ ，他們的資源分配。
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.這些限制不能讓它停止運動的人力資源功能由『流程管理'的角色， '戰略夥伴'的作用;像其他戰略業務的職能，人力資源需要使用技術intesnively自動化繁瑣的工序-行政和戰略。
Technology not only helps with Automation & Analytics, but it also helps them in:技術，不僅有利於與自動化與分析，但它也有助於他們在：
- Delegating the responsibilities to non-HR employees -下放的責任，向非人力資源僱員
- Decentralising the HR administration process -d ecentralising人力資源管理過程
- Establishing two-way communication with enterprise-wide teams -建立兩個雙向溝通，與企業廣泛隊
In today’s scenario, only technology can help HR team in delivering better top-line and bottom-line to the business在今天的情況下，只有新技術，可以幫助人力資源小組在提供更好的頂線和自下而上的路線，向業務