From employee engagement to the Affordable Care Act, there were a number of trending HR topics on the Ceridian HCM Blog this year. For the rest of December, we will be revisiting each of the Top 10 Most Popular Blog Posts of 2014. Enjoy!
It’s come to light in recent years that there’s a significant gap in corporate human resources – there are some companies that have wholeheartedly embraced the power of modern technology, and some that as yet, have failed to do so.
Big data can have a profound effect on the way companies approach HR. You could even argue that for larger employers with a great many workers under their roofs, a certain level of reliance on “big data” is absolutely essential. If you have hundreds or even thousands of employees under you, the volume will simply be too much to handle. No one individual has a clear picture of an entire workforce that large – data is necessary for painting the full picture.
It should come as no surprise that human resources, not unlike marketing and sales and customer service and countless other divisions within the modern business environment, is an area that’s become eager in recent years to take better advantage of business intelligence resources. BI is everywhere in the corporate environment today – companies have begun to ramp up their efforts to collect more data about the workforce, analyze it on a higher level and make tangible improvements to the way they manage talent.
While the topic of “big data” is one that’s generated a great deal of excitement across the business world in recent years, many in human resources are still looking to find specific ways they can turn the data revolution into meaningful results that will help the workforce. The topic of business intelligence is on everyone’s minds, but the next step is putting it into practice and getting tangible benefits from it.
There’s evidence now emerging to show that progress has been made. While there are still plenty of companies lagging behind on that learning curve, there’s been a tremendous groundswell of support for analytics, and talent management leaders are beginning to show an appreciation for the complete process. They’re passionate about gathering data, thinking critically about it and making significant changes to the way they lead the workforce forward.
The rapid evolution of technology is having a transformative effect on the way companies go about managing HR. Business intelligence has gone from merely a nice luxury to practically a necessity, as companies of all sizes are looking for better high-tech portals for managing their employees and analyzing data about their performance.
Numerous technologies are changing the way HR works. Companies today are getting deeper into talent management apps, HR portals, software as a service solutions and mobile applications. All of the above have the potential to make a major difference for any company.
They also all cost money. These days, businesses must be prepared to spend if they want to have state-of-the-art HR technologies to bolster their operations.
Recruiting and hiring are highly competitive fields, and those parties on both sides of the transaction have a vested interest in getting ahead. Companies are eager to beat out their competitors by hiring the best possible people, and meanwhile, job hopefuls are looking to do everything they can to find the ideal positions. They want more money, better benefits and so on.
Both sides are facing a challenge, but fortunately, they can both find solutions in the same way – they can rely more heavily on business intelligence to help them make key decisions.
With business intelligence clearly on the rise and “big data” now widespread and available to countless companies, HR offices are hard at work looking for ways to better use analytics and make sharper decisions about the workforce. There’s a chance, though, that they’re throwing themselves off the trail by overly emphasizing “big data” at the expense of other key strategies.
The problem with “big” data is that it looks at the entire world on a macro scale. So if you’re a strategist for a retail company, you can use it to analyze consumers’ spending habits globally. If you’re an HR recruiter going after college talent, you can break down every school on the planet and what kind of graduates it turns out.