HR professionals need to be well-versed with the resource data that will help them and their organization to gain tremendous insights into the available data.
FREMONT, CA: HR leaders are shifting their focus from a risk-averse approach to a growth mindset with the move toward digitalization. Innovation is transforming the recruitment processes in more than one way. Many of the teams are also moving toward the latest human capital management (HCM) software on the cloud or a smart applicant tracking system (ATS) coupled with artificial intelligence (AI). But amidst the plethora of technologies and methods to choose from, it’s easy to lose track of the real objectives or requirements.
Digital HR transformation is a great stepping stone, but data literacy and fluency of practitioners are also crucial to the future of HR practices. Organizations are increasingly becoming aware of the effectiveness of these technologies when they complement humans.
Decision-support tools and perspective analytics, powered by AI contribute immensely when they wade through massive data volumes but converting data into values is one aspect of the process while translating values into recommendations is another. Further, it requires the voice of people leaders who can explain the story to the business leaders and recommend the necessary course of action with respect to the talent.
Improving HR Data Literacy Skills
Only 9 percent of practitioners consider their HR data literacy skills to be good or beyond based on the poll conducted at IMPACT 2018, at Bersin’s HR conference. Thus it is essential for the HR professionals to get well-versed with the resource data that will help them and the organization to streamline as well gain tremendous insights into the available data. Though the HR professionals will not have the same exposure in regression analysis or data wrangling that a classically trained data scientist but having enough data understanding to question, manage, and audit the influx of data is essential.
HR pros require an elementary knowledge of Mathematics, logic, and visualization to map the reality using hard data. Advanced HR tools may formulate spreadsheets and graphs instantly, but HR leaders must not bank upon them. Understanding technologies like big data and data mining and their incorporation into the current system will also occupy a crucial role in the future of HR processes.