Nowadays, the fanciest topic in Human Resources field is People Analytics. The word “People” comes from the area of Human Resources and the word “Analytics” from Statistics, specifically Predictive Analysis.
The evolution of decision-making in HR is now on the verge of shifting from reactive to a proactive position. The main reason behind it would be the changing dynamics in the working environment and the good, old “talent war”. The traditional HR decision-making process excluded the data analysis until the last decade. It was fascinating; Human Resources was also becoming a true co-pilot where the decisions were backed with fancy graphs and some numbers. But what was the source of data? Past.
We are now in an era where we start trying to become well-recognized fortunetellers. The success lies within the capability of reading the future based on historical and current events while assessing and implementing current factors that could affect the situation.
So, the summer days of “Analytical HR” is over. It’s becoming obsolete. HR needs to be geekier, more technology-driven, more complex than ever.
We need more “people engineers”, statistician or mathematicians in HR department rather than some social guys/ladies that are competent in arranging events or shoot out some fancy corporate announcements to become more successful. No puns intended!
I just wanted to remind you that the world’s changing.
So should the beloved department of Human Resources.
P.S.: I will go into detail in another post what would it mean especially in our area, Total Rewards.