Linking to a theme from one of my earlier blogs (Helping HR claim its place in the boardroom), Raconteur's supplement in The Times on Talent Management hits the right note. To get data, businesses need to invest in tech so expect to see significant investment by large corporates in the HCM space.
Strategic HR leaders make meaningful contributions to strategic debates around important issues such as talent management by becoming proficient in data analytics, because this enables them to arm their C-suite with the people data necessary to assess the current and future state of its workforce. As Tamsin Sridhara, director at Willis Towers Watson, says: “If you’re in the finance function, you get that automated flow of finance data. Why isn’t there the same amount of analytical information and the same amount of data available for people as there is for other functions?” Professor Rowley agrees, suggesting HR could forge a path ahead for itself by building on HR information systems, and using big data to develop and produce pools of talent and pipelines of top-class internal candidates for senior roles in organisations.