2016 is the Year of HR Data and People Metrics
PersonnelToday recently reported that the importance of HR data and HR software is at an all-time high for private-sector organisations, with a survey by XpertHR showing the role of HR data and HR data to be at the highest point ever since their annual survey began 14 years ago. Here are some of the key points we can take away from the survey.
People Metrics Gaining Massive Traction in 2016
The main point of the article is that compared with previous years, the 2016 survey by XpertHR shows an increased drive for HR practitioners to engage with meaningful people metrics.
It seems that there has emerged a strong desire for private-sector companies to gather, measure and analyse HR data. This is partly in order to improve overall performance, but the survey also found that it is a way for HR practitioners to prove the value of the HR function to the organisation.
Big Difference Between Public & Private Sector
When we look at the results for the public sector, we see a big difference in attitude and approach compared to that of the private sector.
“HR within the public sector is dealing with ongoing and sustained cuts” explains Noelle Murphy, author of XpertHR’s annual report. “As a result, [public sector HR] has to continue to be reactive to change, rather than having the space for workforce planning strategy.”
It seems that whereas in the private sector, HR practitioners are looking at ways to reposition rewards and benefits to negate flat annual pay increases, the public sector is still led by a priority focus on change management, restructuring, and redundancies.
People Metrics in Numbers
Here are a few interesting statistics collected by the XpertHR survey:
– 97% of respondents claim to collect at least some HR data
– Only 48% believe that enough meaningful data for measuring HR performance is being gathered
-5% of HR practitioners’ time is spent gathering and analysing HR data
Interestingly, there are now more HR practitioners per person, on average, within most organisations. In 2016, the survey shows that each HR practitioner covers an average of 62 employees. In 2015, this was one HR practitioner per 74 employees, and going right back to 2007, each HR practitioner covered 118 employees.
What is your organisation doing to collect, analyse and monitor people data and HR metrics? And do you handle this process manually, or are you using HR software to help you do it?
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