The Role and Significance of HR Analytics Considered in Terms of Data Volume, Complexity, and the Rationality of Results (자료의 양, 복잡성, 결과의 합리성으로 고려하는 HR 애널리틱스의 역할과 의의)

Summary

This article asks what role HR analytics (people analytics) should play in organizations. The author sees it as a practical research project that collects, processes, and analyzes data inside the organization to answer business questions related to people, and explains its significance from three aspects: data volume, complexity, and the rationality of results. The data to be handled are growing and their forms are diversifying, as with qualitative data, relational data, and time-series data, so general-purpose tools alone can hardly cope. Procedures must be rigorous so that excessive subjectivity or office politics does not creep into interpretation. Analysis, however, does not solve a problem by itself. The article argues that the core is a precise question aimed at the organization’s problem, and next is the will to use the results for improvement.

Key points

• As the volume of data grows, problems of acquisition, storage, and access arise together, and existing tools become hard to use for processing.
• As new forms of data increase, procedures and analysis methods that handle complex data efficiently have become necessary.
• If the procedure is reliable, the analysis can be reused, which is economical, and the results are clear and objective.
• If analysis results remain only results, they become nothing more than a new cost, so they must be managed and updated constantly.
• Analysis results persuade only when delivered in the language of business, not the language of analysis.

Citation

• Author: Chungil Chae
• Date: August 2022
• Original title: 자료의 양, 복잡성, 결과의 합리성으로 고려하는 HR 애널리틱스의 역할과 의의
• Outlet: Monthly HRD (월간HRD)
• 쪽: 92–95