Companies are no longer “stuck in neutral” in their deployment of people analytics. As analytics moves into the corporate mainstream, organisations that are still in the early stages of adopting technology and building teams with data skills risk being left behind.
In the not-too-distant future, it will become impossible to make any HR decisions without analytics. Indeed, analytics capabilities will be a fundamental requirement for the effective HR business partner.
Deloittes: Global Human Capital Trends 2016
HR is at a crossroads. The function needs to change and evolve for a number of reasons:
- Senior managers are much more concerned about talent management and leadership development than ever before
- Employee engagement and retention are CEO priorities
- Traditional HR processes, such as approaches to recruitment and selection and performance management, are going through radical overhauls meaning that HR has to be more innovative to be seen to be adding value.