{"id":17749,"date":"2022-08-16T10:28:29","date_gmt":"2022-08-16T08:28:29","guid":{"rendered":"https:\/\/www.digdash.com\/?p=17749"},"modified":"2023-04-26T09:20:27","modified_gmt":"2023-04-26T07:20:27","slug":"how-does-business-intelligence-help-hr-department","status":"publish","type":"post","link":"https:\/\/www.digdash.com\/en\/news-articles\/tips-and-tricks\/how-does-business-intelligence-help-hr-department\/","title":{"rendered":"How does Business Intelligence help HR department?"},"content":{"rendered":"

Long reserved for other company departments, such as the finance department, <\/span>Business Intelligence (BI)<\/b> is now an indispensable tool for the human resources department.\u00a0<\/span><\/p>\n

By centralizing and making its data more reliable, as well as automating certain processes, the HR department can meet the many challenges it faces: talent management, quality of work life, recruitment, payroll management, etc.\u00a0<\/span><\/p>\n

This makes it possible to reach more informed decisions on a daily basis, while at the same time increasing the company’s performance.<\/span><\/p>\n

The challenges of Business Intelligence for human resources<\/b><\/h2>\n

Nowadays, the <\/span>HR department<\/b> faces many challenges and is entrusted with new responsibilities: increasing company performance while reducing costs, assessing risks and identifying weak points in the organization, measuring the consequences of the actions implemented, etc.<\/span><\/p>\n

These are tasks that cannot be accomplished without the help of <\/span>data<\/b>: hence the importance of <\/span>Business Intelligence<\/b>, which makes it possible to centralize a large volume of data from scattered sources, to sort it and to process it efficiently.<\/span><\/p>\n

The company can then rely on <\/span>HR dashboards<\/b> that provide reliable information on the company’s human capital. These valuable management tools make it possible to measure the impact of each employee on the structure’s performance, while identifying areas for improvement and cost control.<\/span><\/p>\n

Thus, with BI, it is possible to calculate salaries and performance-related bonuses in real time. The <\/span>human resources department<\/b> can therefore ensure that the amount is relevant to its strategic objectives.<\/span><\/p>\n

Furthermore, business intelligence is a real asset for <\/span>talent management<\/b>. By analysing data, it is possible to better understand employees and to implement appropriate actions to retain them, boost their commitment and motivation or attract new recruits.<\/span><\/p>\n

Managing talent also means anticipating and identifying the training needs of each individual in order to develop the key skills the company needs. BI facilitates the implementation of a professional training system and the establishment of a dedicated budget.<\/span><\/p>\n

Finally, predictive analysis<\/b> allows the company to see the future and anticipate its future needs in terms of training, skills or qualifications.<\/p>\n

Learn more :<\/strong> 8 good reasons to use Business Intelligence tools<\/a><\/div>\n
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The Business Intelligence tool: an asset to improve the quality of work life<\/b><\/h2>\n

Improving the <\/span>quality of work life (QWL)<\/b> is an essential task for the human resources department. Business Intelligence software is a valuable tool for analysing employee feedback collected through regular surveys or a QWL barometer. <\/span>HR reports<\/b> can thus be compiled to measure the well-being, motivation, and performance of employees.<\/span><\/p>\n

Studying this data is also very interesting to better understand the needs, obstacles, and engagement drivers of new recruits. The company can then improve its <\/span>recruitment process<\/b>, but also put in place appropriate measures to ensure the successful integration of new talent.<\/span><\/p>\n

As for absenteeism, which is one of the major problems of the HR department, it can also be analysed to understand the underlying causes, which are often linked to a sense of unhappiness at work. <\/span>Big Data<\/b> makes it possible to analyse this phenomenon qualitatively and not just quantitatively.<\/span><\/p>\n

In addition, Business Intelligence is a powerful tool for social dialogue, which improves the company’s <\/span>internal communications<\/b> on a daily basis. Thanks to indicators and figures, issues relating to quality of work life can be addressed more objectively, leaving aside the subjective opinions of individuals.<\/span><\/p>\n

In the context of a new strategy or a major organizational change, communication is also essential to support, reassure and convince employees. Thanks to data, it is possible to quantify the level of acceptance of a given project, and then to implement relevant actions to drive change: awareness raising, workshops, training, etc.<\/span><\/p>\n

Finally, professional equality is an important factor in guaranteeing a good quality of work life for all employees. Business Intelligence makes it possible to assess the company’s situation in terms of gender equality and senior policy, as well as to evaluate the impact of measures taken on absenteeism, motivation and remuneration.<\/span><\/p>\n

Learn more :<\/strong> How to improve quality of work life qwl through hr analytics ?<\/a><\/div>\n

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Features of a human resources management information system<\/b><\/h2>\n

To exploit the full potential of Business Intelligence, the HR department must be able to rely on a suitable tool: the <\/span>human resources information system<\/b>. Indeed, this solution offers a wide range of features that will help the HR department perform its daily tasks:<\/span><\/p>\n