The main ingredient for doing data analytics is having a large amount of information, and HR is no exception to this process. The information generated by the interaction of the company with the employees is an element of great value for these areas, which must bear in mind the need to store and structure this data to generate knowledge. A challenge that implies, in addition to analytical capabilities and the implementation of tools, a change in the mentality of the management and human resources teams.
The vast majority of Spanish organizations are in a process of defining and building the necessary infrastructure to launch this type of initiative, meanwhile having a multitude of unintegrated or unstructured data and very basic analytical capabilities.
At Cognodata we have identified three levels of implementation of People Science solutions . First, there would be the Basic Analytics level , where 80% of companies are. At this level, non-integrated and partly manually generated data is used to illustrate a particular aspect of HR, such as absenteeism records, turnover rates, recruitment ratios, etc. The analysis is only applied for the description or comparative monitoring over time and works with data in office format obtained from an ERP or generated manually. The analytical capacity of the teams is very basic.
At the second level, Advanced Analytics , are 30% of the companies in Spain. In it, certain processes are already consolidated to feed an analysis repository, allowing the combination of different types of data for the specific investigation of ideas and situations that allow us to understand the correlation between different variables, such as investment in training vs. unwanted rotation. These companies use some type of database and reporting software and apply data quality monitoring and improvement processes. Their analytical capabilities are intermediate, or they have support from the technology areas.
At the third level, Predictive Analytics , only 10% of organizations are found and they are those that have a repository of mature and quality information, with historical volume and sufficient to carry out predictive models and forecast future behaviors or scenarios, and thus adapt the efforts of recruitment, retention and training of its employees. At this level, companies use some form of analytics and reporting software to develop, industrialize, and report insight generation, and analytics capabilities are advanced.