Home » Other Articles » What is “actually” meant when we talk about HR Data?

What is “actually” meant when we talk about HR Data?

by Jonathan Crawford, Mindmill HR Software Limited

HR data, people analytics, human capital insights are just some of the terms used when looking at talent and HR trends. We know that this type of data is an essential strategic resource for organisations. It helps you to predict and learn from past mistakes. It allows organisations to make decisions.

Data and how data is modelled is becoming more and more complex and when it comes to HR data, it is becoming more and more siloed.

So when we talk about HR data, what are we actually talking about?

Well- in short, we are talking about organisational development and frameworks. We are talking about key metrics and job role outputs that help us make decisions from the people we hire, how we hire them, through to the roles we put them in and how they are then onboarded and developed within those roles, retained and promoted and effectively creating succession planning and leadership programs across an organisation.

You cannot do this, without understanding the data; you can see graphs, reports and metrics across many different fields, and transactional data is not difficult to interpret. The difficult piece is establishing the “why”, the human element that sits behind that data.

Let’s take for example, a stereotypical set up, of human capital functions, within a company-

Organisations will have a range of HR & ERP solutions, such as SAP, SAGE, Oracle etc

They will also, have a plethora of other HR tools and processes:

The first thing that you notice is, that all of these HR tools and processes are siloed.

Not only that, but the data and metrics within each of these are modelled and measured very differently, and as companies grow, new technologies grow, the amount of data involved grows with it, making the role of HR experts across all fields nigh on impossible, to provide true return of value to the business.

In order to make sense of the data, companies must find a way to connect their people; to core competencies and culture of the organisational framework, for the organisation to truly develop. This will give you direction on the data that you need and where to find it, and not only that, the reasoning behind it- with reliability and validation of that data. Regardless of the organisation and their size.

At Mindmill HR Software Ltd, this is part of what we do. 

We work on projects with clients, in areas of recruitment, Organisational Development and predictive analytics, where we help them identify the right people, in the right roles whilst reinforcing the culture of the company and allow HR teams to align to the business matrix and develop the right talent in the right ways, to fulfil organisational requirements.

 No need to rip and replace; everything is already available, on the one talent optimisation portal; from talent attraction- to – succession planning and every metric in between

So through technology, assessments, integrations and customisation of workflow and processes; the Mindmill Platform allows companies to automated manual tasks, that lead to human error, reduce time in L & D and recruitment, as well as streamline organisational development activities, whilst becoming more efficient and productive.

In conclusion, what “actually” is meant by HR Data, is really business intelligence and how our people drive organisational effectiveness. It is the output of the core competencies laid out, that drives organisational goals. The data that surrounds it, needs context. This is what Mindmill are providing.

Driven by Mindmill’s market leading assessment technology, constructed originally for the military, our platform is future proofing organisations and their processes for years to come.