13 April, 2015
Taking HR Analytics Beyond Technologists
Dave Ulrich’s widely adopted model separates the roles in HR into four specializations (see Fig 1). The trouble here is that analytics has a strong part in all these roles, while it has historically been the domain of the Administrative expert, particular among those who run HR Information Systems/Services (HRIS). The technology is not easy to use, to say the least. But a new generation of companies began to see the opportunity here. At HR Tech Europe 2015, London, a gathering of HR practitioners, experts and organizations, I sat down with several companies that are moving the needle on how organizations can use data and analytics to advance workforce planning, recruiting and talent development.