“Datafying” HR Practice

“The alchemists in their search for gold discovered many other things of greater value.” – Arthur Schopenhauer

Human Resources are without a doubt one of the most key departments of any business. It is the connect between the queen bee and the worker bees, and it is the department that keeps those worker bees the happiest. Everyone knows the old saying that without its workers a business is nothing. Therefore, it can be ruled that the best way to keep a business going is to ensure that its workers are happy. While guesswork is often applied to the art of keeping up employee morale, there are ways that Human Resources can “hack the system” and “hack” their employees.

Through the use of “People Analytics”, HR departments can analyze employees like they do with all other aspects of the business. While using instinct works on an individual employee basis, people analytics deals more with the raw data surrounding employee behaviour. Businesses with successful People Analytics practices look at the functions of their highest-performing employees and “dissect” them. For instance, in a sales-based department, algorithms on people might find out what drives sales by looking at the characteristics of their highest sales-producing employees. It might just be in the personality profile or even their family history and not in their sales degrees!

This is not to imply that the businesses should treat their employees like robots. Rather, the information can be used to improve all aspects of the company, including the use of best staff modeling. Since the company includes the workers within it, this data can also be used to study at-risk staff. Especially large companies with low employee morale can use staff risk analysis in order to make the experience of working for the company better as a whole. It is a known fact that when the worker bees are happily working, the whole hive benefits.

In the end, this is not about moulding employees, but rather about moulding the company. When companies are better to analyze influential staff, they are then able to hire and invest in more influential staff whose domain of impact can drive corporate performance and aids in the overall health of the corporation.