What Are the Challenges in Implementing Analytics in HR?
Most organizations collect employees’ data in one form or the other and utilize it for planning and transforming their business structure. But managing human resources data of an organization is no easy task. The use of analytics in HR operations over the years has made the tasks much easier for HR professionals. Analytics also help […]READ MORE >>
Most organizations collect employees’ data in one form or the other and utilize it for planning and transforming their business structure. But managing human resources data of an organization is no easy task. The use of analytics in HR operations over the years has made the tasks much easier for HR professionals. Analytics also help companies gain strategic insights and develop the ability to model how workforce trends impact revenue and profits — quickly and accurately. The use of analytics in HR also proves to be beneficial for the employees as it increases employee engagement in an organization. However, there are several roadblocks that would limit companies from exploiting the full potential of HR analytics. Let’s look at what they are:
It is necessary to collect and organize data from various operations and departments within the organization for successfully implementing analytics in HR. Data has to be acquired, sanitized, unified and analyzed from multiple departments as well as from multiple business functions, including payroll and finance. Therefore, companies need experts who can not only analyze the data but also gather and organize the right data.
Lack of data analytics skills
Though companies are intensively promoting the implementation of analytics in HR functions, the hard truth is that the analytics skills of most HR professionals are limited. Most of them also require adequate training to become well versed with the art of converting data into meaningful insights. This often makes the successful implementation of analytics in HR a difficult and complex task in most companies.
Privacy and compliance
Analytics requires an adequate amount of data to be collected from various reliable sources to produce the desired results. While gathering data about an employee or a potential employee, especially from external sources, HR professionals must consider privacy. Gathering personal details of employees could sometimes land the company in trouble.
Insufficient IT resources
The implementation of analytics in HR is an IT-intensive process. Many companies, especially smaller companies do not have the infrastructure required to set up an analytics program. Furthermore, setting up the required infrastructure could prove to be an expensive and time-consuming affair for companies. This is one of the main reasons why several organizations refrain from implementing analytics in HR processes.
HR has a variety of tools for various services sourced from different vendors. However, in most cases, these tools work in isolation. This proves to be a major challenge for organizations. To positively make use of analytics in HR, companies will have to aggregate these silo systems which would prove to be a difficult task in itself.
Companies often face flak from HR professionals while relying on computers to undertake HR functions, especially in cases like hiring. They tend to feel that it takes out the “human” factor from “human resources”. There are also chances that the analytics systems might not always be accurate in predicting the right outcomes.
To know more about the trends in implementing analytics in HR