Data should be looked at holistically and it is necessary to analyze it to create reports and predict outcomes
The landscape of technology is rapidly changing and there are five major trends driving this change: social, mobility, analytics, cloud and wearables. These trends have had major impact on talent. Take the case of social media, which now plays an important role - right from recruiting to talent development; and in today’s world with more millennials joining the workforce, it is important for organizations to be attuned to this new reality. Mobile is the other disruptive trend, as it is needed for both HR operations and for learning on the go. Most millennials are connected to devices 24x7 and they want to learn using their daily devices. Cloud is another important aspect for organizations because of the simplicity it offers and so is analytics, which helps in deriving results and predict outcomes.
The problem with talent and HR at this point is that the gut feeling of line managers and HR professionals drives both. But now we are heading towards machine learning and AI in terms of talent development. Imagine the scenario when you are playing this hands-on game of leadership simulation (which Knolskape offers) in which you are taking decisions, impacting certain things in the virtual organization and the system is able to understand what you’re trying to do with your pattern of decision-making. At the end of it, it can help correlate your decision making in the game with what is happening in real life. It can help in diagnosing a person a lot better unlike psychometrics. Here, the participant is making decisions hands-on in a simulated environment and we can correlate that with what’s happening in real life to come up with real time analytics on, for e.g. when will this person leave? Or is he ready for the next level? Or can we promote him to a managerial role?
Data should be looked at holistically and it is necessary to analyze data to create reports and be able to predict outcomes. All these trends are pushing the individual at the center of the ecosystem, so in the future, systems will have to be created that will actually work for individuals. Among the many functions that are getting individual centric, learning and training too is getting increasingly personalized.
What HR needs to do?
The data we receive is huge and to make sure it doesn’t become chaotic, we need to surround the user with multiple options. But HR professionals also need to develop skills to sit through the amount of data that is available and integrate different data points.
Data has to be in the right hands to drive analysis out of it. HR for a long time now has been very subjective and gut-driven. With analytics coming into HR, it will give organizations important details about its employees’ performance and can also be used to drive engagement. The professionals also need to transform and need to develop business acumen and they need to be friendly with technology. HR professionals also have a lot to learn from marketing professionals. Professionals in marketing had similar problems 5-7 years ago and they weren’t able to answer questions around ROI, similarly HR professionals need to look at technology as an enabler that can revolutionize the function.