Making HR’s Big Data Not So Big

Sunday, March 24, 2013 5:08PM

The term ‘Big Data’ has taken the business world by storm. With so many integrated systems and the presence of cloud-based technologies, we are able to generate, access and view data that was not possible before.

To comprehend the amount of stored information in the world, consider this IDC paper sponsored by EMC Corporation. In 2015, the amount of data stored around the world is expected to be 7.9 Zettabytes. That’s equivalent to 18 million Libraries of Congress!

So, what is HR doing with all this data? According to Bersin, the majority of HR organizations are not prepared for workforce analytics and measurement. Over 60% of HR organization self-identified themselves as “poor” or “behind” in workforce analytics. And, only 6% identified themselves as excellent.

We’re here to tell you that BIG data should not be a big problem.

It’s Not About the Amount of Data. It’s About the Right Data

HR collects data and metrics all the time. Whether it is performance reviews, diversity metrics, salaries, or whatever, we collect and store data in spreadsheets, databases and systems all of the time. Data should not be new to HR organizations.

The art and science of workforce analytics is identifying the HR metrics that tie to your specific HR initiatives and how these metrics are affecting the strategic goals of the organization. Maybe that is easier said than done, but it is comforting to know that not all data is relevant. And, even more comforting may be our “Ultimate Guide to HR Metrics.” We tied HR metrics to their specific workforce initiatives to get you started. You have NO MORE EXCUSES. 

Clean Data is 80% of the Battle

It sounds simple, but bad data leads to bad analysis. It is critical that processes be set in place to ensure data quality throughout the HR organization. This requires automation to limit human error and clearly defined business rules that is shared throughout the organization.

We understand that better processes do not clean the years and years of bad legacy data. That data must also be cleansed to provide a foundation for workforce analytics. We offer data integrity tools that help with this process.

You Have the Talent and Skills Necessary

With the foundation of clean data and the right data, you have the tools necessary to begin workforce analytics initiatives. Workforce analytics is not a job for professional statisticians. HR managers and executives understand their workforce better than most and are fully capable of using data to make better decisions. As we said before, it is about looking at the right data and clean data. What will make the job much easier is a tool that can help you collect and visualize this data to make these decisions more quickly and confidently. Fortunately, we have an award winning workforce analytics software solution for you to consider. 

For additional resources on HR Metrics and tying workforce initiatives to your bottom line, download our workbook Key HR Metrics and the Impact to Your Bottom Line