In the age of Big Data, the HR field is experiencing a dramatic shift in hiring and retention processes. Companies of all sizes are using human resources information to change the way they find candidates, identify top performers, and predict future success. By staying on top of the latest developments in HR analytics, you can make it easier to choose the best HR solutions for your company.
One of the most important developments in HR analysis has been labeled "talent analytics." In 2014, many human resources professionals will encounter talent analysis systems, either in their own companies or at industry conferences.
Talent analytics refers to the ways that HR departments can use human resources information and data to improve their hiring, team-building, and retention processes. Using data collected from a variety of sources, talent analytics programs are able to generate the predictors of success in a given organization. By analyzing massive amounts of data, the programs can identify a wide range of predictors without the interference of human assumption or belief. As a result, HR professionals will have the opportunity to implement new hiring procedures that ignore traditional belief systems in favor of cold, hard data. Because data is objective rather than subjective, talent analytics systems may provide the push many companies require to implement massive HR changes.
While it is obvious to most professionals that HR analytics have the potential to transform the industry, it's not always clear how companies can access this human resources information. As 2014 progress, HR professionals must learn about the devices and services that collect data and enable talent analytics systems to work effectively.
According to the Maryland Association of CPAs, mobile apps are one option companies can use to gather the necessary human resources information. Mobile apps will allow HR managers to track productivity, monitor employee actions, and collect information about habits, demographic information, and personal preferences. With such individualized information, talent analytics programs will be able to spot correlations and patterns that help companies predict who will succeed within an organization. Other data-capturing HR solutions that will gain attention in 2014 include massive open online courses, employee-monitoring software, and services that provide access to data collected from around the Internet.
One of the most important things for HR professionals to know about data analytics is that implementation will require significant changes, both in organizational practices and individual mindsets. If you have been handling human resources information the same way for years, it can be difficult to grasp these new systems, particularly when the means seem bizarre or outlandish. According to a story on theatlantic.com, one company successfully identified the most powerful idea generators by using a video game. Seemingly insignificant things, such as the amount of time a person hesitated before making a move, were actually powerful indicators that related to job performance. For HR professionals, it will be crucial to remain open-minded and flexible.
Whether you work for a small startup or a large corporation, developments in HR data analytics are likely to affect your company in 2014. By staying aware of the latest in the collection and analysis of human resources information, you can help your company keep up with trends and adopt analysis technology at the right time.
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