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The four myths sabotaging your HR analytics

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HR analytics can be transformative. However, common misconceptions often hold projects back from reaching their full potential – or from getting started in the first place.

Myth #1: You need full-time analytics professionals

Getting started with analytics can seem intimidating without a pro on your team, but don’t underestimate your own ability. Most HR analytics software is designed for novices and can deal with much of the heavy lifting.

Investing in training for yourself or your team can pay dividends: your deep understanding of the business will inform your process and transform your results.

If all else fails, the gig economy offers a flexible way to access analytical talent part-time or for specific projects.

Myth #2: Big data is the holy grail

Having a vast pool of data points isn’t the most important thing – or even necessary – when it comes to HR analytics.

Much more important are relevancy, quality and insight: what you measure, how well you measure it and the conclusions you draw from your findings.

Myth #3: Data scientists should take the lead

HR analytics works when it’s employed in pursuit of a specific business purpose, be it to reduce turnover or improve engagement.

To avoid analytics for analytics’ sake, projects should be led by HR and business leaders who have a crystal-clear idea of what they want to achieve.

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