4 Steps to becoming a Data-driven HR and People Manager

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4 Steps to becoming a Data-driven HR and People Manager

A recent study by Gartner found that over 70% of human resource professionals are ready for digital transformation. Unlike earlier, human resource managers do not make management decisions based on intuition but rather based on data more than instincts. Understanding the evolving HR space, if you are a futuristic human resource manager, here are some exciting HR skills of the future that not only make you technically sound but influence change and drive credible business growth. As data scientists and business consultants are top-end roles in the current job market, here are 4 new capabilities HR can build into their ecosystem as part of the upskilling process.

XLRI-HR ,HRM, People Analytics, hrm transformation, hr analytics

Sound Human Analytics 


A bottom-line role of
human resource teams is to accurately interpret people’s data and make informed decisions based on action-based insights. Statistical and quantitative analyses of data can be a firm ground to analyze the people’s culture and expectations and can further help control high attrition rates in companies. Hence building statistical models and data analytical skills among HR members leads to laying a robust foundation for a successful HR team inside an organization.

 

Strategic Communication


Without much crunching on numbers and analytics,
human resource management needs to understand the business thoroughly. Understanding business requires a strategic communication ability and business relationship. As stakeholders form the core of any business, human resource professionals need to translate business problems into hypotheses so that the analytics do not suffer. HR recruiters need to precisely prioritize burning business challenges based on triviality, big bets, quick wins, and pet projects. 

 

Data Storytelling 


Once business challenges are prioritized, data-driven insights need to be communicated through a journey. Unless the stakeholders are not taken through a story journey, they may not conceive the big picture of the new project, service, or product launch of the organization, and instead, end up the partnership. Since partnership and collaboration are key to any successful business in a data-driven world, bold
HR strategies of interactive podcasts, videos, creative images, graphs, and presentations need to be deployed by digital HRs to competitively deliver business challenges and insights to the audience to make them understand the important business need of the hour. The storytelling analytics also helps stakeholders to generate valuable insights and recommendations.

XLRI-HR ,HRM, People Analytics, hrm transformation, hr analytics

Value Creation


Human Resource needs to identify three key areas besides people analytics that leads to value creation more than normal
people analytics alone. Building innovative operating models that elicit insights from stakeholders through a well-defined digital Q&A system. Secondly, it is based on how you prioritize stakeholders’ interests and challenges on the projects. Finally, resource managers should enable people with analytical tools to bring in more diverse work culture, enhance crisis management and strategic workforce planning.

In order to stay relevant, human resource teams need to ideally embrace these futuristic traits from being low-tech to high-scale technologies as part of the HR functioning to fuel business growth and drive competency value.

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