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.

Comments

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract… 1.         Confirm your notice period ·          A lot of companies allow 30 days from date of resignation, but many ask for a calendar month 2.        Check your restraints ·          If you are joining a competitor ·          If you are joining a client 3.        Find out when your last payment will be transferred ·          Companies have been burned by paying over on the 25 th , and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders …. Both your current company and your new one deserve to be fairly treated.   Knowledge of ...

When did having it all become doing it all?

Or being all things to all people… Ruth Bader Ginsburg , U.S. Supreme Court Justice: “You can’t have it all at once. Over my lifespan, I think I have had it all. But in different periods of time, things were rough.” As a mother, a wife and a business woman, I have thought a great deal about this.    My article about #OutsideWork generated some personal mail that asked me, inter alia: “How?” “What do I need to do to satisfy everybody that needs my full attention when I am with them?”  My children, my boss, my partner – they all need me to be the best that I can be, and I am barely keeping my head above water.” “I don’t want to be selfish, but there is no time for me.” And a poignant comment: “This article made me remember that there must be time for “self” but I am not finding it.  I am mentally and emotionally exhausted and nobody seems to care” There is no one answer.  It’s different for those in a committed partnership, compared to sing...

Employment Tax Incentive Bill

While there has not been agreement from all parties on the Employment Tax Incentive (ETI) Bill, and the roll out, it was formally published on 4th November, 2013.  With the January go live date, there are still some issues that need to be finalised, but simply put, the concept is as follows: The incentive runs from January 1st, 2014 to December 31st, 2016 The employee must be between 18 and 29 years old on the last day of the relevant month The employee must earn a wage of less than R6 001 per month The incentive can only be claimed in the months when the remuneration is under R6 001  The employee must have been engaged after October 1st, 2013 The employer must be eligible by being  Registered for PAYE In good standing with SARS Not local, provincial or national government Limited to South African citizens and valid asylum seekers, the main driver is for youth employment, however, the incentive also applies to employment in Special Economic Zones (SEZ) ...