The Rise of the HR Analyst

Posted: August 13, 2015 in Uncategorized

The Rise of the HR Analyst

analyst hero

A big chance to get the most out of big data?

Human resource analysts collect and study information related to jobs, issues and costs that affect their companies. Many HR analysts use human resource information system programs. HRIS is a computer software package that helps these professionals manage their data more efficiently and accurately. HR analysts are usually required to have bachelor’s degrees in business or human resources. Required skills include analytical, communication and organizational abilities.

There’s something interesting occurring in the world of Human Resource Management.  The numbers are really starting to count (pun intended).  People – whilst enigmatic, unpredictable and imaginative – also create patterns in data about them, around them and in the things they say and do.  HR Analysts are being given a lease of life because the data about people is really, really useful in making decisions, plotting progress and changing dynamics.

It’s been in the consumer world for years: analysing browsing and buying habits; the science of retail outlets physical layout and the ultimate moment of truth in making a purchase.

We’re now seeing how this move into the world of employees and people at work.  Many of the most successful organisations in the world have a great employer brand and what’s now being labelled the employee experience.  There’s something about reputation of the brand being largely the consumer/customer perspective but now also the employer/organisation perspective.  Culture really does eat strategy for breakfast when it comes to prospective employees making the decision to apply or stick with your company.  So the shift from not just the product and price but the buying experience in consumer parlance has shifted to the employer world – not just the salary and the role title what does it feel like to work there?

HR Analysts should be able to capture data about the employee experience; store it; retrieve it and then analyse it.  They should then be able to discern patterns and trends, conclusions and test hypotheses from the data and then report on them using visuals, dashboards, infographics, models, narratives, storyboards, animations and even in a recent scenario, a 3D printed visualisation.

HR Analysts will be able to research, ratify and report on qualitative and quantitative studies.  Invoked by them in response to external trends, factors or issues OR invoked internally by business leaders and employees alike.

HR Analysts will know how to run data through a prediction or scenario and have some data-based results at the end of it (within or without a technology platform or tool).

HR Analysts will take disparate data from a range of formats, sources and constructs and make sense of the “mashup” of information.

HR Analysts will know how to elegantly present information as the result of the analytical process which will either support or challenge decisions, approaches and strategic direction.

HR Analysts will create richer, deeper and more useful data sources and continuously improve the way data is collected, collated and used.

HR Analysts will advise others on the use and interpretation of people, performance and development data.

HR Analysts will be able to map self-sourced data with data sets and reports from other research bodies and institutes.

HR Analysts will have excellent interpersonal and relationship management skills which will facilitate even greater understanding, utilisation and upkeep of people-related data.

HR Analysts will be able to process map and workflow model based on data or gleaned knowledge of roles, practices or disciplines.

In the software world, if you want to build an app it would have to have a strategic hypothesis.  If the HR Analyst role was an app on your phone it would need to follow this to show its value add:

Overall we believe the HR Analyst “app” will create value through the enhanced utilisation of information and datasets, which will strengthen the decision making and predictive scenario planning aspects of the HR / People elements of the business which will add considerable certainty, rigour and reliability in adapting, making changes and improvements to the employee value proposition and organisational culture.  We will know this is successful through improvements in staff satisfaction, more accurate recruitment and selection of people to positions and lowered absence and attrition levels, positive customer feedback and bottom line increases over time.

The HR Analyst role has a vital, specialised and developing role in any successful, progressive and business-like HR function. It’s time for the rise of the HR Analyst.

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