Organizations of all types have long excelled by treating customers
as a market of one i.e. offering them personalized buying experiences. The
concept of customization and technology that has made it possible has the rise
of the great successful stories in past 25 years. You can look at the Dell with
a customized personal computer. Amazon, which allows us to book and get product
recommendations. But it comes to managing talent in house resources. To know
the man power most organizations still use one size fits all standardization of
such practices of such HR Practices and help companies to achieve some
important goals like consistency, Efficiency, and fairness to gain the global
view of their people.
However business and workforce trends are pushing organizations to
break out of the old standard employment deal. Technology is advanced enough to
make customization of talent management possible and to do this we need to look
out the data and figure out which are the segment within your talent. To recognize
the unique talent of each employee and deploy these talents in a manner that maximizes
the employees’ energy to drive business outcomes. Secondly, to re-engineer the
talent system and HR capabilities for personalization rather than sameness.
Nowadays, all the top companies using practices of HR analytics from the point
of recruitment to the point of Attrition. Like using DATA, SOFTWARES to go
through the data to create segments within the organizations in terms of employees.
So that they can give better services extract. So that they can give better
result from those employees.
Evolution of HR Analytics are common language and standards that is Overall,
working group participants felt the field of HR analytics needs to move in
a number of directions to become even
more beneficial for organizations. First, analytics should be used more often
for forecasting and generating predictive models. Participants also strongly
endorsed the need to enhance data-driven decisions throughout the organization not
just keeping it at the highest levels, but driving it down to front-line
generalists as well. This will require more training of front-line HR staff,
and shifts in attitudes and Beliefs toward data-driven decisions, especially
regarding the ability to make good decisions even with incomplete data. HR
analytics will become more robust as organizations enable better access to
data, it’s more accurate, and top leaders set the example by using it regularly
to make important, and visible, decisions. Including HR analytics and HR data
in annual reports and most participants believe this will happen soon would
also effectively spread the HR analytics.
- Farzana Taddimari
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