Data has never been more powerful and useful. This is true for healthcare data, business data, and even data collected by the Human Resources department. 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 Human Resources, we think data has less value than other business data. Maybe it isn’t directly related to supply and demand and is therefore hard to analyze and reconcile in our minds. The truth is, 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-based 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..
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.