There are a number of decisions that have to be taken in the day to day working of a business. These decisions are often based on analyzed data in order to ensure that the decisions taken are correct. There are a number of Human Resource Management Systems which have the right set of HR Analytics tools that help facilitate decision making in an organisation. However, just having data won’t guarantee correct decisions. The data derived from using HR Analytics Tools should be put to optimal use. Read further to know how.
How to Put HR Analytics Tools Data to Good Use?
1. Choose a software that can be modified
This is kind of a pre-requisite. The first and foremost thing to put your data to good use, is to have a more adaptive HRMS. By adaptive, what it means is that HR Analytics tools you are using for your business must be easy to modify according to the unique needs of the organization. A rigid or limiting software (in terms of features and adaptiveness to your needs) that doesn’t permit customizations will not be able to suit the exclusive needs of your business.
2. Ask the three questions
There are three questions that every HR Professional must ask himself before proceeding with the HR Analytics:
– Is there enough data available?
– Are the right data sets available?
– Is the data properly integrated?
Ensure that the answers to all the three questions are affirmative and then proceed towards tackling the predictive analytics. When you have all the above-mentioned conditions fulfilled, the data can be put to best use.
One way of ensuring that the answer to all the above questions is positive – is by relying on one HRMS for analysis rather than trying out various systems. Also, using a single human resource management system will make it easier for you to manage, secure, and maintain the system much better.
3. Focus on controllable factors
By using HR Analytics Tools, it is possible to build a roadmap for the future as well. However, those areas must be focused on where control can be exercised. Thus, a firm must stick to the controllable factors in order to put the analytics data to good use for the long run.
This brings us to the next point…
4. Refrain from generating too many reports
The ‘controllable’ factors mentioned above also means using only the relevant data and not everything that is available. It is quite easy to generate reports via HR Analytics tools, especially if your software is easy to use and has a host of features. Thus, the possibility of the company ending up generating countless reports, just for the sake of doing so is also pretty high. But one must keep in mind, that not all metrics and stats are that crucial for your business.
It should be kept in mind that not many reports are generated. The main focus of HR Data Analytics Tools is not to generate innumerable reports; it is to take valuable decisions for the company. If too many reports are generated, a lot of time will be wasted in merely analysing these reports. Thus, a company should only generate reports that are essential. More focus should be on the way those reports are used for making decisions.
HR Data Analytics tools can prove to be a boon for the company if the data is put to good use by following the above-mentioned strategies.
You can try one such HRMS which offers the complete package your organization needs right now, for absolutely FREE. Just click here to get started.
Jay is the Chief \”Go-To\” Officer at sumHR. He spearheads sales, support, product management and all things \”creative\”. Before this, he\’s worked in the startup teams at Burrp! and Directi.com. He loves writing whenever he gets the chance. Most often his writing will talk about sumHR, startups, leadership, motivation, inspiration and of course, HR best practices.
By Jay / .