How Data And Analytics Are Reshaping HR Role

Data analytics can be used to manage risk,look at employee safety, manage costs and reduce bias.It can change the traditional way that we look at human resources to bring about a lasting transformation

- Prof.(Dr.) Kartikeya P. Bolar

Technology is becoming important to Human resources (HR) in contemporary times. Consequently, HR no longer pertains to only operational roles but also to strategic roles. Data and analytics are enablers for this transition.

For many organizations, reporting and dashboarding are some of the basic tenets of using data and analytics. This involves the aggregation of data, data quality maintenance, and the analysis of data. Mature organizations have automated these basic activities. Thus, the focus can be on analyses that add more value than basic reporting such as predictive analytics.

Human resources versus human capital

During the early years, HR departments were responsible for processing payroll and other documents for the employees. The role such as this was mainly administrative or operational. However,nowHR professionals prefer the term “human capital” to human resources. The term human capital recognizes the value that employees bring to an organization. This focusses on the strengths and talents of employees and allowing these strengths and talents to influence and define the business.The strengths and talents of employees canbe captured through data of different events.For example, the importance of the employee can be ascertained through Social Network Analysis of the corporate social network. This further helps to formulate an appropriate change management strategy of identifying the right person to be convinced about the strategic goals of the organization.

Managing risk and employee safety