When the HR Manager evolves to become a Data Scientist

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What does it look like once the human resources department starts planning to adopt HR Analytics? It could look something like this.

The HR team is gearing up to have fun – sweating it out analysing data, getting the arsenal in place and then – SHOOT!! As the HR Manager invests time and money into learning how to manage and use data effectively, we are all in for a roller coaster ride.  Its time a lot of myths to get broken and for HR to emerge from their department cocoon to become HR Capital Managers in all senses.

So, what can we expect from the power of data residing in HRMS systems, the employee portal, Engagement surveys and attrition logs?

  • Understanding WHAT

The first step – is often creating reports which allow the HR Team to have a Monthly Meeting to discuss numbers. To start with, this is a slow process of coming to terms with different perspectives and sometimes, mismatch in numbers. Understanding why the recruitment team shows 100 people on boarded while induction management shows 98 people or (rarely) 102 people and so on and so forth.

After the first few months, all members on the team have data which starts ‘talking’ to each other. The HR team is now ready for the WHERE?

  • Understanding WHERE

The second step – is when leaders in the HR team start asking about WHERE thing? The reports get more complicated – with a lot of segmentation at a team level and on years of experience etc. These complicated MIS and reports become increasingly difficult to read and then the organisation wants to move to the next level – what metrics are related or DRIVE other metrics?

  • Understanding DRIVERS and Indicators

The third step – is when we want a team of people to statistically look at this large chunk of data and tell us which data items drive each other.  We need answers that tell us whether an increase in salaries by 10% in Levels 1 and 2 for department X can translate into a reduction in attrition by 20% for the whole organisation.

At this level, most organisations pause and the HR team takes time to understand if they want to grow Analytics and Data Science talent to support their requirements and take the journey forward. The size of the organisation, the costs and spends allocated to Human Resources, the speed which is acceptable for change in the organisation, all of this has a great impact on the successful adoption and deployment of HR Analytics within an organization.

But the truth is, the process is often much more complicated than it seems. Contingencies can crop up at any time. Therefore, it is very important while considering an analytics deployment of any kind to seek long term expert consulting services. If a robust roll out is to be instituted it must be facilitated through in depth knowledge of analytics application and intense experience within both the analytics domain and the traditional business domain.

Get in touch with subhashini@pexitics.com to learn more about how our consulting services can help you take the right steps towards a full-scale HR Analytics role out.

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