HR data has been in the news a lot lately. In particular, the topic of big data in HR is being debated in HR publications, on HR blogs, at HR conferences, etc. Take a look at these headlines from just the past month.
- LinkedIn Connects Big Data, Human Resources—The Washington Post
- HR Leaders Need to Engage with Big Data Before It Engages Them—HR Magazine UK
- Big Data: HR’s Chance to Matter—Talent Management
- Big Data: Questions Still Matter Most—HR Examiner
- HR As Big Data Marketers—The HR Capitalist
- Big Data: Recruiting Future or HR Fad?—Chicago Tribune
- “A Fool with a Tool is Still a Fool” – 5 Guidelines to Make Big Data Work—TLNT
- We Love Big Data—People Management
At APQC, we know that data matters for HR. One of the findings of our from our 2013 best practices study, Strategic HR Partnerships, is that HR data and analytics play a large role in strategic HR partnership. Specifically, the study found that strategic HR partners use HR data and analytics to proactively consult with the business. Ultimately, data and analytics are empowering the HR functions that we studied to move beyond aligning HR plans with business unit plans toward becoming more equal participants in the crafting of business unit plans, organizational strategy, and HR plans. Read more: Strategic HR Partners Use Data and Analytics to Proactively Consult with the Business.
Help us help you to move beyond the debate and uncover research-based insights regarding the role that data can play in the practice of HR. Help APQC shape its upcoming research project on HR data and analytics so that it delivers the information your organization needs to know in order to meet its HR and business goals. Respond to this blog post or drop me an email: [email protected] with your answers to the following questions.
1. What are your organization’s biggest challenges in working with HR data today?
2. What research and information would help your organization overcome these challenges?
Looking forward to your input!