越来越多的人力资源专家认为，数据运用能更有效地帮助员工管理等方面。他们甚至希望数据能展示出一幅关于员工能力和公司资源的有震撼力的图像，以帮助他们解决技能差距的问题、预测未来的需要并制定招聘策略。那么HR真的懂得有效地运用数据么？
面对今天这种才能匮乏的局势，不少公司都在试图通过增加雇员的生产力来弥补这个不足。
在意料之中的是，一个来自“SilkRoad”的报告显示，人力资源领导希望能更有效的在
绩效管理、工作规划、人才收购等方面利用数据。
今年153位人力资源专家投票指出，他们最希望在管理员工
绩效方面能够更有效地运用数据。而这一数据已从去年的48%上升到62%。
报告表示：“精确且可操作的绩效数据提供了关于劳动力方面问题的有价值的见解，例如：有潜力的员工会是什么样？员工成功的关键因素是什么？最重要的是，实时性的绩效指标可以把员工与公司战略联系到一起，以便他们能更清楚的知道要达到公司目标他们需要做什么。”
投票的第二个选择，以45%的票数投给了劳动力计划，人才收购以39%的票数紧随其后。
“很显然，人力资源专家希望数据能展示出一幅关于员工能力和公司资源的有震撼力的图像，以帮助他们解决技能差距的问题、预测未来的需要并制定招聘策略。”
此外，数据显示人力资源技术的一个最有价值的特色在于良好的用户设计界面（93%），其次是自助服务应用（86%）和云系统（65%）。
在2015年的SAP上，高级人力资源总经理Dato Derick Khoo发现了人力资源科技的三个最有用的特点。
人力资源科技必须要有一个用户满意的界面，例如像Facebook或Instagram那样，操作方式非常简单明了。对于人力资源管理者和员工是我们的用户，对于他们来说必须要操作简便。
他又补充道，人力资源科技在这基础上应该能够提供持续的创新力，让企业获得最好的实践创新或处理创新。
除此之外，他认为如果人力资源科技能够让人力资源数据更加智能化，能获得一些新数据来覆盖原有数据，并拥有前瞻性。
从事人事解决方案的副总裁Raj Sundarason在东南亚的SAP上说道：“用数据来说明数据，就像一位盲人带领一位盲人。你现在需要的是洞察力，一旦你有了洞察力接下来你需要做的便是尝试并建造一个可预测的模块。”
他还提到了一个给公司的建议，当遇到采用人力资源科技的问题时“注意一下工作环境的问题”。
“想要推出人力资源科技，我们必须要思考我们如何来推行，就像我们解决业务问题一样。而在这里用户是员工、管理者和人力资源业务伙伴”他这么说道。
“我们必须更好的理解，问题在哪里，然后提供技术来解决问题。当我们做到了这些，成功就在前方等待了。”
Is HR really using data effectively?
With the sharp rise in talent shortage faced today, companies are looking into increasing the productivity of employees to make up for this shortage.
Unsurprisingly, as found in a recent SilkRoad report, one of the top areas in which HR leaders want to use data more effectively is in performance management followed by workforce planning and talent acquisition.
62% of the 153 HR professionals polled this year, pointed out that one aspect in which they would want to use data more effectively is in managing the performance of their employees, up from 48% in 2014.
“Accurate, actionable performance data provides valuable insights into questions about the workforce: What’s the profile of a high-potential employee? What are the key success factors for employees? Most important of all, real-time performance metrics can be used to align employees with the business strategy, so that they know what they have to do to reach company goals,” the report stated.
The second choice was workforce planning with 45% of the votes, followed by talent acquisition with 39%.
“Clearly, HR professionals want data that gives them a sharp picture of employees’ capabilities and company resources, so that they can address skills gaps, predict future needs, and develop hiring strategies,” the report added.
Additionally, it pointed out that the most valued features of HR technology is a well designed user interface (93%), followed by self-service applications (86%) and having a cloud-based system (65%).
At SAP’s SuccessConnect 2015, Human Resources caught up with Dato Derick Khoo, senior general manager for human resources at Tan Chong Motor Holdings Berhad to find out the three features in HR tech he values the most.
“HR technology has to have a consumer like user interface, something like Facebook and Instagram, where there is no need to download manuals. In this case, the customers are managers and employees, so it has to be simple for them to use.”
He added that HR technology should be able to provide constant innovation, giving companies the access to best practice innovation/process innovation on an ongoing basis.
In addition to that, he feels that it would be great if HR tech can help HR become more data intelligent, going beyond the basic reporting to overlaying the data and making sense of it to give rise to insights.
Raj Sundarason, vice president for people solutions for South East Asia at SAP added: “Data for data sake, is like the blind leading the blind. What you need today is that you need insights. Once you have the insights, what you then need to do is that you have to try and build a layer of predictability around that.”
A piece of advice he has for companies facing an adoption problem when it comes to HR technology is to “look at adoption in the context of the business problem”.
“As we think of rolling out HR technology, we have to think about how do we roll it out in such a way that we are solving the business problem in the context of the user. In this case, the users are the employees, the managers and the HR business partners,” he said.
“We have got to get better in understanding what the problem is and then infuse technology into the problem. When we do that, we’re going to be really successful.”
HRTechChina 
2015-11-30 09:50:17