HR professionals are sitting on a goldmine of data, but they’re constantly fighting an uphill battle when it comes to proving their value to the C-suite. For starters, they aren’t data scientists and often lack the support, resources and budget needed to make sense of the data, let alone measure its financial impact.
In 2015, 20% of business leaders trusted HR to use data to anticipate and help fill talent needs. By 2018, that number dropped to only 11%. The problem is twofold: some HR teams (especially if you are a solo practitioner) still spend too much time on transactional HR functions that should be automated. That doesn’t leave a lot of time for much else. Secondly, HR often doesn’t have the tools they need to access or interpret the data.
But there is a way for you to help your clients. We found the most successful HR teams map people management metrics to business outcomes. Measuring the data that matters most to the C-suite makes HR invaluable.
As a trusted advisor, encourage your clients to become more data-driven by digging for key metrics. Check out our infographic to see what 6 questions can help get them started.