Data has never been more powerful, useful, and revelatory as an asset. This is true regardless of the subject matter and includes all types and sources of data, including healthcare data, transaction data, and even human resources data. Human Resource Executive brought this interesting information to our attention in their article, “Your HR data is extremely valuable—how to do more with it.”
Too often in organizations, business leaders think human resources data has less value than other business data. While human resources data isn’t directly related to supply and demand and is therefore hard to analyze and reconcile in our minds, the truth is that data isn’t good or bad. It is simply data.
Traditionally, human resources is strictly human-centric and policy-oriented within a company, and it’s been hard for professionals to use metrics to measure success as easily as in the sales department. People analytics, also known as talent analytics, allows human resources managers to make informed data driven decisions about their talent management processes. It can include data about performance and productivity as well as other aspects, such as work-life balance and well-being. Organizations use technologies and tools like these to form strategies and make better talent decisions, including monitoring employee satisfaction, rating systems, enrollment stats, etc..
Regardless of the business, data needs to be findable, and that happens with a strong, standards-based taxonomy. Data Harmony is our patented, award winning, artificial intelligence (AI) suite that leverages explainable AI for efficient, innovative, and precise semantic discovery of your new and emerging concepts. We help you find the information you need when you need it.
Melody K. Smith
Sponsored by Access Innovations, changing search to found.