Human Resource Data MODULE 3 Data-Driven Planning Hello! I’m Anjanette Florendo Organizations are nothing without the right people. Successful organizations are particularly adept at bringing together different kinds of people to achieve a common purpose -The essence of Human Resource Management What is Human Resource? Human resource involves a wide variety of activities, including analyzing a company’s competitive environment and designing jobs and teams so the firm’s strategy can be successfully implemented to beat the competition A lot of HR data analysis comes in the form of key performance indicators (KPIs) measuring factors like absenteeism or the number of training hours per full-time employee. Human Resource Data are Abundant These data can be collected from both ● Internal (e.g. human resources information systems or employee surveys) and ● External (e.g. social media or labour market trends) sources. Did you know? How can HR teams use data intelligently? There are infinite ways to make good use of data. The four main categories: ● ● ● ● to make better decisions to improve operations to better understand your customers monetize data Data is already revolutionizing HR functions Data Driven Recruitment is taking the guesswork out of recruitment. Recruitment is one area of HR that is particularly rich in data. The key areas of recruitment that will benefit from data: ● ● ● ● ● ● ● Measuring, increasing and promoting your employer brand Identifying the most effective recruitment channels Identifying new recruitment channels Identifying and assessing the best people for your business Identifying candidates for top level positions Sourcing virtual workforce Identifying and promoting suitable candidates inside the company Data Driven Employee Engagement: Areas of employee engagement that data can impact: ● Driving employee satisfaction ● Measuring and improving employee loyalty and retention ● Improving compensation and benefits with data ● Getting continuous feedback ● Measuring employee sentiment ● Measuring and improving employee retention ● Data-Driven Human Resource Management DDHRM is defined as a strategic process aiming for better HR decisions and policies throughout the government by collecting, measuring and using HR data such as demographic data, administrative data (including pay data and turnover), employee perception data (employee surveys) and performance data. DDHRM is based on data and evidence instead of intuition or personal experience. Collection and use of human resources data in OECD countries The Country / Organisation for Economic Cooperation and Development (OECD) has collected and used quantitative and qualitative HR data for comparative analysis across OECD countries in the field of public sector human resources management and civil service reform strategies. The 2016 Survey on Strategic Human Resources Management in Central Governments of OECD Countries gathered data related to the broad trends of public employment and HRM across OECD countries and provided OECD countries with a better picture of where they stand compared to other countries in these fields. This included a new set of questions on the collection and use of data for HRM. The survey looked at three types of data: ● administrative data ● employee survey data ● employee performance data Human resources data collected by OECD countries, number of countries, 2016 Human Resource Data and its effective usage are unquestionable in the benefits that it can bring to Human Resources and the organization as a whole. The transformation that can be achieved can be impactful and far-reaching. Thank you!
