We are only a few days away from HR Tech Europe and the invitations, blog articles and tweets are starting to build up my anticipation of what’s coming.
This year, I will be really keen to understand the adoption of workforce analytics. It’s a topic that is high on the list of HR trends and vendors, analysts and bloggers make a lot of noise about it. But I’ve not seen a lot of action yet in HR departments. And where I do encounter it, it’s usually some form of reporting, not yet meaningful workforce analytics.
Is it because HR people lack the skill sets of data analysts? Now is not the time to invest in new technology? Too difficult and too expensive and no use for predictive analysis? Or could it be as simple as not having the right data available and not knowing where to start?
There are an abundant number of articles describing all the reasons why you should introduce workforce analytics. But many of them are about reporting and insights – and that is not analytics. For a primer on what analytics are, read the True Analytics Manifesto that @holgermu just delivered.
During a recent call, research director @erennie_NH pointed out that having access to the right analytics is crucial when determining the business case for and added value of recruitment processes outsourcing (RPO). We figured out that in the case of RPO, the request for analytics is often instigated by a Talent Director and HR might not be involved at all.
So I’m curious to know: have you seen real workforce analytics in action? And if so, what kind of analytics did you use and what are the benefits? I hope you will leave a reply so I can reach out and use your story in a next post, when I’m back for HR Tech Europe. And while there, I’m looking forward to meet you and hear your experiences in real-time (come visit me at NGA booth 405).