Is HR Ready for a Strong Commitment?

Is HR Ready for a Strong Commitment?

Got me thinking….about the impact and need for Big Data within my industry- HR and HR’s utilization of Technology.  I was wondering if HR was ready for a strong commitment to usbig data analytics NOWe , and how they would apply it to the things that HR must deliver to add value to an organizations strategy and thus contribute to the overall success of the enterprise.

It seems to me that the obvious and most needed use of data analytics in HR is related to the overall realm of Talent Management. What exactly is TM? To start with literally 100s of HRT vendors are now offering TM Software Solutions, as well as the consulting houses (boutique and Global), and various flavors of Project management and Implementers. They  are all positioning themselves as purveyors of Talent Management solutions, some procedural, some program oriented, some others technological data capture and analysis oriented..  Their target audience is any organization, located anywhere, of any size who wants to instill the Talent Management or Workforce Management or Human Capital Management procedures, policies, applications (and yes, mindset) among its workforce..   For purposes of this discussion, TM is mostly an interchangeable term with Workforce Management, which in itself has a wide and flexible series of interchangeable and overlapping components. These components would include:

  • Applicant Processing/ Recruiting
  • Performance Management
  • Succession planning
  • Skill and Competency analysis/Gap Analysis
  • Workforce Scheduling/Time tracking
  • Education and Training administration and tracking
  • Learning Management

All this to what end? Why to fulfill the classical directive and adage – “to attract, and retain the right person in the right job at the right time”