- 4/4/14
A majority of companies report no analytical capabilities when it comes to HR, according to a recent study.
A Bersin by Deloitte report found that 86
percent of companies say they have no analytics capabilities in the HR
function. Moreover, 67 percent rate themselves as "weak" at using HR
data to predict workforce performance and improvement.
"Given
the radical shifts in demographics and technology, doubling down on the human
capital practices of the past will not be enough to get the job done,"
said Josh Bersin, principal and founder of Bersin by Deloitte, in a press
release. "The research shows that organizations should re-imagine their
approach to engaging people and move to re-engineer many of their HR
practices."
According to
the report, 86 percent of respondents said leadership development was their
biggest challenge, followed by retention and engagement (79 percent) and
reskilling the HR function (77 percent). What's more, a majority of the
respondents in the survey said that their companies were not ready to properly
handle these problems.
The survey
also showed that business executives were dissatisfied with the HR division of
their company. Roughly 34 percent of executives included in the survey reported
that HR is just "getting by" or even "underperforming."
Less than 10 percent of HR leaders said they had confidence that their teams have
the skills needed to meet the challenges of today's global environment and to
deliver innovative programs, the survey said.
Furthermore,
43 percent of respondents to Deloitte's survey described their organizations as
"weak" when it comes to providing HR with appropriate training and
experiences, and 47 percent rank themselves as "weak" in preparing HR
to deliver programs aligned with business needs.
As for
building HR analytics capability, Bill Pelster, principal at Deloitte
Consulting, said that chief learning officers should rebuild their learning
curriculum to include more hands-on experience.
"If
chief learning officers don't have a distinct class on analytics, they must
embed analytics into teaching and make it come to life," Pelster said.
"You must give (the people in the company) a chance to experience it and a
chance to use it. You can't just talk about analytics, it really has to be done
through experiential learning."
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