The Evolving Role of HR Professionals in the Data-Driven Era

People analytics is the practice of using data and analytical methods to measure and improve the performance and impact of HR activities, such as recruiting, retention, engagement, learning, development, diversity, and well-being. Data analysis is the process of collecting, cleaning, exploring, and interpreting data to answer specific questions or solve problems.

It is expedient to note that both HR analytics and data analysis are important skills for HR professionals in the digital age. However, they are not interchangeable or isolated. They need to be blended together to create a holistic and comprehensive approach to talent intelligence.Why do we need to blend HR analytics and data analysis?

• To align HR goals with business goals. By blending HR analytics and data analysis, we can better understand the needs and expectations of our stakeholders, such as senior management, employees, customers, and regulators. We can also align our HR objectives with the strategic vision and mission of our organization, and demonstrate how our HR initiatives contribute to the bottom line.

• To enhance HR effectiveness and efficiency. By blending HR analytics and data analysis, we can optimize our HR processes and practices, such as talent acquisition, talent management, talent development, and talent retention. We can also identify and eliminate any gaps, errors, or inefficiencies in our HR systems and operations.

• To improve HR decision-making and problem-solving. By blending HR analytics and data analysis, we can generate more accurate, reliable, relevant, and timely information and insights for our HR decisions and actions. We can also use data and analytics to test hypotheses, evaluate alternatives, monitor outcomes, and learn from feedback.

• To foster a culture of innovation and learning. By blending HR analytics and data analysis, we can encourage a mindset of curiosity, experimentation, and continuous improvement among our HR team and our employees.

We can also leverage data and analytics to create new opportunities for learning and development, such as online courses, webinars, podcasts, or case studies.

How can we blend HR analytics and data analysis?

• By developing a clear framework and roadmap for our HR analytics journey. We need to define our vision, goals, scope, methodology, timeline, roles, responsibilities, resources, tools, metrics, and deliverables for our HR analytics projects. We also need to communicate our plan and progress to our stakeholders and solicit their feedback and support.

• By building a strong foundation of data quality and governance. We need to ensure that our data sources are reliable, valid, consistent, complete, accurate, and secure. We also need to establish clear policies and procedures for data collection, storage, access, sharing, protection, and disposal.

• By applying appropriate analytical techniques and tools for our HR questions and challenges. We need to select the best methods and tools for our data analysis based on the type, size, format, complexity, and purpose of our data. We also need to use the right tools for our HR analytics based on the level of maturity of our organization's analytical capabilities.

• By presenting and communicating our findings and recommendations effectively. We need to tailor our reports and presentations to suit the needs and preferences of our audience. We also need to use visual aids such as charts,graphs,tables,or dashboardsto make our data and insights more appealing and understandable, which means, as People Analyst one must endeavour to have how visualization tools like Power BI, Tableau, Google studio etc work.