Feature insight - Big data
period and the number of employee relations issues, and identified some interesting trends. During two of the five years their employee relations issues reduced and engagement increased when they had sourced external leadership development training. HR were able to conclude that the investment in accredited leadership coaches had a greater impact than HR delivering courses internally. They then went further and ran a feedback workshop with managers and leaders who had taken part in internal and external programmes, and this provided further insight into what factors made the training successful or less effective. The information they were able to pull together provided the business case for further investment in external leadership programmes to boost productivity and reduce employee relations costs. Minority report time – predictive analytics Predictive analytics is where we can get really scientific with our people data. It is not unusual these days for HR and recruiters to use big data and analysis of
successful outcomes in their businesses to design algorithms which sift job applicants for key roles. ...power of using predictive analytics in business is borne out each year as it becomes more widespread Research in this field is abundant and the power of using predictive analytics in business is borne out each year as it becomes more widespread. I’ve seen examples of global financial institutions using such data to determine from where their highest future performers would be coming from. (Tip – less well-regarded universities and accredited training providers were preferred over the more prestigious academic backgrounds.) Likewise, this data can be mined to identify flight risks within businesses.
Organisations armed with this knowledge can adopt tactics to build resilience to risk, such as establishing and justifying reward programmes to retain the best, or predicting outcomes and timescales for feeder roles in business succession plans. Is 'big data' a big deal? The answer is yes, and it's getting bigger. No-one wants to be the canary down the coal mine, so it's best to be aware that the time when machine learning takes over much of the workload of traditional HR support in organisational strategy is in the medium-term; think next three-to-seven years. It's already here in the most forward thinking businesses. The British Standards Institute has just issued BS8611 containing recommendations on the ethical use of ‘bots’ and other artificial intelligence systems – including how to conduct an ethics risk assessment of your robot. The rise of the machines is very nearly upon us, and the decisions we make about how we utilise them will define whether it is us or our competitors who gain the organisational advantage from this brave new world. n
This focused course represents the single best opportunity to be briefed and updated on changes One day Payroll and HR legislation update
This course covers: l Income tax and National Insurance l Real time information l Statutory payments and leave l Expenses and benefits l Pensions reform l Changes to employment rights
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Issue 28 | March 2017
| Professional in Payroll, Pensions and Reward |
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