Adopting Talent Analytics

One of the biggest hurdles for companies to overcome is really understanding analytics: how they work and how to use them. Companies are leaving a lot of talent behind because they don’t have the insights or they aren’t looking at enough different things.

With the huge quantity of people data in many organisations, the HR function could be at the forefront of realising the benefits of this strategic capability, but many HR executives say that they don’t know where to start.

HR is sitting on a large amount of untapped data but is only just starting to find ways to put it to work. According to Inside the mind of Generation D, a study of how organisations are using data and analytics, HR is currently one of the lowest-ranked functions in terms of benefiting from analytics.

This is validated by a recent IBM Smarter Workforce Institute and Institute for Business Value report that found that “less than 20 percent of organisations are able to apply predictive analytics to address important people issues.

Another pain point for many companies is building capability. To be successful, they must figure out why they need the data, and what having the data will help them change. They also need people on their team who are good not only at analytics and but also at sharing the significance of the results. The absence of this skill combination is a stumbling block for many companies.

IBM? Kenexa? Talent Insights enables human resource professionals to make strategic, fact-based decisions based on talent analytics that can help drive business outcomes.

HR professionals can type in what they need from their talent data, and the results are quickly displayed in an easily understood visual format. Through this helpful resource, organisations are able to access tools to:

• Get answers to talent questions faster, using talent analytics on any HR data
• Make more fact-based talent decisions through cognitive capabilities that understand the HR language
• Discover new relevant paths to explore for better decision-making using patterns and relationships in the data that surface automatically as visualisations, with the option to explore alternative relevant paths.

They can begin the analysis by asking a question or selecting a suggested question. 

(Watch this Talent Insight demo to learn more) https://www.youtube.com/watch?v=AOylw6MUBCA