As employee attrition continue to
be expensive for organizations; businesses demanded increasing flexibility as
interest in what can be done with Human Resource (HR) data and intensifying
opportune in its preparation/planning are gaining pace, that, directs
towards operational HR analytics.
As evident from above figure,
reports (basic) are entirely backward looking aspect with less return on investment
(ROI). Current phase is result of availability of increase in data across the
organization and all-encompassing information technology progress that helps to
predict what went wrong and integrate them with future outcomes. Majority of
businesses today though uses predictive analytics for their
organizations, return on investment had been slowed down and not effective as
these analytics are not yet in the stage of adaptive application i.e. real time
to the organizational operations/needs.
In current state of human capital
management where dynamic workforce requirements, acute competition for talent,
rapid technological advances not providing enough time to ingest for adoption
and national/natural upheavals in one part affecting overall business in the
other parts requires operational analytics that can foresee rising business
needs of an organization. My experience with the help of open-source
statistical computing environment viz. R, towards developing such environments
had been yielding higher return on investment for businesses.
Author has worked extensively in the HR analytics and can be reached at mavuluri.pradeep@gmail for more details.
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