by Aly Raza Syed|Assitant Professor - Department of Management | Dr Hasan Murad School of Management
As Information Systems embedded with Big Data Analytics are becoming ubiquitous, HR has started to capitalize on this latest trend by amalgamating the tools and platforms used into the overall HRM function. Key trends emerging in HR Analytics can be leveraged by an organization for maximum impact by using robust HR Information Systems and crafting People and Talent strategies based on information gleaned from the data insights resulting in better management of talent under their purview.
Starting with the optimizing and streamlining of the hiring processes, HR managers are now able to leverage talent acquisition software, which allows HR to collect, store and evaluate the CVs of what can be thousands of applications received. Big Data also helps HR managers understand and identify opportunities for growth and then incorporate workforce analytics that can help respond and predict times when growth will be beneficial to the organization. Information Systems enable HR teams to be more informed and in turn more strategic. Dashboards comprising real-time data that has been collected and analyzed will support HR with being able to understand the story of the organization, what’s happening, and crucially what trends are being predicted based on historical data. By profiling teams and individuals, HR with the help of Big Data can locate patterns and trends across teams and departments and thus highlight issues that may be about to arise and respond in real time to attrition issues as they unfold. The biggest benefit that HR Analytics can provide to organizations is to Identify employee skills gaps. By using predictive models and AI, it’s possible for HR to identify development opportunities, maximize skill crossover opportunities in project deployments, ensure employees are working in the right roles and identify career planning opportunities. HR analytics can also create KPIs and appraisal systems by developing HR Scorecards that can not only assess performance but can also provide an unbiased Compensation and Benefits system. The same HRIS can identify areas of Skill gaps, undergo TNA (Training Need Analysis) and not only recommend but also develop self-paced virtual training master classes. By using HRIS and HR Analytics, the HRM function can truly maximize the outcomes of big data by linking employee data metrics that are aligned with the wider organization.
Keeping in mind the unprecedented need and benefits of HR Analytics, the Department of Management at the Hasan Murad School of Management, (UMT) is in launching a practice-based MS degree program in Human Resource Information Systems (MS HRIS), which will encompass People & Talent strategies based on HR Management software’s and platforms, Benefit portals, ERP’s, People Analytics, AI, HR Analytics, and HR Dashboards etc, that will help upcoming human resources professionals to make more data-driven HR decisions with the aid of HR technology and information systems that will yield transformative results in the HR function of an organization.