📣Currently, only a few HR functions are building analytics capabilities into their teams to solve key people challenges — such as uncovering why one team performs better than another, or how their organization can create a more diverse and inclusive culture.
👉In the future, we believe more HR teams will follow in the footsteps of other departments, like customer experience and finance, and adopt this practice, taking on a more data-driven function. Doing so would allow them to provide more accurate insights around everything from employee performance and retention to the engagement level of C-suite leaders.
💡🕵️♂️At a time when data scientists are in short supply, however, a new role, HR Data Detective, could help bring about this change.
🕵️♂️This person would be responsible for synthesizing disparate data streams such as employee surveys, learning management systems, and benefits portals to help solve business problems.
🙌Equally comfortable with being “in the weeds” of big data as well as seeing and explaining “the big picture,” data detectives would gather and compile HR-pertinent insights to help improve employee performance and drive better results for the whole business.
✔🎸We predict companies like Genentech that have already begun building this kind of data literacy into their business functions will have a competitive advantage.