In modern times, organizations aspire to have a “data driven HR system” which offers almost foolproof solution to major HR issues. This aspiration gives birth to People Analytics Software like Workday or Visier. I personally feel that the availability of people analytics software brings a revolutionary change in the domain of human resource management. Starting from recruitment, employee retention to skill analysis and talent management, I experience the pervasive presence of people analytics. The human resources are the most crucial factors behind the success of any business organization. It is the solemn responsibility of the human resource department of any business organization to take certain effective strategic decisions. It has to decide who to recruit, how to train the chosen ones and how to retain them.
In my opinion, it is extremely important for a human resource manager to make unbiased strategic decisions while thinking of developing the human resources. Here, only people analytics can provide a great support to the manager by identifying the most potential applicants for an important organizational position. Do I really need to say that this is going to be the most suitable option to eliminate bias from the recruitment process? The software does not know any of the applicants personally. It will be not be an exaggeration if I say that to people analytics, the human resources are nothing but some data points.
In today’s time, a new human resource concept has taken the central stage and that is talent management. I often observe the human resource managers of different organizations to discuss proudly about the talent management policies of their organizations and their attempts to catch the “High Flyers”. However, a pertinent question can be raised here at this juncture about the most effective method through which an organization can identify talented individuals from its existing workforce who can successfully place themselves in future managerial roles. Now there is no denying the fact that my answer will be people analytics. Let me explain why I am saying this.
The software offers specific data related to the personality traits of the applicants and the accurate potential depending on which they can excel in their related field. The tool is even ready to offer certain valuable inputs regarding the employee retention pattern of the organization. Recruitment of the right individuals and retaining them for a longer period of time are the two necessary prerequisites of talent management.
However, I should not forget to mention the most important human resource activity without which the attempts of talent management will be futile and that is employee training and development. By analyzing the employee performance related data, people analytics can locate the capability gaps that exist amongst the employees. It will also be able to suggest the areas where the performance of the employees can be improved by rendering proper training to them. An analysis of various data points related to employee working pattern and their learning capability enables people analytics to decide whether on-the-job training or off-the-job training will be suitable for the employees.
In my opinion, an organization trying to make strategic decisions regarding the training and development of its employees should show its indebtedness towards people analytics software like Workday or Betterworks. With the help of this analytical tool, the organization will be able to make strategic decisions about the following points
Who should be involved in the training programs?
What kind of training programs should be designed?
What will be the probable outcomes of the training programs?
What personal and professional development opportunities can be rendered to the employees?
How can the budget for the arrangement of the training programs be fixed?
What benefits will the organization get from these training programs?