(Enterprisetalk) How HR/ People-Analytics Has Evolved Into A Critical Enterprise Need :

Originally Posted: Enterprisetalk

While we have been experiencing a digital wave for the last couple of decades or so, it is only in recent times that we have seen massive developments around digital transformation which have led to improvements across various facets of a business. Recently, however, because of the ongoing pandemic, we have seen greater adoption of digital transformation among organizations across a variety of industries. Due to the ongoing crisis, work dynamics have changed drastically, with companies adopting remote work and social distancing policies. Right from hiring to retiring, organizational processes and goals have changed overnight and have become more dynamic, with a massive need for collaboration technologies and efficient decision-making at the organizational level.

How HR has become more dynamic

In such a scenario, HR or people-analytics has become front and center, helping companies fuel their growth by enabling them to assess themselves, seamlessly align cross-functional work, and make smarter, consistent, and unbiased decisions. Its’ important to point out that the role of HR has changed significantly, with the emphasis shifting to making human resource management an integral part of mainstream business operations. The role of HR has moved from being an inward-facing function to a more dynamic business partner role, and HR agility has emerged as a critical theme for organizations in recent months.

5 Ways Six Sigma assures Employee Centric Decision Making in HR Analytics

HR or people-analytics makes real-time insights available and helps weed out unconscious bias, thereby becoming a valuable asset for the HR function. For instance, the focus has now shifted towards changing KPI/KRAs for each job role in order to correctly measure productivity, and monitor the level of output, thereby adopting a result-oriented approach and connecting it to business objectives.

To highlight a relevant use case, HR analytics is also particularly useful during the processes of onboarding and hiring – you can scout for and also predict the probability of a particular candidate joining using historical enterprise data as well as external data such as their social media profiles. Another use case – we can’t use finger scanning or even retina scanning during the ongoing crisis, however, we can use applications which detect and identify employees’ faces, mark attendance, open doors based on a match and also voices at the end – something to the effect of – “identification complete, please put on your mask and sanitize your hand.”

What the future holds

To reiterate, workplaces are not going to have full attendance for a few more months, and therefore, nimble HR processes supported by agile HR analytics is going to be key for times to come. Covid-19 has led to a huge paradigm shift, resulting in organizations preparing for the future. In this new reality, the adoption of HR analytics – to make data-driven decisions – has become critical to monitor and measure organizational productivity with a focus on the future. By measuring the right metrics today, HR analytics will lead to organizations thriving over time.