Using HR data can be legally and ethically complicated, but if analyzed with care, it can also be a team’s greatest asset. Because of these very real concerns, in the past information often went unused, but today, wise companies are turning facts into insight. When processed ethically, data can inform an office when employees will leave, where to recruit solid candidates, and most importantly, how to keep these candidates happy once they become employees. And this isn’t merely a suggestion: according to the Economist Intelligence Unit, 82% of surveyed organizations plan to either begin or increase their use of big data in HR before the end of 2018. The crucial point here isn’t simplicity but effectiveness: when HR data is braided effectively with a company’s strategic aims, wellbeing increases across the board.
Even better, it can increase wellbeing over time. Key details include supply, demand, gap analysis, and solutions. Currently, many companies are using workforce analytics to more immediately connect postsecondary education options to available business opportunities, resulting in increased individual happiness and a shrinking national skills gap. This benefits companies as well as graduates. As Anthony P. Carnevale of Georgetown University says, “Learners and workers need a modern guidance system with clear and comprehensive consumer information that will help them make good college and career decisions.” Without a doubt, this increases managerial satisfaction and overall productivity too.
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