A featured contribution from Leadership Perspectives, a curated forum for enterprise technology leaders, nominated by our subscribers and vetted by the CIOApplications Editorial Board.

Head of HR Information Systems and Analytics at Ferrara

Growing HR Information Systems and Analytic Tools

I’ve always heard the phrase, ‘You must capture people's hearts and minds.’ People are at the core of all businesses and must be the heart and soul of the organization.

Human resources must be a strong partner to the business, especially as human capital is the most expensive resource in an organization. In an increasingly digital world, the HR landscape has changed, and the need for people's data to make important strategic decisions grows even more pivotal to success. The growing trend to uncover meaningful insights toward people analytics can only happen with the right people, processes, and systems in place to produce hygienic people data.

HR Digital Tools and automation allow for the minimization of data-entry errors, which in turn reduces unnecessary expenses for the organization. There are several methods for streamlining your workflow with HR technology to minimize errors and be able to work with the Big Data that comes from it.

1)Consider the standardization of processes and the opportunity to reduce the number of manual entry options. The more options for manually entering information that is disconnected, the more potential for human error. Consider your designs carefully on what information could be connected and automated.

HR departments are enabled more than ever before to provide our businesses with better decision-making tools to enhance the employee experience.’

2)Understand the use cases for artificial intelligence (AI) and machine learning (ML). These areas are revolutionizing many aspects of the HR landscape and will help with the people analytics that go along with it. They may provide insights as to outliers of data, which you can explore.

3)Develop organizational routines to validate the information in the systems. Similar to how finance establishes a monthly or quarterly budget review process, routines are just as important to review the data entries across your people data to ensure good hygiene.

After getting the clean data, the next important thing for the organization is to determine which data is most important and valuable to analyze. Do you start from your company's stated values and behaviors? Are there other organizational culture areas that you would like to explore? This will allow your organization to create a winning culture utilizing insights to design a deliberate culture rather than a culture developed by chance.

Personally, I’m excited to see how the field of HR information systems and people analytics tools continues to grow both internally and within the organization I work at. HR departments are enabled more than ever before to provide our businesses with better decision-making tools to enhance the employee experience.

The articles from these contributors are based on their personal expertise and viewpoints, and do not necessarily reflect the opinions of their employers or affiliated organizations.