How the datafication of HR fits into the quantified organization is the focus of a new paper from LBi Software, which asked me and a handful of other observers of the HCM space to weigh in on this timely topic.
What did we cover? We answered the questions:
- What Does the “Datafication of HR” Mean to You? More Important, What Should It Mean to HR Leaders Today?
- Has the Role of HR Technology Changed to Meet the Demands of the Quantified Organization?
- What Area of HR Technology Is Most Likely to Have the Most Immediate and Measurable Impact on, or in, the Quantified Organization?
In this paper I brought up software that gathers and collects data to help boost employee retention; after all, this may be the year we suffer the double hit when boomers finally retire after the economic downturn and disengaged employees finally exit as the economy continues to at least stabilize.
In my estimation, HR technology that offers predictive modeling can allow HR leaders to get ahead of the game. There may be recognizable organizational value when HR professionals use technology that can track patterns and trends related to work conditions that may lead to turnover — or consider how the use of predictive technology may allow for improvement in employee retention. Some of this requires shaking up the traditional recruiting and HR model in organizations by creating open access to platforms and data across the HR and talent function. Give your recruiters access to the HRIS and LMS and let your Regional HR Managers poke around in the success planning system.
That’s my vision anyway.
Analytics? Covered. Assessment tools? Yes. Mobile, trackable and wearable? Yup, yup and yup.
“The quantified organization is here, it’s definable, and the business benefits it offers are undeniable.”
Attribution: Font Awesome by Dave Gandy