“The Little Prince” (Le petit prince) is one of the most beautiful stories that any of us has probably ever had the pleasure to read. Admittedly, Antoine De Saint Exupery most likely didn’t have HR performance analysis on his mind when writing his artful fairy tale, but still some of his lovely sentences can be applied really well to the field.
Witness: “All men have the stars,” he answered, “but they are not the same things for different people. For some, who are travelers, the stars are guides. For others they are no more than little lights in the sky. For others, who are scholars, they are problems. For my businessman they were wealth. But all these stars are silent.”
If we replace “stars” with “data” we quickly get a lot closer to proving our proposition.
Human Resources Analysis, datafication of HR, big data – all of these terms seem so distant and somehow hard to grasp – that can tend to intimidate most companies. But by 2015 at the very latest, every company has caught on to the fact that data is playing a more important role in the world of HR.
It’s like this though: if you know how to put your data to work for you, they can offer you enormous added value.
Now we are in a position to decide whether we’re going to just leave the subject off to the side and continue to simply stare at the data (or stars) without understanding them or whether we are going to learn to use them to help us find our way.
If you approach HR analytics step by step, first you have to ask and answer several questions for yourself: “What purpose are the data supposed to serve? Which problems should they solve for my company? Exactly which questions should get concrete answers?”
After that, the formula is very easy: gather data, structure data, evaluate data. At the very minimum, steps one and two are already going on in every organization. It’s only step three – evaluating the data – that causes a lot of headaches.
And yet the solution is so simple: if you learn to read a map, you’ll never get lost again in the city; if you learn to read data, you’ll understand them. That’s it, welcome to the world of data analysis.
Of course, that all sounds very easy now, but the fact is: just as the stars have been up in the sky for billions of years, data didn’t just show up yesterday either. However, it is necessary to get in touch with the ultimate HR tools for interpreting them.
Everything has been thought through already, methods and theories have been written, thrown overboard and developed all over again. Data aren’t new, but the fact is that they will never speak to us just like that on their own.
- Approach the process step by step: ask questions, learn to interpret and analyze the data with the help of HR tools. We have analyzed the top 3 HR solution trends of the study done by Deloitte.
- Filter data into those that are relevant and those that are not relevant for the company. This article is a lot of help in this regard (a shout out to our colleagues at Wollmilchsau!)
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