Analytics is pivotal to HR best practise in 2016. Not just analysing the same old people data but combining workforce and machine data. As wearables and robots permeate enterprises HR must optimise the effectiveness of both man and machine working together.
That means joining and analysing data from multiple and disparate data sets- structured and unstructured. Increasingly sourcing external data. HR Managers should join the ranks of other professionals using complete data to manage organisations and enterprises better.
Not least by ensuring that people across the organisation can benefit from self-service BI & Analytics if they are to unlock the true potential of each and everyone of their workforce.
Organisations are also having to rethink the HR function as digital technologies are changing every aspect of how a company engages with its workforce. “The push to go digital is amplifying the need for humans and machines to do more, together,”... Andrew Woolf Accenture Advances in wearable devices and smart machines will present new opportunities for companies to empower their workers through technology, according to Woolf, who said this trend will also lead to new challenges in managing a collaborative workforce composed of both people and machines. “Successful businesses will recognise the benefits of human talent and intelligent technology working side by side in collaboration – and they will embrace them both as critical members of the reimagined workforce,” he said.
http://www.insidehr.com.au/hr-disruption-whats-on-the-horizon-of-change-to-2020/
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