Applying data analysis to enhance HR management capabilities.

In the era of Big Data, many businesses are seeking HR data analytics managers to support their recruitment, retention, and employee training processes. We would like to ask you if you have data analytics skills.

In the future, the role of HR data analytics managers will become increasingly important, with the ability to support businesses through data in building and improving recruitment, utilization, training, and employee retention processes. However, we emphasize that before implementing HR data analytics management, HR needs to prepare every aspect from processes and forms to testing and training, ensuring no gaps exist.

Currently, in Vietnam, more and more companies are looking for HR data analytics managers to leverage employee data. They want to establish recruitment, utilization, training, and employee retention processes based on accurate information from data. Some companies have even collected peripheral community data to improve their employer brand image and develop community management strategies.

However, implementing data analytics in organizations can sometimes be challenging, especially when HR is not fully integrated into the company's annual strategic meetings, and managers fail to recognize the value of the management reports provided by HR. Therefore, when HR strengthens data analytics, setting goals and creating awareness of its important role are crucial. Learn more with Aniday!

The data management process

Before conducting personnel analysis, data management plays a crucial role. Data collection needs to adhere to consistent, accurate, coherent, and complete formats. This is a fundamental step to carry out effective personnel analysis, ensuring the availability of high-quality data.

Building a data management plan and establishing appropriate management policies are particularly important. Additionally, synchronizing data definitions brings benefits to departments such as IT, finance, and human resources. Implementing this helps them participate in analytical discussions, set strategic KPI goals, and enables HR dashboards to provide accurate and effective information and data to the business unit.

Statistical Table of Indicators

To optimize the efficiency and effectiveness of human resources data management, a simple approach is to invest in or build an automated dashboard. You can learn from other organizations on how they have integrated relevant technologies and tools into their workflows. Leveraging the experience from different departments to design reports is an effective way. Additionally, there are many data analytics providers that offer services to create HR dashboards. However, this approach has the drawback of requiring IT involvement for report modifications and may not be immediately implementable.

In fact, with the simplicity of modern tools, you can quickly create reports using basic functions in Excel. Starting from basic management reports such as attendance, recruitment, and training, you can integrate data from various sources. This helps create comprehensive reports on recruitment, training, development, benefits, and employee relations. Finally, you can discuss and propose specific measures in management meetings to improve the quality of HR management and set the stage for the positive development of the HR department.

Managing Analytical Experiments

When starting a new business venture, parallelizing business priorities is an effective method. In an ideal situation, seeking support from partners is important to ensure that you don't face difficulties alone. At the same time, it is crucial to build a personnel structure with the following key roles:

1. HR Analytics Manager:

   • Manages data projects and interacts with stakeholders.
   • Transforms data into compelling narratives, delivering valuable insights.

2. Data Scientist:

   • Builds statistical models and performs data analysis.

3. IT Expert:

   • Builds data collection processes and tools.
   • Establishes data security controls.

4. Subject Matter Expert:

   • Specializes in areas such as attendance, organizational climate, and learning effectiveness.
   • Contributes deep domain knowledge to the project.

5. Business Expert:

   • Acts as a liaison between the business and HR.

Has a comprehensive understanding of management in various fields such as production, sales, development, and finance.

It is recommended to deploy the project in a flexible manner, using a two-week sprint plan. The focus should be on research and development in specific areas, drawing conclusions and making proposals based on the analysis results, in order to connect the business with relevant stakeholders.

Developing Human Resource Data Capabilities

You can start from different target users, prioritizing the target users first. Do you want to start by developing the basic capabilities of everyone in the HR department first? Or do you want to start with HR Business Partners (HRBPs)? I suggest starting with HRBPs, why? Because they communicate with the business units on a weekly basis and have a clear understanding of the job content and issues of these units. Before you start implementing data analysis and management thinking in the HR department, it is recommended to organize a kickoff meeting to explain the future process, including:

• Deep introduction to HR analytics.

• Definition and application of HR analytics.

• Real-life examples of HR analytics in other organizations, which may consider collaboration with external providers who can elevate internal HR capabilities to a new level through real cases and workshop exercises, enabling the team to be guided more by data and develop a deeper business acumen in internal analysis.

• HR analytics process and role assignments.

• Proposed HR management metrics and objectives.

• Brainstorming session: developing conceptual prototypes based on the business's strategic issues.

In addition, attending a few workshops or seminars is not enough if you want to develop within your HR department. It is proposed that the future department meeting PowerPoint presentations should be combined with opportunities and issues identified in data analysis reports, providing improvement measures and innovations to gradually nurture a data-driven management mindset among colleagues.

Employee Data

Proposing to explore the strategic implementation of HR analytics starting from different target user groups. First and foremost, prioritize HR Business Partners (HRBPs) as they have close contact with business units on a weekly basis and have a deep understanding of their work and challenges. Before deploying management thinking and data analytics training, it is suggested to organize a kickoff meeting to explain the process, including:

1. Introduction to HR Analytics:

• Provide a detailed description of HR analytics.
• Define and discuss the application of HR analytics.
• Explore real-life examples to illustrate its implementation in different organizations.

2. HR Analytics Process and Role Alignment:

• Identify the process and roles of participants in HR analytics.
• Propose HR management metrics and objectives.
• Organize a brainstorming session to develop conceptual prototypes based on the business strategy.

Additionally, it is recommended to leverage workshops and practical lectures to enhance understanding. For the development of the HR department, the plan includes sharing department meeting PowerPoint reports combined with opportunities and challenges identified in data analysis. Propose improvement measures and innovations to foster a step-by-step data-driven management mindset among colleagues.

We hope this article from Aniday is helpful to you!