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
- 저자: 채충일
- 연월: 2022년 8월
- 제목: 자료의 양, 복잡성, 결과의 합리성으로 고려하는 HR 애널리틱스의 역할과 의의
- 매체: 월간HRD
- 쪽: 92–95
Citation
@online{2022,
author = {},
title = {자료의 {양,} {복잡성,} {결과의} {합리성으로} {고려하는} {HR}
{애널리틱스의} {역할과} {의의}},
date = {2022-08-01},
url = {https://chadchae.github.io/posts_white_paper/2022-08-01-role-meaning-of-hr-analytics/role-meaning-of-hr-analytics.html},
langid = {en}
}