How do you use HR data to make decisions?

1 Identify your key metrics

The first step to using HR data is to define what you want to measure and why. Depending on your business objectives, you may want to track metrics such as turnover, engagement, productivity, diversity, skills, or satisfaction. You should also consider how you will collect, analyze, and report the data, and who will be responsible for it. Make sure you have clear and consistent definitions, methods, and standards for your metrics, and that they are aligned with your vision and values.

2 Use data to solve problems

Once you have your metrics, you can use them to identify and address the challenges and opportunities in your organization. For example, you can use data to diagnose the root causes of employee attrition, identify skill gaps, or evaluate the impact of training programs. You can also use data to test hypotheses, experiment with solutions, and monitor the results. Data can help you make evidence-based decisions that are more effective and efficient than relying on intuition or assumptions.

3 Communicate data insights

Data is only useful if you can communicate it to the relevant stakeholders and influence their actions. You need to present your data in a way that is clear, concise, and compelling, and that tells a story that resonates with your audience. You can use visual aids, such as charts, graphs, or dashboards, to highlight the key findings and recommendations. You should also explain the context, the methodology, and the limitations of your data, and invite feedback and questions.

4 Protect data privacy

Using HR data also comes with ethical and legal obligations to protect the privacy and confidentiality of your employees. You need to comply with the relevant laws and regulations, such as the GDPR, and ensure that you have the consent and trust of your employees. You should also follow the best practices for data security, such as encrypting, anonymizing, and storing the data safely. You should also be transparent and accountable for how you use and share the data, and respect the rights and interests of your employees.

5 Learn and improve

Finally, using HR data is not a one-time event, but a continuous process of learning and improvement. You should regularly review your metrics, evaluate your outcomes, and adjust your actions accordingly. You should also seek feedback from your employees, customers, and partners, and use it to enhance your data quality and relevance. You should also keep up with the latest trends and technologies in HR analytics, and explore new ways to use data to create value for your business.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?