Let’s face it…times are tough, really tough. HR is increasingly tasked with doing more with less. Easier said than done, right?
For example, particularly in the context of RIFs talent management has a seat at the executive table. HR executives are tasked with the classics – Who? What? When? Where? And, How? Unfortunately, given the new, new, new economy we all know Why. The good news is insights into these questions can be gleaned through leveraging your current data resting in your current HR systems.
Other issues can also be addressed vis-à-vis HR data mining. Again, in today’s new, new, new economy HR is tasked with reducing costs. Quite frankly, the old (and easy) way is to simply reduce the number of vendors. The new way, is to interrogate the data across the enterprise. Rather than just look at recruiting statistics in talent management systems, the new best practice is to examine the data in the aggregate. For example, in addition to native metrics housed in an applicant tracking system, this data could be integrated with other relevant data that tells the whole picture in the aggregate. Integrating data such as productivity data, time & attendance data, performance review data and payroll data with applicant tracking data simply provides a sharper focus, much like an MRI compared with an X-Ray. Both are effective, but the MRI is more advanced, provides a better diagnosis and a better treatment plan.
So, whether you’re tasked with an upcoming RIF, concerned about Knowledge drain, Seeking to conduct an HR audit, or developing the right Workforce analysis call us today at 201.891.8010 for a free data mining-enabled Visioning discussion.
