Analytics will allow HR to be involved in managing talent, and also collecting clearer information on its talent supply chain, and where demand for particular skills lies. Rather than acting on instinct alone, the HR function will be able to provide a detailed roadmap of how to reshape the organization’s people resources to deliver on the corporate strategy.
We believe: The laser focus provided by data is important with increasingly scarce resources in HR departments. But taking full advantage of such information will take time. First, HR needs to develop its abilities in a data-centric environment, transforming data into intelligent insight and disseminating the information across the organization.
Operating in a transparent world: The promise and peril of social media
The rise of data analytics is accompanied by new sources of information. Social media, for example, is changing HR across a range of areas, from recruitment to performance and career management. The implications can be both positive and negative. For example:
- Forty-nine percent of survey respondents say that social networking sites have provided access to new sources of talent.
- About two-thirds (65 percent) are using social networking sites to recruit employees.
- Yet 51 percent of respondents believe that these sites have made it easier for competitors to poach their best people.
- A similar number (49 percent) report that social media make it harder to control the company’s message and image.
- One in four (24 percent) admit that sensitive information has been leaked to the public through such sites.
To what degree to you agree with these statements about the use of technology at your company?
We believe: The benefits of social media far outweigh the risks.
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