Talent analytics and big data... the challenge for HR

Talent analytics and big data are now must-have capabilities in HR. As the business world is transformed by the sheer volume, speed and availability of data and as the search for competitive advantage intensifies, data about people and performance becomes ever more critical. Much has been written on the issue of talent analytics, but most of this debate has focused around three key dimensions:

·        Technology

·        Techniques

·        Talent

There seems to be less focus on what is actually happening. What is the appetite on the ground for talent analytics and big data? What are the barriers and enablers to developing this capability and what is happening within organisations?

Using our extensive research on the state of practice in the HR profession and key interviews with organisations embarking on the talent analytics journey, we are able to shed some light on this question. Generally, the capacity and engagement for analytics and big data is affected by three key dimensions:

• ·         Silos
• ·        Skills and smarts
• ·        Suspicion and scepticism

In order to help HR develop a coherent approach we’ve developed some strategies and solutions around balancing the strategic and tactical requirements of developing a data-driven strategy.