leadership matters
Data-driven
HR Leadership
This issue’s cover story discusses the dos and
don’ts of a successful human resources information
system (HRIS) implementation
– information technology (IT) that has simplified
many of the transactional/administrative
aspects of HR practice (payroll, benefits, attendance,
etc.), and that also holds the promise of transforming
HR decision-making and leadership through its predictive
analytics capabilities.
The advent of HRIS (also known as HR management
system (HRMS)) illustrates just how much
HR has evolved in the past 20 years. Indeed, perhaps
the HR specialty that has changed the most has
been the whole area of HR metrics and workforce analytics.
Consider that some of the seminal academic
works in the area – The ROI of Human Capital by Jack
Fitz-Enz in 2000, The HR Scorecard by Brian Becker,
Mark Huselid and David Ulrich in 2001, and The
Workforce Scorecard by Mark Huselid, Brian Becker
and Richard Beatty in 2005 – were all published just
after the Human Resources Professionals Association
(HRPA)’s first competency model appeared (and
which was notably light on the topic).
We can see a bigger trend towards HR’s quantitative
competencies – so much so that a whole new functional
area was added to HRPA’s new HR Competency
Framework: human resources metrics, reporting and financial
management. On the enabling competency side
of the new framework, we now also have quantitative
skills and technological savvy.
PREDICTIVE ANALYTICS
HRIS-enabled analytics represents real opportunity
for human resources. Indeed, predictive analytics
By Brenda Clark, CHRE
Syda Productions/Shutterstock.com
AS HR PROFESSIONALS, WE NEED TO
GET REALLY COMPETENT AT WORKING
WITH DATA AND APPLYING TECHNIQUES
SUCH AS PREDICTIVE ANALYTICS.
HRPATODAY.CA ❚ SEPTEMBER 2015 ❚ 7
