Transforming HR’s Role with Data

HR will also have to transform into more of a data-consuming role, and not just act as a data producer. Instead of offering single-point data reports, future HR will produce integrated analysis and become a one-stop shop for all HR-related data and analytics. CHROs will need the ability to look at data from both internal and external sources, and then to extract relevant trends and analysis, understand it, and communicate its meaning to finance, operations, business units, and the C-suite.

Part of the transformation of HR’s role with data will be to move from providing descriptive data (or showing what happened in the past) to predictive and prescriptive data: showing what will happen in the future and what should be done to control the future events suggested by the data. As HR teams and their companies place more emphasis on data-based decision-making, it becomes even more important that data be trusted, reliable, and seamlessly delivered through integrated systems.

One of the most important roles for future CHROs and their teams will be helping their companies to adopt and adapt to automation. Emerging technologies for companies will move repetitive and manual tasks under the control of AI processes, which will free up people to do human-centered work (such as tasks requiring discovery, social skills, problem-solving, creativity, empathy, and ethics).

According to the Deloitte human capital report,

47 percent of survey respondents say that their organizations are deeply involved in automation projects
24 percent are using AI and robotics
for routine tasks
16 percent, to augment
human skills
and 7 percent, to restructure
work entirely
72 percent of the survey respondents see AI and robotics as an important area
but only 31 percent
feel ready to address it