I’ve written several times about the Datafication of HR and BigData in Human Resources, explaining the tremendous business opportunity companies have to leverage their employee data to improve operational performance.
This week we introduced research conducted over the last two years and the results were astounding: while more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven, there is a huge chasm between the “haves” and the “have nots.”
The Chasm Between Analytics Leaders And Everyone Else
Using our research methodology (which reached around 480 large organizations), we found that only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce. (Understanding the drivers of performance and retention, using statistics to decide who to hire, analyzing how pay correlates to performance, etc.) In fact, in our research only 14% have done any significant “statistical analysis” of employee data at all.
What are the rest doing? Dealing with reporting. These remaining 84% on the other side of the chasm are still dealing with data management and reporting challenges, trying to get out from under the burden of ad-hoc reports to deliver standard operational metrics.
