What does HR do? From an outside perspective, it’s easy to simplify an incredibly complex function down to ‘they look after the people and the paperwork’. After all, despite being essential to any company, HR professionals have not been in a position where they can elevate their role to shaping business objectives – until now. Connected data and data analytics open up (C2 Reasearch) the opportunity for HR to directly map talent in the world and measure the impact of its...
Only 20 per cent of HR professionals believe they can adequately plan for their company’s future talent needs. And yet, an HR survey found that forecasting for headcount is the most important use of data analytics. Why is there such a disconnect? As our research shows, (C2 Research) data analytics can help CHROs to anticipate talent needs in a candidate driven market, better track employee fulfilment, and ultimately combine HR insights with business objectives. In other...
Who wouldn’t want to eliminate time-consuming admin tasks in favor of strategic talent management activity? It’s no surprise HR executives are so excited about the promises of AI technology for automation efficiency. Along with the anticipation, though, keep this caveat in mind: AI and automation technologies can deliver if, and only if, they run on a foundation of clean, secure data.
And in HR, the variety, scope, and volume of data collected and stored makes this permission even more important. From personal details to payroll and career information, HR is a hub of data, and therefore a security vulnerability that needs to be tightly controlled.
Why do you work in HR? Most probably because you are interested in people and their welfare. You’re a people person. AI (Artificial intelligence) will probably become your new best friend in the next couple of years, but AI will never be human. Its limitations need to be understood and taken into account.
What if you empowered your employees to dictate HR best practices based on how they work best? By using emerging technologies such as AI, HR departments can quickly learn the optimal ways in which their people work, eliminating unnecessary systems and processes. In doing so, organisations can gain a deeper understanding of their people and adopt an urban planning approach to setting up standardized processes that make work easier and more effective.
People related data needs to be treated with the utmost care and diligence. Rather than seeing recent legislation and rising awareness that as an impediment to great sourcing, HR should rethink their approach and not only do the right thing in the right way but also use the opportunities offered by new technologies to recruit.
An ethical approach to data starts with employees. If people don’t manage information responsibly, how can we hope to track it, much less protect it? Education is the key to driving awareness, which is why HR must take the helm in driving this behavioural change across the business.