Getting HR Data Right Is Key to Leveraging Latest HR Technologies

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Getting HR Data Right Is Key to Leveraging Latest HR Technologies


Reblogged from Workforce

Written by: Julia Mench

Human resources executives have never seen more diverse, innovative technologies that support all aspects of an HR department.

The cloud is helping app developers push the innovative envelope and rapidly bring new HR solutions to market. But the biggest challenge isn’t which technology to adopt; it’s the quality and relevancy of the data that powers these solutions.

Organizations can put the coolest, easy-to-use, agile HR app in place, but if bad, irrelevant or out-of-date data supplies that technology, then they fail on both fronts. Ultimately this translates into little to no return on investment on the new technology, and the HR executive receives inconsistent, inaccurate results to drive their corporate strategy.

While other industries have long relied on the knowledge and skills of data scientists, the world of HR has only recently begun leveraging their talents.

Whether HR executives decide to stay the course with an older HR management system or rip and replace entirely, they have a rare chance to get their data right and provide long-term strategic worth for their department and the overall business.

How do they accomplish this? Through the establishment of accurate data sets and proper governance processes, senior HR professionals can ensure data accuracy as the paramount outcome for informed decision-making.

Establish One Source of ‘Truth’

Whether HR systems have been in place for more than a decade, ever-changing because of an acquisition or because a company is introducing the newest app into its technology mix, different systems inevitably need to share and synchronize data with each other. One system may deal with recruiting while another holds enterprise resource planning information; these systems may be housed in differing geographic locations so information is updated at different times.

HR executives must establish one global source of HR “truth” to get an accurate and complete picture of the organization’s human assets. As data latency issues often occur with multiple systems, it is best to set up a universal information layer that captures the data at the same point in time on a regular basis — ideally on a nightly basis. This practice optimizes recruiting and workforce decisions by ensuring that executives have access to consolidated, current HR data every day.

While other industries have long relied on the knowledge and skills of data scientists, the world of HR has only recently begun leveraging their talents. Not only do they have access to hundreds of the latest analytics tools, but they understand the HR marketplace and can return meaningful reporting data on the most pivotal issues driving HR success.

Data scientists can quickly produce sophisticated reports ranging from head count analysis to sales performance statistics and companywide benefits comparisons. They can also support recruiting efforts by… Read More

About Author

Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.