HR predictive analytics help HR professionals get more strategic about people management. As the quality and quantity of data available to HR professionals increases, predictive analytics for human resources have become more and more popular to implement. Thanks to predictive workforce analytics, HR professionals can now drive top and bottom line business results for their organization. It can be difficult, though, to get started in HR predictive analytics, especially if your organization is new to predictive analytics software. If you’re looking to implement predictive analytics tools in your organization, it’s essential to keep your top priorities in mind while you’re selecting your predictive analytics software.
HR predictive analytics is an excellent addition to any organization
If you’re looking to get started in predictive analytics for human resources at your organization, keep these priorities in mind.
Top Priorities for HR Predictive Analytics
1. Data Management
Data management is the practice of gathering data and ensuring its uniformity, consistency, and completeness. A data governance program will help HR professionals understand who is responsible for various elements of data including its accuracy, accessibility, consistency, and completeness. Predictive workforce analytics make data more accurate and complete offing HR professionals more insights through reports and dashboards. Once your organization has implemented HR predictive analytics, make sure you set goals and KPIs to help your HR department facilitate data.
2. Reporting
Once you’ve gotten data management basics in order, it’s now time to show how predictive analytics relate to the business. It’s important to implement predictive analytics software that offers an effective dashboard to make reporting and analyzing results much easier. Implementing predictive analytics software that offers a more advanced dashboarding solution will allow your organization to better forecast key HR processes. Look for predictive analytics tools like Microsoft, Tableau, and Qlik to implement in your HR department for better results.
3. Privacy
Before you begin your HR predictive analytics journey, it’s important to keep privacy in mind. Try partnering with your privacy department or privacy officer to gain a better understanding of important privacy targets you need in any predictive analytics software you implement. Also, after you’ve implemented your predictive analytics tool, get together with your privacy officer again and show them all the data you want to analyze. With the help of your privacy officer, you can make sure that your new predictive analytics tool is properly protecting your data and your business.
Once you’ve decided to implement predictive analytics software in your organization, it’s essential to properly educate your HR department about how to use the software. Simply introducing the new software and a few workshops about how to properly use it are not enough. It’s essential to have continual learning about any predictive analytics software you implement to ensure that your HR department thoroughly understands how to use it and benefit the business.
HR predictive analytics is an excellent addition to any organization. They provide insight for both employees and employers but it’s essential to start with a long-term predictive analytics plan. Predictive workforce analytics is a must for any organization looking to help their HR department be more strategic about people management.
