Dive Brief:
- Today, employee-related data is everywhere, but that doesn't mean HR leaders have figured out what to do with it, according to an article at Forbes.
- Bernard Marr, an author, keynote speaker and data expert, writes that based on his work with global employers, some of the critical analytics available to HR and business line managers can slip through the cracks.
- Marr, whose latest book is Key Business Analytics: The 60+ Business Analysis Tools Every Manager Needs To Know, singles out eight HR analytics every manager should understand, including: capability, competency acquisition, capacity, employee churn, corporate culture, recruitment channel, leadership and employee performance.
Dive Insight
Some of Marr's eight analytics areas are self-explanatory. Others, like capability analytics, are more complex. He explains that an employer's success depends on workforce expertise and skill levels. With capability analytics, data can be used to identify the capabilities or core competencies an employer wants and needs for success. By understanding this data, an employer can close any skills gap that exists.
He adds that capabilities go beyond qualifications and skills, and may include so-called softer skills, such as the ability to develop and maintain relationships, for example.
Another analytics point is about capacity, which tries to understand how "operationally efficient" a business might be. For example, are workers spending too much time on administration and not enough on generating profits. Here, Marr recommends establishing a system to track capacity without creating added administrative burdens or alienating employees with a "big-brother" approach.
