Without a doubt, we’re living in a world overwhelmed by data, where advanced possibilities for its measurement provided by diverse IT systems enable examination of almost every area of doing business. It leads to the recognition of opportunities to optimize currently occurring processes and take appropriate steps. This is no different from the activities carried out daily in the Human Resources department – and the supervision of research related to human resources in the organization is carried out by the director of HR analytics. Why is it worth introducing such a position in the company?
Director of HR analytics – table of contents:
- The role of HR analytics in the organization
- Director of HR analytics in the organization – responsibilities
- Key traits of a good Director of HR analytics
- Director of data analytics – summary
The role of HR analytics in the organization
The director of human resources analytics manages a team of analysts who, on a day-to-day basis, collect data related to employees that can influence HR policy decisions in the organization. The data collected by HR analysts may come both from the employees (obtained internally, e.g., through surveys) and from the market (obtained externally, e.g., from publicly available reports prepared by other entities or surveys conducted independently or commissioned by the company). In the first of these situations, the analytical activities carried out are geared towards examining the performance of individual team members and their job satisfaction.
The other situations may concern, among other things, the labor market situation in a particular industry, the expectations of potential candidates, actions taken by competitors or the external image of the company as an employer.
Coming to conclusions based on the data at hand provides the basis for making changes to current HR policies or even creating them from scratch, in which the director of HR analytics plays one of the leading roles.
Director of HR analytics in the organization – responsibilities
The role of the director of HR analytics in an organization is to ensure that the right conditions are in place for obtaining both internal and external data. As a next step, the person in this position takes part in the process of analyzing them and drawing conclusions of strategic importance to the company. Thus, the task is to indicate directions for HR policies that will allow the organization to better achieve its business goals and ensure competitiveness in the labor market while ensuring the best possible experience for current employees.
The daily duties of the HR analytics director involve not only the team but also the management and key stakeholders who care about having an impact on the company’s employment. It is in front of them that conclusions are prepared in the form of a report or presentation, as well as guidelines on how to proceed in the area of HR policy to convince them to take the appropriate steps. When changes happen, it is also the responsibility of the director of HR analytics to implement them properly.
Key traits of a good Director of HR analytics
Since the role of the head of HR analytics covers a range of interdisciplinary fields (covering different areas – both more technical analytics and softer human resource management), their skill set should also be diverse. Undoubtedly, they need to demonstrate extensive hard knowledge of statistics and data analysis (knowledge of indicators, methods, analytical models, etc.) as well as an advanced command of Excel. Additionally, the directors should also stay well-versed in the labor market challenges, trends among candidates and employees as well as best methods of human resource management. Only by putting together knowledge and skills from these two important areas one can conclude and develop a strategy, the implementation of which will ensure the business results expected by the company.
Moreover, the director of HR analytics should also have extensive business experience to find the golden mean between the needs of employees (developed interpersonal skills will also be useful) and the company’s drive for success.
Director of data analytics – summary
Companies today are looking for various ways to attract and retain the best candidates for jobs, build their competitive advantage in the market and stand out for their good internal and external reputations. To achieve such goals, it is undoubtedly necessary to constantly analyze data and carry out appropriate actions to optimize the ongoing human resources processes. Only with the gathered data – both from employees and from the market – will it be possible to make the right decisions and introduce changes in personnel policy that will bring the expected results. For this reason, the role played (along with the whole department) by the director of HR analytics in the organization cannot be underestimated.