HR departments should use data to understand opportunities for improvement and find links between behaviours and outcomes, as well as objective predictors of performance.
Data is essential, but so is the human touch when looking at employee performance and productivity. Conversations are still required to find out what is happening in their personal lives, what are their feelings, what makes each individual unique and valuable and, most importantly, understanding their ‘Arbetsglädje’ (in Swedish – ‘happiness at work’).
Technologies such as AI, machine learning and data analytics play an integral role in making HR more people centric. Automating processes, getting real-time insights, and empowering HR professionals are just a few examples of how data-driven solutions can supercharge an organisation.
HR departments need to operate within the data governance and data security guidelines set by the company, as well as legislation. GDPR sets strict rules on data protection and what to do in the event of a breach, so it is important to be up to speed with this to avoid fines.