Talent Analytics is winning hearts and mind of people managers across the globe. While many organizations extensively use Analytics in business functions including Supply Chain, Finance and Marketing. Till date organizations have taken little advantage of Analytics in the Human Resources management area. But after seeing fascinating results of analytics from early adopters, many progressive organizations are taking right steps in building data driven culture while making critical decisions in HR domains like hiring and hi potential identification. Experts continue to emphasize the importance of analytics for HR to transform itself into a more effective resource for the organization.
Following are the three critical considerations while selecting right Talent Analytics Software
Choose a system platform that will create high impact for the business, not HR.
There is a lot of talent technology software to choose from nowadays, and it can be kind of overwhelming. The most common mistake HR professionals make when choosing talent technology is settling for something that comes pre-loaded with a bunch of bells and whistles because on the surface, it looks like a good fit. Unfortunately, bigger isn’t always better. Especially when you’re trying to provide a strategic return on investment relative to the talent technology you purchase. You want to focus your efforts on platforms that produce the highest yields, not something that can do a lot overall, but is overpriced for your needs. Choose a system platform that will not only useful for HR but also create high impact for the business as a whole.
Evaluate customization and data integration capabilities
Data is a key for any workforce analytics system. Easier is the data integration with other systems in the company, easier is the system implementation. On the other hand the system need to be customized especially on reporting and analysis side. Hence thoroughly evaluate customization and data integration capabilities for the platforms under review.
Use analytics platform which can bring data driven culture in the organization.
If you want to drive ROI on technology investment, you better be able bring more data-driven mindset among the stakeholders. Although it may take some time to adjust to this mentality, data is the key to translating your numbers into what matters most to your business – money.
The technology platform will come pre-packaged metrics, which should make the transformation easier. One of the first items on your list before you take the plunge and purchase a technology platform should be sitting down with the stakeholders and designing success metrics for workforce analytics. Even if you don’t have a set of metrics prior to using talent technology, it would be wise to create a list before you choose the solution. If you design a plan beforehand, you can share those details with your executive team to help with buy-in.
Rankskills provides ready-to-use system and consulting support for workforce analytics.
Rankskills offers integrated talent management system and services.
- We provide ready-to-use Competency Assessment System
- We provide ready-to-use Employee Survey & Feedback System
- We provide ready-to-use Workforce Analytics system platform
- We build customized talent management systems & consultative support.
- We help companies for executive search & head hunting right talent.
Founder ,CEO, rankskills
BE(Mechanical), MBA(Finance), PMP (Project Management), MS(Counselling &Psychology)
Mobile- +91 8446898080 (India), +971 50 9778462 (UAE)