Why does HR have a data phobic reputation?
Our aim is to help you get people analytics into your business strategy.
In my experience HR departments are always data-rich, but many seem to be analysis poor. Many commentators have written on this topic, as illustrated by this Forbes article. HR seems to struggle to find a way to usefully manage the data inflow so that it can positively impact decision-making and activities. Being an expert on both internal factual people data and influential external human capital market data is, in my opinion, the only way to drive effective HR strategies.
A Fast Company article on the future of works states that:
People analytics offers enormous potential to organizations to drive business strategy, improve performance, and personalize and enhance the employee experience.
Changing the business strategy dynamic
It seems to me that HR is often ‘late to the party’ when it comes to company business strategies. Instead of being able to discuss and influence the human capital element of business strategy, HR becomes an ‘order taker’ for the business human capital demand. This sometimes means that HR professionals are faced with ambitious people demands from senior business leaders who have a poor understanding of the internal and external human capital market, and thus provide less than adequate personnel budgets for the strategy they wish to deliver.
To be fair, some of this is of our own making. If we had well-calculated and quantified strategic data that clearly illustrated the people investment cost of business strategy, we would be better equipped to challenge, influence and help define that approach. Good HR analytics help drive good business. A great short read on the how people analytics can help progress better HR management & business as a whole is this piece produced by AIHR.
Quality outputs come from carefully calibrated inputs
In addition, in HR we also sometimes go shopping for technical solutions when we have not fully calibrated the problems we are trying to solve. By this I mean we are suckers for the latest tools and techniques via, for example, AI, machine learning and other technology, when we sometimes do not fully understand the impact of what we do. This is excellently illustrated by the unconscious bias we sometimes build into systems like AI driven recruitment. See our own article for more thoughts on the subject.
The HUMDEX solution
So, instead of just being exasperated by these issues we thought we would try and help HR professionals by creating an algorithmically driven support tool that works with the businesses own people data to maximize its strategic business value. We couple this with a tailored external Human Capital market analysis, so that HR can produce well quantified internal and externally calibrated human capital evaluation that is a cornerstone of a strategic workforce planning. It demands senior management attention and input, plus both graphically and visually illustrates the workforce impacts of the strategic business decisions.
Humdex is here to help you:
K-now your internal talent gaps
U-nderstand the external talent market
D-efine a quantifiable SWFP & HR strategy
O-ptimize time & resources
S-ave money with data driven analysis
KUDOS -from Greek: Praise or acclaim for exceptional achievement-
Our aim is to help HR professionals both maximize their personal impact and the impact of their people data. We have worked for two and a half years on this a solution and are proud to be a finalist in the UNLEASH World Start up Tournament wildcard Battlefield in Paris this month!
You can find out more about the Paris UNLEASH conference & our start up zone here.
If you are attending come see us at Stand S25, near the "Investors Lounge", we would love to talk to you.
We are very proud that this is an HR solution developed by HR professionals for HR professionals – we want HR to be seen as the innovative discipline it really can and must be. We would love to work with our professional colleagues as innovators in business.
Want to find out more? Book a demo with us.
Author -Caroline Brent
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