by Aitor Vinos
For years, I’ve worked with clients on complex multi-country HR transformation projects, working closely with them to integrate HR and payroll systems to improve the employee experience, to introduce smart controls across organizations and to ensure compliance, all with an eye on cost efficiencies. However, I am not sure that anything has excited me more than the potential HR analytics is about to unleash for businesses.
The data, currently stored, but largely unused in HR and payroll processes will, for the first time, enable HR strategies to be aligned exactly to business strategies. This visibility of data is business intelligence gold. It is specific to your business and when analyzed, tells you everything you need to know about your workforce, its performance and readiness for the future. It will provide you with a real-time view, retrospective and looking forward, providing clear maps and reports of the workforce, allowing lessons to be learned retrospectively and plans to be made for all scenarios.
Currently, we have a pilot running with several clients and in the next year, we’re introducing more HR analytics services, as well as launching solutions to simplify the data value release for our partners’ HR solutions. The visibility that HR analytics is going to bring to our clients in 2019 and beyond really excites me. HR analytics is possibly one of the strongest reasons for leadership teams to move forward with business cases for HR transformation projects.
We have one client ready to move on a talent project following the go-live of its SAP SuccessFactors Employee Central integration project. It wanted to centralize its employee data so it has transparency of its talent, which proved near to impossible to do in a disparate set-up. Now they can map the careers of all employees and see who they have ready for promotion and where training is needed to ensure there is no future skills gap.
With modern businesses now so widely dispersed, and toughening compliance meaning personal data must be highly secure, dated paper-based systems or multiple local payroll platforms simply fail to meet the standards that need to be met by GDPR, for example.
Many of our consultants are working with businesses to transition HR thinking from reactive to proactive. Turning HR into a driver, not a responder to business needs. Data has traditionally only been used to establish what has gone wrong or what costs can be cut, not to determine opportunities for operational or process efficiencies. I see the introduction of HR analytics as an extremely intelligent move for businesses.
Having the right platforms and tools to capture and strategize from your data is essential. There is no one size all, as is always the case with HR technology. Much of the reward comes from how you integrate the technologies into existing processes and customize to your business. We’ve several such projects lined up and I can’t wait for my team and I to get going on these in the next few months.