Skip to main content

What does your business know about your people?

HR Intelligence
What does your business know about your people?
·         Skills
·         Expertise
·         Qualities
·         Competencies
Ngoni Munetsi, who heads up the Accsys People Management Partners Division shared his thoughts on this with me.

It seems to me that our systems have become data-led instead of information-led.

He asks “How are we leveraging the data we have about our people to create competitive advantage?”


“ Strategic information management is a basic fundamental of Strategic HR yet we continue to function as Data capturers…not as HR Strategists.

We capture biographical data about employees, but then what?
 HR Intelligence is all about making forward looking decisions through capitalising your HR Information depositories. 

How can you make what you know about your people count and contribute to organisational goals? How can it create Learning Organisations?  These are the key fundamental questions we should be asking ourselves.” 

Yes, all the data enables us to run EE reports WSPs. However, he thinks information and analytics on current employees’ attitudes, behaviours, personality, career development, and job performance is what differentiates your organisation from the next one.

You do not only need information about how many people you have, where and when you have them, but you also need to know what new talent you have to  hire, who is worth retaining and whom you need to let go.

This can only be achieved through HR Intelligence; the application of BI Tools in People Management. We can call it People Analytics.

People Analytics form the basis of your decisions about succession planning, leadership development and they reveal whether the skills within your organisation have the flexibility competencies that enable change.

Ngoni believes that HR professionals should embrace HR technology. They should become people analysts. Some offices are still paper driven; processes are transactional and not strategic, plain data is stored with no utility.

“We need to move forward and become strategists through the application of people analytics.”

Links, References and Notes

Accsys provides people management solutions ie Payroll, Human Resources (HR), Time and Attendance as well as Access Control/Visitor Management.

The company develops, implements, trains and services our solutions.  We provide readers, turnstiles, booms and CCTV.
We run both on premise and in the cloud, as well as mobile options for ESS.  Recruitment, online education and Outsourcing are part of our offering, too.


http://www.accsys.co.za/accsys-peopleplace-talent-management

email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn


Note:   Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.

Popular posts from this blog

Agile workers & workspaces - a new way of working..

Being an agile worker is still a work in progress…
Is flexibility now a reality in the workplace?And is it really working? We keep renaming it – remote, activity based and agile work being some of the current terms. The assumption of control over one’s own time and deliverables does look like a great way to work and live, and it seems to be is a high priority for those entering the business world. There is also the development of the agile work space, where people come to the office each day, but don’t have a fixed work area.We used to call it hot desking back in the day and it met with mixed success.Today, office designers have started to create work spaces which are intended to encourage innovative thought, cross departmental collaboration and improved productivity. My research indicates that the mix of engaged and disengaged employees in an open plan workspace does not always have the desired effect of the positive workers influencing the culture.In fact, a case study of a senior execut…

The Gig Economy - HR and other issues

The Gig Economy has emerged as a topic of discussion and I understand that Intuit has posited that 40% of US workers will be independent contractors by 2020.  That is 3 years away! What is a gig employee?  Uber, Lyft, and Airbnb all utilize gig employees as the delivery mechanism for their apps.   While they are all clear that they are just an App and don’t employ the gig employees, governments and employer bodies are analyzing the risks and reports are indicating that they are significant. As a contract worker, which is how Uber defines their drivers, there is not an employer/employee contract in place.    While Uber, and other similar companies, create the mechanism for people to deliver a service, they consider themselves brokers, for want of a better word, and not employers. The UK is looking into the situation and considering legal structures .  The concerns are particularly when people have a single source of income, although they are not formally employed.  This leaves them in a …

Setting Budgets and Targets

Does too much of a stretch impact motivation?    Over many years of setting (and trying to achieve) targets and budgets, getting the balance right between stretch and motivation remains a challenge.

I love Jim Collins and Jerry Porras and their BHAGs in their great book, Built to Last, but if the goals are seen as unachievable too early in the business year, what then?

Is there a way for businesses to achieve success without budgets and targets in place?

Two old favourites " You can only manage what you can measure" and "People do what managers measure" suggest that they can't.  I am sure there must be successful businesses with different methodologies, but most of us need to work towards something.

With that in mind, I think there needs to be stretch, and there needs to be a sense of achievability.

Why would you race against Usain Bolt unless you think you could win?

The same goes for budgets and targets, people need to believe they are possible.

So how do you…