How to create a company-centric HR strategy
By Kate Smith, CNNMoney ReporterWith a growing number of startups, HR departments are turning to more data, data analytics, and data-driven business processes.
In a world of data, it makes sense to create the right culture for your employees and the right organization to manage your employees.
If you’ve ever wondered how a CEO can be successful in the world of the HR department, this article is for you.
Here are 10 ways to create an employee-centric approach to your HR.
This is a must-read for HR professionals.
Read MoreIn an interview with Business Insider, Daniel Vetter, CIO of a global outsourcing firm that specializes in IT outsourcing, said he’s seen the rise of more data-based workflows.
“I’ve been working in IT for the last few years, and I think I’ve seen an evolution in the way companies have used data to do work,” Vetter said.
“There’s a shift towards looking at data to make decisions about the organization, which I think is a very important part of any organization.”
The trend has a few obvious ramifications for companies.
Employees will be more likely to understand the data they’re looking at and will be better able to understand and utilize the tools they’re given.
If employees have access to data, they’ll have a better understanding of the business, which will make it easier to identify problems and make decisions, Vetter explained.
In the workplace, HR professionals will have to work harder to make sure that employees are getting value out of their data.
Data is a valuable asset that companies should be leveraging to their fullest, but HR professionals should also be willing to make the effort to understand what their customers want, and be willing and able to communicate it, he said.”HR should be a part of your company’s culture.
You have to understand how you’re going to get value out [of your data], and you have to use it well,” Vette added.”
The key is to get the data out to the people, and then use that data to solve problems,” he said, explaining that data is often used to create better customer experiences.”
Data is a tool, and you should use it,” Vettere said.
If HR departments don’t understand what is happening in the workplace in a data-centric way, it will lead to the same problems that plague other departments: the failure to share and understand the most important data, as well as the need to understand your data.
HR departments have to be able to use their data to get to the best solutions.
To make it happen, HR should look at a wide range of data.
“You have to look at data that’s going to impact the customer and to the company in a meaningful way,” said Scott Gannam, director of human resources for the consulting firm McKinsey & Co. “You have data that is going to affect how the company operates, how it performs, and how it grows.
That data is going be useful, and it should be shared with everyone.”
The most effective way to make data-informed decision-making, said Gannams, is to be as transparent about the data as possible.
“It is very important that you understand what the data is about and why you’re using it,” he explained.
“But you also have to explain what you’re trying to get from the data.”
Employees should understand that the most accurate data is generated by employees, not by HR departments, Gannamps said.
This means that HR departments should be the ones that can answer these questions.
“Employees are the ones who are really driving the data, and HR departments need to be the one that has to be accountable,” Gannampes said.
Employees have a responsibility to use data in the right way, he added.
“It’s important to understand why people are using the data,” he emphasized.
“When you have employees and a business, it’s not a question of how you measure it, but it’s a question about how you use it.”
As a general rule, you want to have your data and analytics data readily available to the employees and your customers.
“This is something that is pretty obvious to everybody,” Gampams said.
However, “you have to put in the time to get that done,” because you don’t want to be “just doing data-mining” on the job, he noted.
The best way to do this is to create data-powered workflows that allow the HR departments to take full advantage of their capabilities.
“If the HR team is looking at the data and making the decisions, they have to know how to use the data.
And the business has to understand when they should use that,” Gamps said, noting that HR can also be a place to learn and be challenged.”
That’s where the data comes in,” he added, noting how important it is to share data with the business and the employees