What Are Some Reasons That More Organizations Do Not Implement Hr Analytics

1) What are some reasons that more organizations do not implement HR analytics? How would you make the case for adopting HR analytics?

a. Some reasons why more orgs do not use HR analytics is the lack of a simple standard that informs how analytics help businesses better compete. In some companies there is a general sense that workforce analytics is simply measurement: head count, labor costs, turnover, and so on, which is not the case.

b. How I would make the case for adopting HR analytics, is by sitting down with top executives and explain to them that workforce analytics, in contrast, identifies sets of capabilities that managers can use to rapidly select and deploy capable workers at the right time, cost, and place to achieve critical business outcomes.

2) How can HR professionals develop the needed skills to analyze and interpret metrics? What resources could an HR professional consult to begin building expertise in this area?

c. HR professionals would have to start from the beginning. First, they have to understand the facts that are captured by the metrics; in other words, they have to understand the real-life operations of the business that the metrics pertain to. Then it's a matter of a very basic understanding of statistics, and of the "rules" (accounting or otherwise) that were used for deciding which data to capture and how to present it.

d. What resources HR can use in this area are to be truly effective in driving and supporting the institution's workforce, HR must constantly assess the organization's needs and challenges. The first step is to conduct a diagnostic of the institution's expectations and its HR needs followed by an honest assessment of how well the HR function meets those expectations. This analysis must be performed before any changes can be made. Structure, staffing, systems, and metrics should then be developed to support the direction established for HR.