We spoke to one of Canada’s leading HR figures to find out what the industry will – or should – be focusing on over the next 12 months.
Data and analytics has been touted at the top HR trend of year by a leading industry figure who says professionals who fail to utilize such tools will soon lose their credibility.
“HR analytics and reporting will continue to grow in importance, said Randstad Canada’s SVP of HR.
“It’s about collecting the right data for the business and reporting back trends and topics that the business should be focussed on,” she continued.
Tull also said that data analytics and reporting can help HR secure their seat at the table and ensure they’re seen as a strategic business partner.
“Really making a push to have more strategic discussions from an HR perspective, not just theoretical – what’s the ROI? What is it that I do that will impact the business? – they’re the questions HR need to be asking and answering,” she told HRM.
“For instance if you look at things from the recruitment standpoint, one of the key things that we look at is our time to fill ratio so; when did I get this open requisition, how long did it take me to fill that role so that this individual can become productive?
“It’s about those types of analytics and it’s about bringing it back to business relevance,” she stressed.
If HR fails to use data and analytics in an effective way, they may risk losing their seat at the table, warns Tull.
“If HR leaders let that slip, we’re not going to be invited to the table anymore,” she said.
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“HR analytics and reporting will continue to grow in importance, said Randstad Canada’s SVP of HR.
“It’s about collecting the right data for the business and reporting back trends and topics that the business should be focussed on,” she continued.
Tull also said that data analytics and reporting can help HR secure their seat at the table and ensure they’re seen as a strategic business partner.
“Really making a push to have more strategic discussions from an HR perspective, not just theoretical – what’s the ROI? What is it that I do that will impact the business? – they’re the questions HR need to be asking and answering,” she told HRM.
“For instance if you look at things from the recruitment standpoint, one of the key things that we look at is our time to fill ratio so; when did I get this open requisition, how long did it take me to fill that role so that this individual can become productive?
“It’s about those types of analytics and it’s about bringing it back to business relevance,” she stressed.
If HR fails to use data and analytics in an effective way, they may risk losing their seat at the table, warns Tull.
“If HR leaders let that slip, we’re not going to be invited to the table anymore,” she said.
More like this:
Suspicions not enough to warrant sacking, court
Can HR force employees into wellness programs?
The two questions that will help you coach
