Does this sound familiar?
“We have lots of data but we’re challenged for time and resources to wade through it. We’re in need of a solution to resolve the fact that we have spreadsheet upon spreadsheet but little means of drawing insight from them or connecting the data in meaningful ways.”
Or how about this?
“Having data is not our problem, we have always had lots of data. The issue lies in being able to draw insights from the data. We face barriers of time and resources as well as issues related to the spread of data across multiple systems that aren’t connected.”
If either (or both) of these sound familiar, don’t worry, you’re in good company. Both of these quotes come from interviews with VPs of Human Resources. Truth be told, we could fill an entire book with comments and quotes from HR Leaders expressing the exact same sentiment.
In fact, it’s such a ubiquitous issue, we call it the universal problem. It happens when, despite an abundance of HR data there are challenges bringing it together, making connections across systems, and making sense of it all to drive better business outcomes in HR.
If we unpack the universal problem further we quickly see why it’s one that needs solving – and fast!
Multiple and disconnected data sources place limits on the effectiveness and influence of HR in 3 major ways:
So if these are some of the problems…how do we start to tackle them? With workforce analytics you can make a solid start at resolving these 3 limitations:
Now workforce analytics isn’t a silver bullet but the application of analytics to the people data can certainly go a long way to alleviating some of the current limitations in HR. Who wouldn’t like more time for their team, a more strategic outlook on the business, and a confident, credible voice to the executive? Schedule a demo to learn more.
