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What is the Role of Business Data Analytics in Human Resources? 

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About 40% of organizations have automated Human Resources, according to the Wall Street Journal. Nevertheless, many HR departments don’t make good use of the sea of data that they have. Human Resources professionals may feel unsure as to what information needs to be gathered, measured, and analyzed. They may also be unaware that analyzing pertinent data can help to support evidence-based decision making. A contributor to Visier explained that HR data is the key to strategic business decisions that lead to good business outcomes. Now, in the midst of the pandemic, is when HR needs business analytics most. 

Business analysis belongs in Human Resources. By analyzing valuable data, HR departments can make evidence-based decisions. 


The Pandemic Increased the Burden on Human Resources

Human Resources departments have had their work cut out for them as they’ve navigated the pandemic. HR professionals have had the unpleasant task of letting go of many workers. They’ve also handled much of the recruiting, onboarding, payroll management, and employee training. Additionally, they have ensured employees remained compliant with regulatory requirements, even though those requirements were changing quickly due to the nature of the health crisis.   
HR professionals have also worked to counteract the decrease in productivity the pandemic has caused. In spite of the increased burden on Human Resources, HR data needs to be analyzed if it is to be useful.  

What is the Role of Business Analysis in Human Resources?     

By advocating for business analysis in strategic ways, you can create organizational change. Connecting with business analysis professionals, keeping lines of communication with analysts open, and getting buy-in from the right organizational leaders via education and support from the IIBA will ensure you see change sooner rather than later.

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Interested in getting a roadmap for successful business transformation? The Strategy to Execution Framework is the resource you’ve been looking for. The Framework is a companion to the Business Analysis Body of Knowledge® (BABOK®) Guide.
Business analysis, or business data analytics, has a place in Human Resources. Business data analytics can help HR professionals gather, measure, and analyze data and make better decisions. “By applying complex statistical analyses, HR can predict the future of the workforce,” a contributor to AIHR Academy wrote. “This enables managers to measure the financial impact of Human Resource practices.”  
Being able to predict the future of the workforce is invaluable during uncertain times like these. This allows HR departments to plan for critical changes and be prepared for whatever comes the organization’s way. Also, measuring the financial impact of HR practices is vital. It shows organizational leaders which HR practices need to stay, which need to go, and which need to be tweaked.  
The article How HR Analytics are Changing Business pointed out that analytics can’t solve every Human Resources challenge. Still, analytics can give HR workers an understanding of business functions and help them develop plans that “‘[optimize] talent investments while effectively monitoring recruiting, development, engagement, productivity, accountability, retention and many other workplace initiatives.’”

Business Data Analytics Belongs in Human Resources

Business analysis belongs in every aspect of an organization, including Human Resources. Learn more about business analysis and Human Resources in the IIBA blog article The Secret to Give Your HR Strategy a Human Touch.  

If you practice analysis, a business data analytics certification can benefit you. Find out how the IIBA Certification in Business Data Analytics can move your career forward.   


About The Author:
Sema Sali

Sema Sali is a business analysis ambassador at IIBA, leveraging the intercept of marketing with business analysis to increase awareness of the value and criticality of business analysis to the success of organizations in today’s complex and disruptive world. She contributes to the growth of IIBA’s ecosystem through marketing efforts of IIBA’s Organizational Programs for Corporate, Academic and Endorsed Education Providers.


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