02/03/2021
4 Reasons HR Struggles with Data Analytics
1. Lack of Data Analytics Skills Within HR - HR is often not the analytical expert in the organization; instead it is the CFO or Engineering or Quality team. Enhancing analysis and data evaluation skills may be a professional development focus for some HR professionals. Thus, if analytical skills are developed by HR professionals it’ll be easier for them to solve business problems dealing with data.
2. Insufficient IT Resources for HR Data Analytics - If the organization is large, it is easy to collect big data on recruiting, training, succession planning, turnover. But organizations that are smaller do not often have big data. Therefore analysis and critical thinking related to smaller data require different approaches when small samples are used to make big decisions.
3. Taking the “Human” out of Human Resources - To many HR managers, the idea of implementing people analytics equals letting computers decide whom to hire. Although the desire to be ethical by sidelining computers is commendable, remember that using all available tools to hire the right people for the right jobs in the right companies is the ultimate ethical achievement for HR. It’s best for employees, shareholders, society—everyone.
4. Worries About Privacy and Compliance - When HR collects data on a candidate, particularly data from outside the company, the department has to consider privacy. Collecting sensitive information, such as personal health information or information about sexual orientation, can put HR in murky territory related to protected characteristics.
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